上汽路径

"世上只有两种路,一种叫由来,一种叫未来;世上只有两种车,一种由来已久,一种驶向未来。"这曾经是荣威750上市时的广告文案,或许是一种巧合,这番描述更切合上汽自主品牌乘用车发展的现状。找到破局之道,带领上汽自主品牌驶向未来,对于陈志鑫领导下的上汽乘用车公司来说,显然需要付出更多,尤其是在中国自主品牌处于调整期的时候,上汽显然并不能独善其身。     

对手的力量

一个人没有对手,就会甘于平庸,养成惰性,最终导致碌碌无为。因此说,把对手当作朋友,为对手喝彩,为对手加油,不仅是一种自信、一种豁达,更是一种智慧、一种财富。     

有一种真诚叫“五心”

有一种用电叫安心,有一种交费叫省心,有一种计量叫放心,有一种热线叫舒心,有一种服务叫贴心.     

浅析精细化管理文化构建机理

精者,取精也,不断提炼,精心筛选,从而得到解决问题的最佳方案;细者,入微也,究其要由,由粗及精,从而找到事物内在联系和规律性。就企业而言,面对社会分工越来越细,专业标准越来越高的社会大趋势,精细化管理的重要性日益凸显。精细化管理是一种意识,一种观念;是一种技术,一种态度;更是一种责任,一种建立”精细优势”的文化。达尔文“物竞天择,适者生存”的生物进化法则,同样适用于企业的精细化管理之道。     

利用不确定性是创业的本质

创业是一种思维方式,这一思维方式可以应用到生活中的各个方面。它是一种观察世界的方式,也是一种随着经历的增长而得以磨砺和改进的观念模式。     

和谐发展提升职工幸福指数

和谐是一种理念,是一种生态,是一种方略,是一项深植于人们心中的幸福指数。近年来,徐州矿务集团旗山煤矿认真落实科学发展观,积极投身和谐企业创建的实践,促进了企业在安全、和谐发展的平台上高位运行。     

“TD”来袭

作为面向大众的轿车,人们已不再像早期那样将其作为一种身份地位的象征,更多是作为一种生活必需品,一种生活品味的提高来选择。     

企业文化是企业的灵魂——江西贵溪化肥有限责任公司建设“施大壮”企业文化实践

<正>企业文化是上世纪70年代末在企业管理学科延伸出来的一种新的管理理论和管理方法,是企业科学管理的一个里程碑。它作为一种观念、一种微观上层建筑作用于职工的内心世界,贯穿于企业的每一个管理层面和环节,使职工与企业形成一种命运、利益的共同体,产生一种认同感、自豪感和归属感,能很好地培育职工对企业的忠诚度;     

大力弘扬企业精神

目前 ,国家电力公司正在公司本部进行公司企业精神在线讨论。这项颇带新意的活动 ,不仅为提炼公司企业精神奠定了必要的条件 ,而且做为弘扬公司企业精神的有机组成部分 ,受到了系统上下的关注与好评。企业的健康发展需要两种纽带。一种是物质、利益、产权的纽带 ,另一种是文化、精神、道德的纽带。企业如果只有前一种纽带 ,而没有后一种纽带 ,是不会健康、持久发展的。企业精神就属于后一种纽带。一个成功的企业必有一种卓越的企业精神 ,这已被无数的事实所证明。现在 ,电力企业正在进行体制改革、结构调整、发展战略研究、形象战略研究等。…     

企业如何传承

我们必须要传承,不传承就要落伍,这就是传承的道理。而真正传承的不是一个人,是一个体系,是一种制度,是一种办法,是一种未来,传承的是活力。     

Book Reviews

Books reviewed:
Bernhard Ebbinghaus Changing Industial Relations in Europe
Philip Hanson Structural Adjustment without Mass Unemployment
Howard Glennerster Just Institutions Matter: The Moral and Political Logic of the Universal Welfare State
Teresa Rees Social Change and Innovation in the Labour Market
Marek Korczynski The Cultural Crisis of the Firm
Ian Miles Forcing the Factory of the Future, Cybernation and Societal Institutions
John Tomaney The MacDonaldization Thesis
Michael Power The Quest for Responsibility: Accountability and Citizenship in Complex Organizations
Patrick McGovern New Directions for Organization Theory: Problems and Prospects
Cliff Oswick Research in Organizational Behavior
Chris Rees Managing with Total Quality Management: Theory and Practice     

The haw par affair and the reporting of related party transactions

It is generally recognised that managers are concerned with how transfer prices should be determined. This paper deals with an extension of this concern, namely, how transactions between related parties should be reported in published financial statements. The mode of reporting is regulated by national accounting standard which are in turn strongly influenced by the standards issued by the International Accounting Standards Committee. This paper examines theproposed International Accounting Standard on Related Party Transactions by applying the standardhypothetically to the facts of a major court case on the subject.The author is a Senior Lecturer with the School of Accountancy at the National University of Singapore     

Exploring entrepreneurial intention among engineering students in India: a multiple basket approach

International Journal of Technology and Design Education - In the light of Bandura’s (Social foundations of thought and action: a social cognitive perspective, Princeton-Hall, Englewood...     

Unionism in the United States and Other Advanced OECD Countries

In this paper we compare the changing pattern of unionization in OECD countries, reviewing existing evidence and presenting new information on union-nonunion differentials in labor market outcomes in these countries. Our principal source of information are the micro data files of the International Social Survey Programme cross-country surveys of 1985–87. Our analysis shows that U.S. unions have a larger effect on wages than on other outcomes than unions in other OECD countries, and we argue that the high union premium in the United States has contributed to the decline in union density and divergence of the US. industrial relations system     

Labour Market Incentive Structures and Employee Performance

Abstract : This paper uses data from the International Social Science Programme Work Orientations Module to investigate whether there is empirical support for Soskice's (1990, 1991) hypothesis that there is a difference in labour market incentive structures between northern European 'flexibly co-ordinated' systems and the 'uncoordinated' or 'deregulated' systems of the UK and the USA, which generates improved employee co-operation and performance in the former. Labour markets in 'uncoordinated' systems are found to generate the better employee work performance. Little support is found for the existence of a 'flexibly co-ordinated' type of labour market incentive structure. Instead, labour market incentive structures are found to be heterogeneous.     

Forecasting telecommunications data with linear models

For telecommunication companies to successfully manage their business, companies rely on mapping future trends and usage patterns. However, the evolution of telecommunications technology and systems in the provision of services renders imperfections in telecommunications data and impinges on a company's’ ability to properly evaluate and plan their business. International Telecommunication Union (ITU) Recommendation E.507 provides a selection of econometric models for forecasting these trends. However, no specific guidance is given. This paper evaluates whether simple extrapolation techniques in Recommendation E.507 can generate accurate forecasts. Standard forecast error statistics—mean absolute percentage error (MAPE), median absolute percentage error and percentage better—show the ARIMA, Holt and Holt-D models provide better forecasts than a random walk and other linear extrapolation methods.     

Book Reviews

Books reviewed in this article: Alison L. Booth (ed.), The Economics of Labor Unions Wilhelm Eberwein, Jochen Tholen and Joachim Schuster, The Europeanisation of Industrial Relations: National and European Processes in Germany, UK, Italy and France Emer O’Hagan, Employee Relations in the Periphery of Europe: The Unfolding Story of the European Social Model Randy Hodson, Dignity at Work Michele Lamont, The Dignity of Working Men: Morality and the Boundaries of Race, Class and Immigration Guy Van Gyes, Hans De Witte and Patrick Pasture (eds.), Can Class Still Unite? The Differentiated Work Force, Class Solidarity and Trade Unions Fiona Colgan and Sue Ledwith (eds.), Gender, Diversity and Trade Unions: International Perspectives Bob Hancké, Large Firms and Institutional Change: Industrial Renewal and Economic Restructuring in France Huw Beynon, Damian Grimshaw, Jill Rubery and Kevin Ward, Managing Employment Change: The New Realities of Work Michelle Brown and John S. Heywood (eds.), Paying for Performance: An International Comparison Bob Hepple (ed.), Social and Labour Rights in a Global Context: International and Comparative Perspectives Douglas Ezzy, Narrating Unemployment     

SA8000 认证与中国企业发展

本文从SA8000产生背景出发介绍了SA8000标准,以及当前中国企业进行SA8000认证的现状及原因,并就中国企业进行SA8000认证的可行性进行了分析。结论是:目前中国企业是否实行SA8000认证,能否执行SA8000标准以及执行的程度如何,取决于压力的大小和企业的成本—收益比较,机会与挑战并存。最后指出中国企业应把SA8000标准作为企业可持续发展的战略选择,努力实现企业经济利益、员工利益和社会利益的多赢,实现企业可持续发展。     

The Union Wage Effect in Japan

Previous studies point to Japanese labor unions’ lack of bargaining power that results from their organization at an enterprise level. However, a detailed examination of the institutional setting backed by the Labor Standard Law and Trade Union Law reveals that unions have strong bargaining power against deteriorating work conditions. This paper examines the effect of unions on wages using the Japanese General Social Surveys 2000–2003, which cover a period of economic stagnation. We find a robust union wage premium for both males and females. A Cotton–Neumark decomposition reveals that about one‐fifth of union workers’ higher wage is explained by the difference in the union and nonunion wage structures. We also can confirm the union wage compression effect using the DiNardo, Fortin, and Lemieux (1996 ) method. Union workers are likely to think that they will not find jobs with similar compensation packages if they leave their current jobs. In summary, unions in Japan contribute to an increase in the average wage and compress the wage distribution among their workers. This result is reconciled with previous findings by considering the uniqueness of the macroeconomic conditions of the sample period.     

Integration Theory and European Labour Markets

Standard integration theory assumes that the law of the price holds within individual countries which can thus be treated as homogeneous units. Integration of two or more countries then amounts to removing the barriers to free exchange between them. Recently this conventional approach has been increasingly called into question. In the first place, as economic interpenetration grows, it becomes more important to recognize that national systems display many internal disparities and heterogeneities. Moreover, as recent advances in economic theory emphasize, transaction costs and lack of information prevent market agents from taking advantage of all profitable exchanges. As a result, most market situations cannot be seen as self-clearing or capable of integrating spontaneously. Thus, institutional interventions and other co-ordination mechanisms are required to promote economic adaptability. Viewed from this standpoint, the Social Charter and related initiatives can be seen as promoting orderly integration of the Community's labour market.