物业管理中的“文化管理”

文化是价值观、道德规范、行为准则、公众制度、文化环境的总和,它是多种习性、思维的沉积,是社会个体、群体的行为和思考方式的奠基和延续,是其他文化衍生物的母体。文化对内是通性,因为它是约束文化内部个体、群体行为、思维的标准,也是与其他文化群体沟通的基础和底线。同时     

管理与领导

管理者在履行管理职责开展管理活动时。其领导作用贯穿于“计划、组织、控制”这三项有序活动始终,不可将“管理”与‘领导”分开去理解。     

实施“以人为本”管理思想的思考

以人为本的管理思想的贯彻,对企业的发展具有积极的意义。本文就贯彻这一思想,提出了企业领导必须树立人事观念、建立员二与企业的和谐关系,建立符合实际的规章制度、营造良好的企业文化,加强员工培训、建立激励机制等六个方面的建议。     

六西格玛管理的实施步骤

实施六西格玛管理是目前企业界的一种时尚。六西格玛管理是一种以数据为基础,按照科学的数据采集和统计分析,找出产生问题的根源,采取消除这些问题的办法,使产品达到几乎完美无暇的管理理念、程序和方法。现在国内企业大多对六西格玛管理已有了初步的了解,但是具体怎么应用还不是十分清晰,从以下六西格玛管理的实施步骤中,我们可以体会到它的应用价值。     

对“人力资源”的理解与实施

人力资源是存在于人身上的社会财富的创造力，亦是人类用于生产产品或提供服务的体力、技能和知识的综合反映。与传统的人事管理比较，人力资源管理更具有战略性。人力资源是国际竞争、市场竞争的最主要的资源。人力资源已成为组织管理方面最具有决定意义的内容。成功的大型跨国公司，其人事管理已发展成全方位的人力资源管理。组织的人事部门已上升为人办资源管理与开发的战略部门。     

“挖”出潜在领导者

当一个潜在的优秀领导人出现在面前时,你需要先其他企业一步发现他并将其招至麾下。     

Corporate Social Responsibility and Managerial Entrenchment

When stakeholder protection is left to the voluntary initiative of managers, relations with social activists may become an effective entrenchment strategy for inefficient CEOs. We thus argue that managerial turnover and firm value are increased when explicit stakeholder protection is introduced so as to deprive incumbent CEOs of activists' support. This finding provides a rationale for the emergence of specialized institutions (social auditors and ethic indexes) that help firms commit to stakeholder protection even in the case of managerial replacement. Our theory also explains a recent trend whereby social activist organizations and institutional shareholders are showing a growing support for each other's agenda.     

会计社会责任在我国的实施标管理

市场经济的建立促使我国经济不断发展，但与此同时，社会经济生活中也出现了许多令人担忧的现象，逐步建立社会责任会计，对企业社会责任进行监督反馈已成为必然。社会责任会计反映的内容至少应该包括以下几方面：一是企业收益方面的贡献。收益目标是企业效率和素质的全面检验，它既是一个财务目标，又是一个社会目标，因而应该在社会责任会计报表中加以反映。二是人力资源方面的贡献。人力投资不仅对于提高职工素质有重要的意义，对整个社会的发展也是非常重要的。企业由于人力资源会计的发展，     

SA8000社会责任标准的理解与实施

企业是社会的细胞,履行社会责任是企业的义务。SA8000标准对企业易于忽视的社会责任进行了规范,在世界范围内获得了热烈的响应。尽管其内容尚有可讨论之处,但实施该类标准已是大势所趋。我国企业应顺应这一潮流,积极改善劳动条件,保障工人的健康与安全,这不仅关系到国家的形象、劳动者的生命健康,而且也有利于企业提高竞争力、开拓市场。     

Managerial Efficiency,Managerial Succession and Organizational Performance

Data envelopment analysis (DEA) is used to create a measure of managerial efficiency in an attempt to reassess the conflicting theories concerning the impact of organizational performance on manager succession, and the counter-theories concerning the impact of manager succession on organizational performance. The analysis uses data for 147 college basketball teams from 1984 to 1991. The results indicate that winning, not efficiency, is the key criterion used in determining managerial retention. Yet when managers of losing teams are dismissed the teams tend to do even worse. If, however, the efficiency of the new manager is greater than that of the former, the disruptive effect of succession is minimized. Because administrators appear to focus on winning, not efficiency, they will often select new managers who are less efficient than departed managers. These results are unique to this literature and indicate promise for the use of DEA in analyses of the internal efficiencies of organizations. © 1997 John Wiley & Sons, Ltd.     

基于经济责任审计的我国党政领导干部责任履行情况研究

选择可以量化的反映审计投入力度的审计查出金额、被审计人员数量、省级审计人员数量和审计报告量实证分析我国党政领导干部经济、社会责任目标的实现程度,研究发现:经常性考核党政领导干部的指标反映程度强于非经常性指标;真实性、合法性责任反映程度强于效益性责任的履行;各类支出项目的减少反映程度明显高于收入的增加;审计出金额、省级审计人员量和审计报告量的作用明显强于被审计人员数量的作用。     

供电企业社会责任管理体系建立与实施

供电企业在新形势下如何发挥责任央企的榜样力量,是展现在我们面前的一个新课题。本文从供电企业建立和实施全员参与、全过程覆盖、全方位融合的全面社会责任管理目标模式入手,探索和总结具有实际操作性的经验和方法。     

社会责任、绿色会计实施与重污染企业可持续发展

本文以2010-2017年沪深两市重污染企业经验数据为研究对象,对绿色会计实施在重污染企业可持续发展中的应用效果进行了实证分析,并进一步研究了社会责任对两者关系的调节作用。研究发现:绿色会计的有效实施显著提升了重污染企业的可持续发展能力;社会责任信息披露质量与重污染企业可持续发展能力之间存在着显著的正相关;社会责任信息披露质量能正向调节绿色会计实施与重污染企业可持续发展能力之间的关系。     

石油企业履行环境责任的激励机制设计

石油企业作为排污大户在生产过程中不可避免的产生大量污染物,尤其近年来我国石油企业发生的重大环境污染事件,引发了人们对石油企业环境责任的高度关注。文中通过建立博弈数学模型,采用定量的研究方法分析目前我国石油企业环境责任缺失、地方政府环保部门监管失灵的原因。通过建立委托人-代理人模型,对石油企业承担环境责任的激励机制进行设计研究。     

Managerial Compensation and Capital Structure

We investigate the interaction between financial structure and managerial compensation and show that risky debt affects both the probability of managerial replacement and the manager's wage if he is retained by the firm. Our model yields a rich set of predictions, including the following: (i) The market values of equity and debt decrease if the manager is replaced; moreover, the expected cash flow affirms that retain their managers exceeds that affirms that replace their managers, (ii) Managers affirms with risky debt outstanding are promised lower severance payments (golden parachutes) than managers affirms that do not have risky debt. (Hi) Controlling for firm's size, the leverage, managerial compensation, and cash flow of firms that retain their managers are positively correlated, (iv) Controlling for the firm's size, the probability of managerial turnover and firm value are negatively correlated, (v) Managerial pay-performance sensitivity is positively correlated with leverage, expected compensation, and expected cash flows.     

Managerial responsibilities and procedural justice

This article identifies managerial responsibilities associated with ensuring fairness in the implementation of decision-making procedures in organizations. These responsibilities include giving adequate consideration to employees' viewpoints, suppressing biases, applying decision-making criteria consistently, providing timely feedback, giving justification, being truthful in communication, and treating employees with courtesy and civility. The article concludes with a discussion of the theoretical and practical implications of this analysis for procedural justice in organizationsAs a manager, I make many decisions. It is my responsibility to make these decisions fairly. I try to be honest, consistent, and impartial. That's my, moral responsibility as a manager. If I don't fulfill that responsibility, I will lose their respect and support. It is as simple as that. (From an interview with the president of a division of a Fortune 500 consumer products company.)