实施“精益生产方式”的文化条件

倍受世界瞩目的“丰田生产方式”,给全球汽车制造业及所有社会工业生产部门,带来冲击和挑战。它是基于杜绝浪费,坚持追求合理的制造思想而创造出来的一种生产方式,根本目的在于彻底杜绝企业内部的各种浪费,以提高生产效率。“三及时(JIT——justit time)”和“自动化”作为这一生产方式运作的两大支柱,支撑着精益生产方式理论体系的整体框架——用“及时的材料”,在“及时的时间”,送到“及时的位置”——“在制造汽车这类综合性工业中,汽车的组装作业最好是各种零件非常及时地集中到生产线旁边来”。这是丰田汽车的缔造者——丰田喜一郎对“三及时”的最早表述。美国麻省理工学院国际汽车计划研究小组,通过对日本汽车工业、特别是丰田汽车公司的生产管理方式详细的调查研究之后,为丰田汽车公司这一生产方式又赋予新的、更具有理论性的称谓—精益生产方式(Lean Production)。作为当今最优的现代生产管理模式,精益生产方式必然有相应的企业文化相匹配。笔者在深入研究该模式的基础上,总结出与之相对应的企业文化的七个方面,分析出我国现行企业管理体制、组织机构、员工角色等方面对这一文化的建立尚存的阻碍,并提出建议。     

基于管理创新的公司治理和内部审计研究

未来的世界管理领域将呈现十大变化趋势，主要是：1．创新一未来管理的主旋律；2.知识——最重要的资源；3．学习型组织——未来成功企业的模式；4．快速的应变能力——时代的新要求；5．权利结构转换——变“正金字塔”为“倒金字塔”；6．弹性系统——跨功能、跨     

企业管理的未来形态

有人说，未来社会将是一个“知识社会”，这是相对于生产方式而言的，但没有说出问题的实质。要想判定未来社会的形态，应从普通人群中去寻找。主流生活方式被分化、分裂和瓦解成众多小的生活方式，形成“个性化的生活方式”，这才是整个社会目前和未来的真正形态。     

基于Telematics的车联网集成化服务监控与管理平台设计

随着汽车电子技术的发展，汽车智能化技术正在逐步得到应用，这种技术使汽车的操纵越来越简单，动力性和经济性越来越高，行驶安全性越来越好，因此，智能化是未来汽车发展的趋势，车联网作为物联网在汽车行业的应用领域之一，是汽车智能化的重要发展方向。本文将基于Telematics技术，实现车载物联网信息采集与数据服务关键技术，建设车载物联网监控与管理服务应用平台，从而将车辆从车内信息扩展到基于无线互联网的全局集成化智能监控与管理平台。     

书讯·商道

《21世纪的管理挑战》 本书是已故管理学大师德鲁克在f9g9年的作品。 本书探讨的是在旧管理失灵的巨变时代，人类面临着社会、人口结构与经济上的各种新现实，必须透过管理，才能成功迎接未来挑战。德鲁克强调说，这是一本谈“管理”而不只是“企业管理”的书，因为未来的挑战对于大学、医院、教会、军队甚至政府机构等非企业性组织来说，冲击可能会更大。     

农民专业合作经济组织保障体系研究

社会主义新农村建设需要一种制度创新来实现农村生产方式、生活方式和管理方式的转变，而农民专业合作经济组织的发展恰恰适应了这样一种趋势。“农民专业合作经济组织”的顺利有效运行，有赖于各地如何选择适合本地农业发展特色，依托自身资源切实推进其发展；同时也需要各方面的支持。     

学习型企业对生产管理模式的新要求

学习型组织对企业的生产运作系统提出了新的要求,传统的生产管理模式难以适应时代发展的要求,顺应企业生产管理的发展趋势。探求学习型企业生产管理新方式,是我国企业界和管理理论界面临的一项重要课题。本文分析了我国传统生产管理模式及其弊端,提出学习型企业生产管理模式应从以下五方面进行更新:“以零件为中心”组织生产,以计算机辅助生产管理过程,以精益生产方式组织生产,以多品种、小批量实现个性化生产,以制度化、程序化和标准化提升企业管理水平。文章最后指出,在生产管理模式更新过程中应注意明确组成系统的关系、处理好不同创新之间的关系、消化吸收和创新并进三个方面问题。     

借风扬帆 破浪化险

在企业经营中，风险就是指未来收益的不确定性。这至少意味着风险与收益相关，如果不想获得未来收益就没有风险；如果想获得未来收益就必然面临不确定的风险。不确定性本质上意味着未来收益目标可能实现，也可能不会实现，甚至使企业陷入失败。     

基于互联网技术的账并系统在天津港的应用

本文介绍了天津港股份有限公司依托互联网技术构建账并信息平台系统的做法。该公司通过建立“一个数据中心”、实现“四个统一”及开发“三个功能模块”，实现了账并系统的构建与应用；同时在依托账并系统大数据的基础上又延伸了三个方面的管理功能，进一步完善了公司财务管理体系。     

“不适合”管理困境现象及其消极后果

管理的本质是“让合适的人干合适的事”。但是，我们却常常遭遇“不适合”管理困境，即个体对某些违反岗位职责要求和造成消极影响的行为，无法通过正常途径进行控制，只能听之任之。“不适合”管理困境基于以下假设：一是该组织已经制定了岗位职责和职务要求，这是衡量“适合”与“不适合”的标准；二是个体对“不适合”的问题表现出“心有余而力不足”的状态，只能被动地承受；三是个体已经感受到来白于“不适台”管理困境的压力或利益损害，对这种“不适合”状态产生心理抵触。“不适合”管理困境是组织存在管理问题的信号。在其表面现象的背后，还可能隐藏某种深层次的缘由。     

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.     

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.     

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.     

Multinomial distributions applied to random sampling of particulate materials

When sampling a batch consisting of particulate material, the distribution of a sample estimator can be characterized using knowledge about the sample drawing process. With Bernoulli sampling, the number of particles in the sample is binomially distributed. Because this is rarely realized in practice, we propose a sampling design in which the possible samples have a nearly equal mass. Expected values and variances of the sample estimator are calculated. It is shown that the sample estimator becomes identical to the Horvitz–Thompson estimator in the case of a large batch-to-sample mass ratio and a large sample mass. Simulations and experiments were performed to test the theory. Simulations confirm that the round-off error due to the discrete nature of particles is negligible for large sample sizes. Sampling experiments were carried out with a mixture of PolyPropylene (PP) and PolyTetraFluorEthylene (PTFE) spheres suspended in a viscous medium. The measured and theoretical variations are in good agreement.     

The Early History of the Cumulants and the Gram-Charlier Series

The early history of the Gram-Charlier series is discussed from three points of view: (1) a generalization of Laplace's central limit theorem, (2) a least squares approximation to a continuous function by means of Chebyshev-Hermite polynomials, (3) a generalization of Gauss's normal distribution to a system of skew distributions. Thiele defined the cumulants in terms of the moments, first by a recursion formula and later by an expansion of the logarithm of the moment generating function. He devised a differential operator which adjusts any cumulant to a desired value. His little known 1899 paper in Danish on the properties of the cumulants is translated into English in the Appendix.     

Capturing the Implications of Services Trade Liberalization

This paper evaluates the impact of service sector trade liberalization on the world economy by a ten-region, eleven-sector CGE model with import embodied technology transfer from developed countries to developing countries. Simulation results show that service sector trade liberalization not only directly affects world service production and trade, but also has significant implications for other sectors in the economy. The major channel of the impact is through inter-industry input-output relations and TFP growth induced from services imported by developing countries from developed countries, which may be embodied with new information and advanced technology.     

Performance appraisal and culture: practice and attitudes in Hong Kong and Great Britain

This article compares the practice of and attitudes towards performance appraisal for managerial and professional staff in Hong Kong and Britain, and considers the extent to which actual practice and employee preferences are in alignment. Findings suggest that appraisal may be more widespread in Hong Kong than in Britain. However, British appraisal tends to be more participative and to place greater emphasis on discussing objectives, development and career plans. Hong Kong appraisals appear to be more directive and Hong Kong respondents perceive a higher level of 'negative' appraiser behaviour. In spite of this, Hong Kong respondents show if anything slightly more confidence in the utility of appraisal than do British respondents. They show stronger support for appraisal's use for reward and punishment and less support for the objectives-setting and training and development uses than do the British sample. Hong Kong respondents are more likely than their British counterparts to favour involving a more senior manager in appraisal, and they are less likely to prefer more frequent appraisals. There was little evidence that Hong Kong respondents had a stronger preference for group-based appraisal criteria, although they did show more support than the British sample for the use of personality as a basis for appraisal. Overall, the suggestion is that appraisal has been adopted in Hong Kong organizations but that the practice of appraisal has been adapted to suit the cultural characteristics of the society.     

Narrative construction of expatriate experience and career cycle: discursive patterns in Finnish stories of international

Expatriate experience is not only a disconnected occasion for cross-cultural anxiety and adjustment but also an important event in the process of self-development and learning. Following this view and arguing for a discursive approach, the paper focuses on ways in which expatriates themselves tell and interpret their development and movement across expatriate career cycle. Meaning systems connecting expatriate job with previous and following work experiences in career stories of Finnish engineers and managers were identified using a combination of narrative and discourse analysis. No evidence was found of an autonomous expatriate discourse but, in contrast, expatriate career cycle was narrated using available organizational repertoires of development and career. Describing and discussing the meaning-making properties of three identified discourses - bureaucratic, occupational and enterprising - the paper emphasizes the organizational environment of expatriate experience while acknowledging the limits of these contemporary career vocabularies in addressing individual learning and change in cross-cultural settings.     

Internet professionals: job skills for an on-line age

The paper explores the increasing popularity of the Internet technology Singapore. It argues that the diffusion of Internet technology to South-East Asia would create new duties and responsibilities for human resource (HR) managers. One such duty is the identification of the skills which professional Internet staff would need to perform their work effectively in organizations. Using a triangulation research method, empirical study has identified the new professional Internet jobs which have emerged the IT industry in Singapore and the skills that professional Internet personnel require do their jobs effectively. Analysis of the findings indicates that professional Internet skills involve both technical and creative abilities and that, in explaining or defining professional Internet skills, it is necessary to use both the technical and the social conceptions of skill. This argument is based on the view that the creative skills include tacit skills so that a definition based solely on the technical conception of skill cannot capture the various dimensions of Internet skills. The implications of the research findings for human resource managers are raised.