策略思维的路线图

在今天这个时代,很少有入敢说策略思维是一件容易的事。在你津津乐道于互联网泡沫之瞬息万变的时候,产品、市场、能力以及竞争活动则正以更快的速度变化着。     

2007,浙江经济高位趋稳

2007年将是宏观调控能否取得实效、新一轮经济扩张能否平稳收敛的关键之年，也将是关系到“十一五”规划能否切实落实的关键一年。根据计量模型，结合政策背景的定性分析，今后一段时期，浙江经济增长依然会在较高位平稳运行。[编者按]     

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做人难,做老板更难,想做不被员工背后骂的老板那几乎就是“不可能完成的任务”。老板也是人,老板的弱点也都是人性的弱点,只不过老板所处的位置在将其光环放大的同时,也注定会将其弱点放大了示人。哪个公司没有几个广为流传的“老板的故事”?又有哪个老板不是员工餐桌上常说常新的话题?“最不喜欢什么样的老板?”,这样的话题无疑最能引起员工的共鸣。如果没有猜错的话,这次调查一定是《英才》杂志最成功的选题之一。从调查的结果来看,最不受欢迎的老板似乎可以分     

国际经济间谍紧盯中国目标

受赚钱欲及国家利益的驱使,外国经济间谍紧盯中国;不锈钢笔套抛光技术、“一箭送三星”的火箭、卫星技术等均遭偷窃,……     

彩信为什么还没火

彩信时代能否早日到来，很大程度上取决于应用、内容、终端和运营商，这四者只有全力合作，改善无线网络质量，提高手机上网速度，简化数据服务的注册和设置，降低购买彩信手机和使用彩信业务的价格门槛。开发具有“杀手级”的彩信应用服务，彩信才能迅速发展。     

2005年浙江经济运行特征与2006年展望

2005年。浙江经济在本轮经济周期的较高平台上保持平稳较快增长。特别是消费处于稳步发展、发展的创新动力逐步增强。但也出现了企业利润、制造业投资增幅等一些重要指标的异常波动，这表明浙江经济发展正处于经济转型的关键时期。预计2006年浙江经济依然将保持在较高增长平台平稳运行。[编者按]     

马上男儿的选股秘诀

郝特韦经常练习一种特殊的双人骑马运动,这需要他和他的骏马,以及另一个人---通常情况下是他的儿子马克斯---共同练习。在这项比赛中,两名参赛者需要轮流骑马竞速。对于他投资的股票,62岁的郝特韦喜欢这样打趣:“有些在飞驰,有些还在小跑。”可是,就是这样的投资组合近10年来为郝特韦基金带来了年均16.2%的高收益率,比标准普尔500指数高出整整4.7个百分点。他评估股票的主要方法便是自由现金流法。经营性现金流减去资本支出,所剩下的余额就是自由现金。私有公司的老板更关注自由现金而非净利润,因为自由现金能给他们更大的余地,来安排资本用…     

The case of the unpopular pay plan

Three years after launching the team-based Quality For All program, Top Chemical Company CEO Sam Verde was searching for a team-based compensation system that would reflect his company's new philosophy. With a committee gathered to discuss the issue, Verde confronts the fact that changing pay plans is an issue few people can agree on. "Very simply," explains vice president for compensation Gilbert Porterfield, "the plan is designed to give employees working on teams real incentives for constant improvement and overall excellence. The variable aspect of the system pays employees for the performance of their group." This doesn't sit well with the others. "It's going to punish teams like mine for the failings of others instead of rewarding us for the work we do and have already done," says packaging team representative Ruth Gibson. Another committee member feels that team-based anything is a "motivational happy land that doesn't square with how people really work." While Verde likes the proposed pay plan, he has doubts over whether his employees will accept the risk. Upper management has no problem basing 60% of its pay on TopChem's performance. But getting line employees to risk part of their salaries--even as little as 4%--on the ups and downs of the chemical industry may be more trouble than it's worth. Four experts on compensation reveal where Top Chemical went wrong in its plan and how Sam Verde might bring about change successfully.