房屋土建工程质量监督管理问题与强化建议探究

随着社会经济的快速发展,我国的房屋建筑工程也随之发展起来。建筑施工中无论是技术还是人员的配置都日趋合理,但同时一些问题也逐渐显现出来,如工程施工人员的素质水平不高、建筑市场混乱等,使得工程质量受到了影响,所以我们必须要加强对房屋土建工程的质量监管。     

浅析新形势下财务管理对石油化工产业的作用

石油化工产业相较于其他的行业具有较大的发展规模,并且具有很强的经济实力。在开展日常管理工作中,相关事务较为繁杂,尤其是企业管理层具有较为复杂的结构,经营的主要业务为国家原油及与化工有关的产品,因此,其经营活动有着较高的风险。在这样的情况下,石油化工企业为了自身的可持续发展,应该确保财务管理工作与自身发展趋势相符合。     

大数据背景下企业财务管理面临的挑战与变革

随着社会经济的快速发展,市场经济体制在不断地完善,科学技术水平也在不断地上升,这时我国进入了大数据时代。传统的财务管理模式已经无法再适应时代的发展变化,所以企业应该及时转变自身的财务管理模式,更新管理理念。论文针对大数据背景下企业财务管理面临的挑战和变革进行分析,介绍财务部门的主要作用和发展现状,并提出提高财务管理水平的具体方法和策略,希望能够为企业的发展起到一些参考作用。     

基于G1法的飞行签派员资质能力评估

为了强化飞行签派员的人员资质管理,提升签派员的运行控制能力,保证民航行业持续稳定安全,结合法规和国航西南分公司运行控制中心的考核制度,从知识、技能、从业经验、专业任职资格、业绩成果及工作态度等6个方面构建了飞行签派员能力评估体系,采用G1法确定指标权重并进行综合打分,以国航"7·10"误关组件导致座舱失压后继续飞行事件为例,对评估指标进行实例验证,为航空公司评估飞行签派员资质能力提供了一套实际可用的量化指标和系统化评估方法。     

Travel deterrents to regional destinations

Travel motivation is prevalent in the tourism literature. Very few studies however have examined travel deterrents to visiting popular destinations. This study approaches from travel motivation understand why tourists do not visit regional destinations and from tourists’ background to identify who do not visit these destinations with a focus on well-known regional destinations in Australia. The results show that convenience to the destinations, timing, motivation and tourist attractions are the major deterrents, and the level of these deterrents is dependent upon some of the demographic background of tourists. The findings and implications conclude this paper.     

中小企业全面预算管理存在的问题与对策

在经济全球化的背景下,大部分企业都面临着巨大的竞争压力,尤其对于中小企业来说,在复杂环境下保持稳定发展更是一种挑战。构建全面预算管理体系是企业提升市场竞争力的重要手段,虽然预算管理流程通常只分为预算编制、预算执行控制、预算考核三大环节,但我国中小企业的全面预算管理还存在诸多问题。论文据此进行分析并提出解决对策。     

New development: Fiscal reform in South Korea: looking back and moving forward

ABSTRACT

At first glance, it seems that South Korea’s three fiscal systems (mid-term expenditure framework, top-down budgeting, and performance management) function well. However, each fiscal system operates separately and they are inefficient because they follow past practices. This article explains what the problems are and how to overcome them.     

Telling and selling the value of diversity and inclusion—External consultants' discursive strategies and practices

On the basis of a qualitative study of a subgroup of diversity professionals, external diversity and inclusion (D&I) consultants, we explore D&I consultants' discursive strategies and practices situated within organisational structures, relations, and interactions of power and knowledge. Theoretically, the research reveals how D&I consultants' own discursive strategies interact with existing organisational and societal discourses of diversity, incrementally shaping their continual evolution. A classification is developed, which sets out four approaches taken by consultants with regard to their discursive strategies in relation to clients. The findings suggest that HR practitioners need to work in tandem with external consultants to develop strategies to improve the status and legitimacy of diversity work if the field is to progress the organisational D&I agenda.     

Institutions as constraints and resources: Explaining cross‐national divergence in performance management

This article compares performance management practices in call centres from four telecommunications firms in the United Kingdom, France, Denmark, and Germany. Findings show that different combinations of institutional constraints, such as strong job security protections, and participation resources supporting worker voice were influential in shaping choices among policies to motivate and discipline workers. Performance management most closely approached a high‐involvement model where both constraints and resources were high, where worker representatives were able both to restrict management's use of sanctions and to establish procedures that improved the perceived fairness of incentives. Findings contribute to debates concerning the role of contextual factors in the design and effectiveness of HRM.     

Development of a conflict management model as a tool for improved project outcomes in community based tourism

Community based tourism (CBT) offers many opportunities, however, conflict frequently occurs while developing CBT in communities around the world. Despite conflict limiting the potential of CBT, conflict management in CBT has not previously been systematically studied. To investigate conflict and conflict management during CBT, a linear model of conflict management was developed and subsequently tested through a three phase qualitative process: analysis of CBT literature, online international survey of 29 CBT stakeholders, and in-depth interviews of 23 CBT stakeholders. Results endorse the proposed linear model of ‘conflict themes’: an ‘instance’ of conflict, followed by a ‘response’, which results in an ‘impact’. The rich data highlights the complexity involved, which was incorporated into the expanded model with three additional scenarios: ‘new conflict develops’, ‘interrelated conflict themes’, and ‘simultaneous conflict themes’. The complete Conflict Management Model provides stakeholders with a tool to address conflict, thereby improving the outcomes of CBT.