“Nokia World 2008”将“此”互联网转变为“你的”互联网

在大会开幕式上,诺基亚总裁兼首席执行官康培凯先生说：“今天,我们与彼此,与世界连接和互动的方式正在发生意义深远的变革。事实上,我们正在改变着互联网……放在你手中的力量将会使你与周围的世界更加融合。”     

World世界

华尔街银行大举涉足石油供应业华尔街的银行正与石油交易商竞相向炼油厂销售原油,更深入地涉足石油供应业务领域．摩根大通、摩根士丹利和高能近来都与美国炼油厂商达成了供油协议。     

Navigating the New Normal: Political Affinity and Multinationals’ Post-Acquisition Performance

The New Normal in the international business landscape reflects a world challenged by economic volatility and political hostilities. This suggests increased political risk, even for MNEs operating in developed markets. We use the legitimacy-based view of political risk to examine how political affinity between host and home markets may contribute to an MNE’s post-acquisition performance in a developed market. A high degree of political affinity signifies aligned national interests thus reducing legitimacy concerns faced by MNEs during post-acquisition integration. Based on cross-border M&A deals focused on U.S. targets completed by MNEs representing 45 countries between 2004 and 2012, we find that MNEs from countries with greater political affinity to the U.S. experience better post-acquisition performance. We also investigate two country-level factors that intensify the threat to legitimacy; the MNEs’ home market economic status and the presence of a financial crisis in the host market. Our findings indicate that political affinity mitigates risk for MNEs originated from emerging economies much more than for MNEs originated from developed economies, whereas a financial crisis reduces the benefit of political affinity.     

“Good Cause Beliefs” in an “At-Will World”? A Focused Investigation of Psychological Versus Legal Contracts

This study assesses the psychological contracts of a group of at-will employees and compares their relevant psychological contract beliefs with the terms of the controlling legal employment contract. In addition, we test specific hypotheses regarding the relationship between employers formal job security policy (employment at-will vs. good cause protection, and employee personal characteristics; equity sensitivity, organizational tenure) to 2 focal psychological contract beliefs (the employers obligation to have a good reason to discharge the employee, and the employees reciprocal obligation to have a good reason to leave his/her employer). These issues are investigated using survey data sampled from 15 diverse U.S. organizations, and independently collected information regarding organizations job security policies. The results provide evidence of a widely shared psychological contract belief that, despite explicit at-will policies, U.S. employers are highly obligated to have a good reason to discharge employees. Further, personal characteristics are more strongly related to the focal psychological contract beliefs than employer job security policies. The theoretical contribution of the study and its practical implications are discussed.     

Peripheral location equals localized labour? Multinationals and the internationalization of training and development in Ireland

The paper examines the impact of MNC internationalization on the training and development of employees, drawing on the findings of a survey of training and work organization among high-tech MNCs operating in Ireland. The survey illustrates clearly that the internationalization of training and development spans a wide occupational spectrum and that it is not solely a feature of a distinct international management cadre. While the literature identifies international managers as the main groups benefiting from international training and development, the findings question the extent to which non-managerial labour can be viewed as primarily local and national in outlook and skill formation. Further, the level of both short-term and longer-term training mobility reflect a wider set of business attributes of multinationals in Ireland.     

Reshaping a Systematic World Economic Order

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Privatisation of the Royal Mail: Third Time Lucky?

The Conservatives privatised most of the UK's state‐owned industries during the 1980s and 1990s, but the Royal Mail remained under public ownership. It was privatised through a public flotation in early October 2013 when around 70 per cent of the company's shares were sold by the government. This paper looks at the reasons why the enterprise was not sold earlier. It especially focuses on the failed attempt to privatise it in 1993/4, although other occasions when privatisation was contemplated are mentioned. The discussion draws on government papers that are closed to the public under the 30‐year rule but to which the author had access as the UK government's Official Historian of Privatisation. The study demonstrates that in the past a combination of lukewarm support for privatisation at the prime ministerial level, concerns about the political consequences (including a possible revolt in Parliament), and trade union opposition proved decisive in preventing privatisation of the Royal Mail.     

What Drives Output Volatility? The Role of Demographics and Government Size Revisited

This paper studies the determinants of output volatility in a panel of 22 OECD countries. In contrast to the existing literature, we avoid ad hoc estimates of volatility based on rolling windows, and we account for possible non‐stationarity. Specifically, output volatility is modelled within an unobserved components model where the volatility series is the outcome of both macroeconomic determinants and a latent integrated process. A Bayesian model selection approach tests for the presence of the non‐stationary component. The results point to demographics and government size as important determinants of macroeconomic (in)stability. A larger share of prime‐age workers is associated with lower output volatility, while higher public expenditure increases volatility.     

把握“棋局”奋力“拼”“抢”“抓”

<正>一、拼党的十八大提出了全面建成小康社会的宏伟目标,各地竞相进入全面建成小康社会的冲刺阶段,千帆竞发,百舸争流。从表面上看,全国各地比拼的是投资,是项目;但从本质上看,比拼的是思想,是作风。在这种态势下,湖北面临不进则退、慢进亦退、稳则快退的局面。(1)拼思想。湖北要实现跨越式发展,要在激烈竞争中立于不败之地,要成为重要战略支点,不仅要比投资、比项目,更要比拼思想。解放思想是干事、谋事的逻辑起点,是科学发展的第一动力。我省与沿海发达地区的差距,表面     

“贯标”加“比价” “物美”且“价廉”

在市场经济中,不断地提高产品质量、降低产品成本是提高企业竞争力的根本途径,但随着企业生产工艺水平的不断提高,生产环节的挖潜空间已日趋有限。而被称为“黑色地带”的采购环节,实在是一座尚未挖掘的“金山”,企业在这座“金山”上稍作文章,就能够扭亏为盈,焕发活力。目前,在这个环节上,成熟的管理经验主要有：推行“ＩＳＯ９０００标准”和推行山东潍坊亚星集团创造的“比价管理”。 ＩＳＯ９０００系列标准是国际标准化组织制订的,适用于世界各企业采用的企业质量管理标准,其４．６“采购”要素中,对企业采购过程作了具体…     

“人”“园林”“建筑”和谐

对园林建筑设计提出了创新思路,以提高园林建筑设计水平并为人类服务。     

践行“实”“广”“新”“用”“跟”五字诀提高业务水平

作为县级市下面的乡镇基层广播站广电工程技术人员,如何做到技术精湛,业务精通,胜任本职工作,为社会经济发展服好务,满足人民群众对广播事业的需求,是摆在我面前一个紧迫而又十分重要的问题。从学校毕业后,我从事这项工作已经多年了,我交了一份令群众和领导满意的答卷,业务工作经历了由不熟悉到熟悉,有熟悉到胜任的过程,经历了一个由必然王国到自由王国的过程。     

No Plan B: But is There a ‘Third Way'?

This paper reviews the argument for a slowdown in the fiscal consolidation policy of the UK government. It reviews the existing literature and the evidence of the interwar period in the UK where a recovery occurred without a relaxation of the tight fiscal regime of the period. It argues that even in a zero‐lower‐bound, the evidence for a plan B is weak. Given that there may have been significant capacity destruction, the paper suggests a third way that calls for a supply‐side framework that sets the condition for an improvement in long‐term growth and productivity.