内聚人心，外树形象—访新华人寿保险股份有限公司战略管理中心主任孙玉淳

历经12年的发展,新华人寿保险股份有限公司（以下简称新华保险）成长为中国500强企业和北京百强企业,也被评为“中国500最具价值品牌”、“2005年度最佳企业公众形象”、“中国十大文化推动力企业品牌”、“世界市场中国（保险）十大年度品牌”等。新华保险的品牌影响力是如何逐渐强化的昵？为此,我们采访了新华保险战略管理中心主任孙玉淳先生。     

为客户创造价值——新华人寿保险股份有限公司

新华人寿保险股份有限公司（简称“新华保险”）成立于1996年9月,总部位于北京,是一家大型寿险企业,旗下控股新华资产管理股份有限公司,2011年,新华保险在香港联交所和上海证券交易所同步上市。     

长城文化：大处着眼，小处着手——访长城人寿保险股份有限公司副总经理李静

成立三年来，长城人寿保险股份有限公司（以下简称长城保险）“以服务为导向”的企业文化和“服务＋保障”的差异化经营策略使其迅速在市场上树立了稳健、创新的形象，业务发展迅速，跻身中国企业联合会评选的2007年“中国服务业企业500强”，先后荣获“中国寿险行业最具发展潜力品牌”等十余项由权威机构颁发的荣誉。本期我们对长城保险副总经理李静进行了专访，请她畅谈长城保险建设企业文化的体会。     

汇金入股新华保险战略转型——改革与发展中的新华人寿保险股份有限公司

新华人寿保险股份有限公司成立于1996年8月,是一家全国性大型保险公司,经营的产品体系涵盖传统保障型产品和新型人身保险产品。公司主要股东为中央汇金投资有限责任公司、宝钢集团有限公司、苏黎世保险公司。新华保险旗下控股新华资产管理股份有限公司。目前。新华保险拥有强大的寿险销售人员队伍及2万余名内勤管理员工,全国各级分支机构...     

实力见证荣耀——中国太平洋人寿保险股份有限公司

中国太平洋人寿保险股份有限公司（以下简称“太平洋寿险”）成立于2001年11月,是中国太平洋保险（集团）股份有限公司（以下简称“中国太平洋保险”）旗下专业寿险子公司。     

招贤纳士：创业在新华·成就在新华 新华保险宁波分公司诚聘

新华人寿保险股份有限公司成立于1996年8月，是一家全国性的大型专业寿险公司，总资产1562亿元。总部设在北京，在全国各地拥有各级分支机构及营销服务部门1200多个，内外勤员工近20万人。新华保险是中国第四大寿险公司。公司先后获得“中国500强企业”，“最受信赖的保险公司”，“寿险理赔最迅速的保险公司奖”等一系列荣誉。     

服务创新求发展创先争优树形象——记CRE中铁快运股份有限公司哈尔滨分公司

中铁快运公司是铁道部直属大型国有专业运输企业,承担全国铁路行李包裹运输工作,通过铁路客车行李车、快运货物专列、汽车等运输方式和遍及全国的经营网络,为客户提供全国铁路行李包裹运输服务,在全国1000个主要城市实现门到门快运服务以及包装、仓储、配送等全程物流服务。哈尔滨分公司是中铁快运在东北设立的2大区域分公司之一,经营范围覆盖黑龙江省全境及内蒙古东北部呼伦贝尔盟地区。     

天地之间，民生为先——访民生人寿保险股份有限公司总裁段景泉

民生人寿保险股份有限公司（以下简称民生人寿）,作为中国第一家以民营资本为投资主体的寿险公司,近年来,在加快业务发展的同时,积极探索民营股份制公司企业文化和品牌建设的新思路,不断提升自身“软实力”,增强公司的生命力、创造力、凝聚力．本期我们邀请了民生人寿总栽段景泉先生,一起来探讨民生人寿企业文化与品牌打造的秘籍。     

多一点欣赏，多一点感恩——访嘉禾人寿保险股份有限公司总经理赖观荣

嘉禾人寿成立伊始,就把打造“深受客户信赖的保险公司”作为公司愿景,确立了“以服务树品牌”的经营战略。他们为客户提供高效、便捷、周到的服务,让客户投保前有信心、投保后安下心、理赔时放宽心。基于客户至上的服务理念,嘉禾人寿的优质服务得到了社会大众的广泛认可。2007年,嘉禾人寿荣获由人民日报、消费日报、中国质量信用网联合授予的“消费者信赖的中国质量500强”和“中国十大保险行业质量品牌”荣誉称号,并荣获华夏理财总评榜“保险业最具潜力奖”。2008年,他们又蝉联了“消费者信赖的中国质量500强”和“中国十大保险行业质量品牌”,并先后荣获了“中国人寿保险业最具竞争力十大品牌”、“全国保险行业服务质量无投诉消费者满意企业”等荣誉称号。本期我们约访了嘉禾人寿保险股份有限公司总经理赖观荣先生,请他来谈谈嘉禾人寿在企业文化与品牌打造方面的经验与体会。     

维维集团股份有限公司食品企业转型升级战略管理

维维集团股份有限公司位于素有“五省通衢”之称的古都彭城——江苏省徐州市。作为中国最大的豆奶企业、中国10家最大食品制造企业,维维集团始终坚持管理创新,通过构建转型升级战略,引领公司发展方向。主要做法如下：     

博科资讯启动“赢在物流”计划

近日,国内知名的物流供应链管理软件供应商博科资讯股份有限公司,联合中国交通运输协会、中国物流与采购联合会、中国仓储协会和中国食品工业协会等行业协会,在北京大学百年讲堂举行了以"供应链改变中国"为主题的"赢在物流"计划启动仪式,该计划将最大程度地帮助企业快速获取利润;     

When to accept a sequence of gambles

When is a sequence of gambles, which is initially rejected eventually accepted? The eventual acceptance is defined as a pair property between the utility function and the sequences of gambles. A sequence of gambles is accepted when the gambles follow a large deviation principle and the utility function is non-satiated and bounded from below in a certain way. The number of gambles required for acceptance is computed.     

How images about emerging economies influence the willingness to accept expatriate assignments

Countries’ image is a multifaceted construct. Its symbolic dimensions have shown to play an important role both on consumer behavior and on the attraction that organizations can have during the recruitment process. This paper offers a comprehensive model of international mobility decisions encompassing the antecedents and consequences of perceptions about emerging economies, proposing that country image depends on individuals’ background and social identities. In this context, countries’ evaluations can play a major role on influencing the willingness to accept expatriate job offers. We used a within-subject design asking for opinions about hypothetical job offers on six particular host countries: Algeria, Democratic Republic of Congo, Argentina, Chile, Angola and Mozambique. Survey results from more than 500 engineers, (125 French nationals, 121 Spanish and 131 Portuguese, with the remaining 138 coming from 42 different countries, yet working in 1 of the 3 above-mentioned European countries), evidence, that language proficiency influences the evaluation of specific expatriate locations. Our results also convey the critical role of the perceived level of safety and cultural attraction in predicting the willingness to accept expatriate job offers. We conclude by discussing the theoretical and practical implications for human resource management.     

Regulations force hospitals to re-think mission

Hospital philanthropy is feeling a surge of pressure from government in regulating its costs. Alternative solutions have been proposed, but this author thinks a greater attention to the true purpose of hospitals will be their only relief from future government intervention.     

Anchoring the mission: A framework for understanding mission maintenance in professional service firms

Mission maintenance in professional service firms must balance the commercial and professional logics and prevent mission drift. Based on a case study of ‘auditing in action’ in a German professional service firm we argue that mission maintenance results from interactions between the practice and field level. We find that anchors on the field level target individuals’ discretionary choices by balancing competing demands from the commercial and professional logics on the practice level. Therefore, we identify anchoring as a central cross-level mechanism for maintaining the balance between routinizing for professional quality and ‘flexibilizing’ for efficiency on the practice level. With these findings we make two contributions to the literature: an analysis of how the field level can contribute to maintaining organisations’ missions in fields that have competing logics, and the identification of anchoring as a central mechanism to balance competing demands with the expectations of referent audiences on the field level.     

从"送规划下乡"到"送机会下乡"--从宝安次区域规划看小城镇规划的理念与方法

在全国小城镇建设新的建设热点中,深圳的同行再次走在全国前列.最近深圳规划工作者提出的"送规划下乡"这一口号,形象地反映出规划工作从被动地管理村镇中出现的问题向主动提供规划服务这样一种工作方式和思想方式的转变.     

Individual and contextual antecedents of older managerial employees' willingness to accept intra-organizational job changes

This study examines the respective influence of individual characteristics and contextual factors on employees' willingness to accept major internal job changes – i.e. domestic relocation, international assignment and change of discipline – in their late careers. Data were obtained from a two-wave longitudinal survey of 584 management-level employees from different private-sector organizations located in France. Three separate hierarchical regression equations were run to test the relationships of interest in this study, one for each of the three internal mobility opportunities. The set of attitudinal variables was found to explain a significant proportion of the variance in the willingness to change discipline, but its influence was weak or null respectively in explaining willingness to accept an international posting or domestic relocation. Off-the-job embeddedness and spouse's unwillingness to move were confirmed as strong deterrents to relocation. As for the individual characteristics, openness to experience was identified as a major determinant of all the types of mobility included in this study. The results suggest that a much more dynamic role could be envisaged for late-career managers, at least for respondents corresponding to certain individual and contextual variables.     

Achieving more for your mission

Becoming more sophisticated about financial management may require outside assistance. Finding a trusted advisor who can offer expert financial advice and the tools that non-profits need to achieve financial stability and growth can empower non-profits to achieve more for their mission.     

奥运使命与机遇

体育是人类精神与力量的体现,奥运赛场上表现出的对极限的挑战,对困难的蔑视,对机遇的把握,对竞争的应对,无不反映出人类冲破现实的种种束缚与羁绊,向着理想目标冲刺的顽强与执着。