案例研究的基本方法——对经典文献的综述

在管理学中案例研究是一种重要的研究方法,本文对Yin博士＂案例研究两部曲＂以及《管理学会评论》和《管理科学季刊》中案例研究方法的经典文献从案例研究的概念、步骤和品质方面进行综述,最后对案例研究方法的误解进行了讨论。     

《管理学》课程中的案例教学的教学方法的使用与改革

在高职教学工作中,教师不仅要注重对学生基础理论知识的培养,还要注重对学生基本技能和实践能力的培养。案例教学法是一种传授知识与培养能力并重,并已被理论和实践证明的很有成效的教学方法。本文首先论述了《管理学》课程中的传统教学方法,然后概述了案例教学法的概念与特点,从理论与案例方面分析了《管理学》课程中的案例教学的教学方法的使用,然后提出了相关改革对策:合理确定教学目标、不断开发新的案例和创新案例教学方法。     

《管理学》案例教学法新探

目前很多教师在《管理学》课程教学中采用案例教学法。这种将管理理论与案例相结合的教学方法在实施的过程中效果并不理想。管理学案例教学应当是以理论教学为主，以案例教学为辅，以教师为主导，以学生为主体的一种教学方法，其形式也应该是多种多样的。     

浅析高职《管理学基础》教学中案例教学法的应用

案例教学法一种体现教师为主导，学生为主体的互动式教学方式，文章结合实际教学经验对高职《管理学基础》课程中实施案例教学法进行阐述。     

关于独立学院《管理学》课程教学的思考

为了实现独立学院高级应用型人才的培养目标,教师应该结合独立学院学生的特点和《管理学》的课程特点,积极探讨一些适合独立学院学生的《管理学》课程教学方法和手段,如案例教学法和体验式教学,改革传统的考核方法。独立学院应加强和企业的合作,将学生培养成既有一定的理论基础知识,又能够解决实际问题的高级应用型人才。     

高职院校管理学课程案例教学中存在的问题及对策

在高职院校《管理学》课程案例中存在学生学习动力不足、教师选择管理案例拿来化、案例分析和案例点评水平低等不足,影响了案例教学的效果。为此,应引导学生主动学习、要求教师科学选择教学案例、提升老师运用案例教学法的水平、积极使用现代教学手段和综合利用其他教学方法。     

参与式教学在《管理学》课程中的应用——以女子院校为研究对象

《管理学》是理论性和实践性都较强的一门学科,传统的教学方法中大多采用讲授式,这种方法不仅无法调动学生的学习积极性,也无法提高其知识应用能力。本文结合女子院校的教学特色,提倡引入小组讨论、案例教学、角色扮演等多种参与式教学方法到《管理学》课程中来,从而达到夯实学生理论基础的同时,提高其实际操作能力。     

《管理学基础》案例教学法探讨

案例教学法是创新教学的一种新的课堂教学模式,它能有效地贯彻以学生为主体的教学思想和原则,激发学生学习的主观能动性和积极性,提高学生分析问题和解决问题的能力。本文就案例教学法的内涵和特征、案例的选编、案例教学的实施等几方面作初步探讨,以充分发挥管理案例在《管理学基础》教学中的作用,实现发展学生能力的目标。     

应用型高校《管理学》课程思政教学改革创新路径研究

课程思政是提升高校学生思想道德素质的重要途经。《管理学》是经济管理大类的基础课,提高《管理学》课程思政水平,具有重要的意义。本文阐述了应用型高校课程思政的重要性,分析了应用型高校当前《管理学》课程思政教学存在的不足,并且提出了《管理学》课程思政改革的创新路径。     

以创新性案例为主的《管理学》课程改革思考

本文从《管理学》课程的教学方式、教学内容、教学手段、教材建设和考核制度等五个方面分析传统教学弊端的基础上,根据教学实践经验,提出以创新性案例研究法为主,实践教学和综合考试为辅的教学改革思路。     

Incumplimiento del salario mínimo en Europa central y oriental

En este estudio se analiza el incumplimiento del salario mínimo durante el periodo 2003–2012 en diez países de Europa central y oriental con salario mínimo obligatorio nacional. A partir de los datos de EU‐SILC y la metodología propuesta por Bhorat, Kanbur y Mayet (2013), se cuantifica la incidencia y magnitud del incumplimiento. Se realizan análisis de regresión sobre determinantes individuales, laborales y macroeconómicos. Aunque la incidencia permanece relativamente baja, los trabajadores a los que se dirigen las políticas de salario mínimo parecen los más expuestos a su incumplimiento. Con el tiempo, una mayor incidencia se asocia a una razón más alta entre salario mínimo y salario medio.     

Value at Risk in the Suburbs: Eminent Domain and the Geographical Politics of the US Foreclosure Crisis

Several US counties and local governments have recently considered a novel solution to the foreclosure crisis. They plan to use eminent domain to compel the owners of mortgage debt—and specifically of private‐label mortgage‐backed securities—to sell the debt to the government at a price reflecting the loan's market value. The government would then restructure the debt and resell it to new investors. The plans are striking because—in contrast to both development‐driven eminent domain and the federal subprime bank bailout—they would force investors to assume asset devaluation and increased long‐term risk. Notably, the plans have emerged as an instance of financialization‐focused politics in suburbs and suburban cities of color, specifically majority‐black and ‐Latino/a suburbs. Local support for the plans, we argue, is rooted in the long‐term disinvestment of these ‘suburbs of exception', which became targets of subprime lending and eventually sites where the ‘financial exception' has been localized. But these demographic shifts, fragmentation and fiscal pressures have at the same time created a suburban political terrain in which the plans have gained their strongest political support.     

Towards a Theory of Serendipity: A Systematic Review and Conceptualization

Serendipity – the notion of making surprising and valuable discoveries – plays a major role in the success of individuals and organizations alike. Previous research has established the importance of serendipity and identified important individual- and organizational-level antecedents. However, the literature has been dispersed and the boundaries of the concept have been blurry, leading to a lack of conceptual clarity and structure, and thus limiting validity and managerial actionability. Based on a systematic literature review, I synthesize existing management-related research on serendipity and explicate the emergence and composition of serendipity in the organizational context. I first identify three necessary conditions that differentiate serendipity from related concepts such as luck or targeted innovation: agency, surprise, and value. Then, I draw from the literature on sensemaking, event-based theorizing, and quantum-based approaches to management to conceptualize the process of cultivating serendipity in the organizational context as a process of enabling potentiality and materialization, and develop a multi-level theory of (cultivating) serendipity. This conceptualization contributes to our collective understanding of how, why, and when (i.e., under what conditions) organizations can leverage the value in the unexpected, which opens up fruitful avenues for further research.     

Accountability of NGOs in Bangladesh A critical overview

NGOs in Bangladesh have been recognized as effective change agents in the socio-economic arena throughout the world. Their contributions in micro credit, non-formal education and primary health care are widely known. NGOs play a significant role in society. NGO accountability, as a result, has become a critical issue. NGO accountability in Bangladesh has been examined here in relation to patrons, clients and themselves. Of the three relationships only accountability to patrons is in a near satisfactory state. Accountability to clients is handicapped by lack of opportunities of beneficiaries to participate meaningfully in NGO policy making. Accountability to themselves is adversely affected due to the adherence to a strictly hierarchical system and the influence of founding and charismatic NGO leaders.     

Towards an Asian model of human resource management? A comparative analysis of China,Japan and South Korea

There has been much discussion regarding the possible decline and weakening of national systems of human resource management (HRM). Yet, culture and institutions are often cited as the major stumbling blocks to this outcome. Such constraints may dissipate in the analysis, particularly if ‘regional clusters’ are considered where geographic and cultural closeness and ‘openness’ to similar economic pressures exist. In such cases, it might be postulated that convergence in HRM will occur. We argue that China, Japan and South Korea represent such a cluster. This article examines these countries, to see if a degree of convergence is taking place and if it is towards an identifiable ‘Asian’ model of HRM. A model of change is presented that distinguishes between levels of occurrence and acceptance. Details of the development and practice of HRM in each country are then set out. The article ends with a discussion and implications section and a brief conclusion.     

Ansätze und Ergebnisse anglo-amerikanischer M&A-Forschung

Based on a review of established U.S. management journals (1995–2003), six schools of thought are identified within the Anglo-American M&;A research: “Capital Market”, “Principal/Agent”, “Industrial Organization”, “Organizational Behavior”, “Human Resources” and “Strategic Management”. The literature review shows that the definition of M&;A success, the methods applied, and insights from empirical research differ according to the respective school of thought. Empirical studies focus on the resource combinations of merger partners, the specific circumstances of merger negotiations, and on integration management as antecedents of merger performance. Unfortunately, empirical findings have not yet provided reliable explanations for M&;A success. Based on the current state of Anglo-American M&;A research, the authors discuss implications for business practice, identify research gaps, and propose areas for future research.     

Cultural Economy Planning in Creative Cities: Discourse and Practice

While a growing body of research analyses the functional mechanisms of the cultural or creative economy, there has been little attention devoted to understanding how local governments translate this work into policy. Moreover, research in this vein focuses predominately on Richard Florida's creative class thesis rather than considering the wider body of work that may influence policy. This article seeks to develop a deeper understanding of how municipalities conceptualize and plan for the cultural economy through the lens of two cities held up as model ‘creative cities’ — Austin, Texas and Toronto, Ontario. The work pays particular attention to how the cities adopt and adapt leading theories, strategies and discourses of the cultural economy. While policy documents indicate that the cities embrace the creative city model, in practice agencies tend to adapt conventional economic development strategies for cultural economy activity and appropriate the language of the creative city for multiple purposes.     

Introduction of New Technology with a Sound Transition of the Input-Output Structure

We examine the general equilibrium repercussions associated with the introduction of new technologies, using the generalized Leontief system that allows technological substitutions. We show that an untested introduction of cost-increasing technologies in any industry may result in creating a non-productive technological structure that does not satisfy the Hawkins-Simon condition, following the autonomous dynamic adjustment process with structural transitions in the economic system. Therefore, we propose a practicable control scheme of introducing cost-increasing technologies that strictly avoids the creation of non-productive structures in all periods of structural transition, using the available information on the ex ante technological structure.     

Input/output ranges and performance: an examination of US machine tool producers

Despite the establishment of high-tech multinational enterprises (MNEs) in Ireland since the late 1950s, the country did not succeed in closing the technological gap with most of its EU counterparts. The weak National System of Innovation (NSI), and in particular low business and government R&D levels, combined with a lack of research and technology linkages between MNEs and indigenous firms, explain these poor results. However, the Shannon region in the West of the country presents some specific institutional characteristics that could theoretically make the region a strong technological enclave. The various actors in the region - i.e. the administrative, financial, political and research institutions, as well as the business organizations - have indeed infused a new type of economic development. After a brief review of the available concepts and models articulated around these actors and their interrelationships, the paper analyses whether the Shannon region, taken as an illustrative example, mirrors a specific economic and technological localized setting. The study is based on a survey of indigenous and foreign firms.     

Sixty years of discrimination and diversity research in human resource management: A review with suggestions for future research directions

This article reviews discrimination and diversity research published in Human Resource Management (HRM) over the past 60 years. While discrimination and diversity are very different constructs, it is often informative to study them together, because when people recognize each other's diversity, this can result in bias, stereotyping, and discrimination. We conducted bibliographic searches for terms related to discrimination and diversity as well as a manual search through every title and abstract published in HRM over the last 60 years to assess article relevance. The search resulted in 135 research articles with 136 unique studies (i.e., samples) which are reviewed in this article. Sex and race are the demographics that have been examined the most in HRM, while religion has been examined the least. Moreover, the number of studies examining lesbian, gay, bisexual, transgender, and queer (LGBTQ) employees in the workplace in HRM has grown quickly within the past 10 years, culminating in a recent meta‐analysis. Our review looks at some of the earliest research published, the most recent research published, and the overall trends we identified in the research over the years for both discrimination and diversity articles. We then make future research suggestions and recommendations to advance the study of discrimination and diversity in the coming years.