基层工会促进女教职工体面劳动实现的实践与思考

使广大劳动者得以体面劳动是体现劳动者尊严的具体实践,是和谐社会不断健康发展的新要求,是新时期对工会工作的新要求。三峡大学仁和医院工会以《工会法》为灵魂,积极探索新思路,真正代表实践好维护好女教职工的合法权益,促进女教职工体面劳动的实现。     

Integration of collective bargaining and formal worker participation processes: Boon or barrier to worker rights?

Many employers are extending workplace rights by allowing for more employee voice in decision making. Numerous unionized organizations have established formal worker participation processes to help achieve this end and to improve organizational performance. Based largely on theory, such processes are normally designed to operate independently from the bargaining process. The purpose of this study was to examine the relationship between participation and bargaining processes, and the effect of this relationship on workplace satisfaction. A total of 712 Midwest union officials were surveyed, and the results indicate that the processes tend to become integrated in the workplace. Further, union officials' workplace satisfaction was greater where formal worker participation is institutionalized within the bargaining process.     

高职院校工学结合模式下学生思想工作管理的创新与实践

"工学结合"是高等职业教育的有效人才培养模式,但同时也给高职院校的学生思想工作带来了新问题,提出了新要求。在"工学结合"的模式下,高职院校学生思想工作者必须积极创新工作思路、方法,以适应新形式下高职教育发展的需要。     

高职院校专业教学团队建设的问题与对策

专业教学团队建设是高职院校实施人才培养工作和服务社会的重要力量。以教育部"质量工程"项目在高校推动的国家、省、校级教学团队建设工作在人才培养中成效凸显。但由于此项工作时间不长,其建设过程中难免存在一些问题。本文针对高职院校专业教学团队建设中存在的问题进行了分析,并提出相应的对策。     

高职院校师资队伍建设的探索与实践

本文主要论述了高职院校师资队伍建设的总体思路和具体措施,并结合我院实际,通过资源共享、优势互补、校企共建等途径,推行具有高职特色的"四项机制",全面实施师资队伍建设"四项计划",可供其他高职院校参考。     

我国中等职业教育师资队伍现状及其建设

职业教育是促进社会经济发展的一个重要因素。要改变中国教育传统和人才观中重研究型人才轻技能型人才的培养模式,必须大力发展中等职业教育,培养合格的双师型的教师队伍。     

市场经济框架下的职业院校师资激励研究

师资队伍建设已成为新时期职业教育发展的主要瓶颈。对河南省五所职业院校教师心理状况的调查分析表明,市场经济框架下职业院校师资激励机制在于从政府政策、办学模式、人事薪酬、产学研管理等方面的全方位构建。     

关于中外合作办学教师团队建设的思考——以江苏经贸职业技术学院为例

高职院校应该根据中外合作办学的特点,以及中外合作办学教师队伍的特点,选择合适的方法和方式加强中外合作办学师资队伍的建设,促进师资在中外合作办学中起到的重要作用,引导中外合作办学的快速发展。本文以江苏经贸职业技术学院为例,阐述中外合作办学师资团队建设存在的问题,并给出解决的措施。     

高校英语教学中的文化融入探析

文化和语言相辅相成、密不可分,这要求我们在英语教学中必须进行文化教学。然而。在目前英语教学中,没有充分认识到它的重要性。文中从培养文化意识、采取文化教学的保障措施、时时进行文化信息传递和系统地进行文化知识教学等方面,探讨了高校英语课中的文化教学问题。     

试论高校管乐队的建立与训练

如何在大学普及和发展管乐艺术,笔者根据自己的亲身体会和感受,对高校学生业余管乐队的建立和训练做以下阐述。     

高校宣传思想工作面临的挑战与对策

高校作为我国意识形态工作的前沿阵地,肩负着学习研究宣传马克思主义,培育和弘扬社会主义核心价值观,培养中国特色社会主义事业建设者和接班人的重要使命,加强和改进新形势下高校宣传思想工作具有极端重要性。本文通过分析高校宣传思想工作面临的主要挑战、存在的突出问题及工作着力点,就进一步做好新形势下高校宣传思想工作、加强高校意识形态阵地建设提出了对策建议。     

高校工业设计专业实践类课程教学模式的改革初探

工业设计的学科性质要求学生能把设计思想和新的概念变成现实,把抽象的理论变成具体的物质形象,要求学生的动手能力及社会实践能力过硬,这就对现代大学的设计教育要重视实践环节。文章以西华大学艺术学院工业设计系实践类课程的教学模式作为研究对象,提出实践类课程改革的一些想法,使培养出的学生更适合社会的需要。     

高专院校会计教学改革的对策建议

高专会计教育作为一种新的会计教育层次,发展历程不长,新教育模式的探索任务艰巨,相对于普通高等会计教育,其必要性、紧迫性显得更为突出。因此,改革旧的高专会计教育模式,创建新的高专会计教育模式就显得势在必行。     

关于如何形成高等院校人才培养工作评估长效机制的思考

作者通过对长期参与高等学校人才培养工作评估实践的总结和思考,提出应从注重理论建设、制度安排、文化建设、改进不足、健全机制、科学运用评估成果等方面,构建高等院校人才培养工作评估长效机制。     

地方高校国际经济与贸易专业人才培养模式的新探讨

作为培养国际化人才专业之一的国际经济与贸易专业,备受国内各高校的普遍重视。但不同层次的高校应有不同的人才培养模式。地方高校应围绕"高级应用型"这一培养目标,根据自己的软、硬环境及生源条件在课程体系和实践环节上有所创新。     

Reject and renegotiate: The Shapley value in multilateral bargaining

This paper investigates three distinctive and intuitive renegotiation bargaining protocols that all yield the Shapley value as the unique subgame perfect equilibrium outcome. These protocols, built on the multi-bidding procedure of Pérez-Castrillo and Wettstein (2001), allow more freedom in multilateral bargaining where rejected players can further negotiate and form coalitions. The self-duality of the Shapley value plays a key role in the second and third results. Moreover, these renegotiation protocols allow an actual play along the equilibrium path to restore the Shapley value in case of a ‘mistake’ made before.     

Employer Recognition of Same-Sex Relationships in the United States: Legal and Economic Implications

Recognition of same-sex relationships is receiving increasing national attention in the United States. This paper discusses the current availability of employee rights in the United States on the basis of marital status to same-sex couples, and both the direct and indirect economic consequences to organizations of providing such rights. Despite legal recognition in some states and by many employers in the private sector, the availability of marital rights in the workplace for same-sex couples remains tenuous, at most. Although the direct economic consequences of same-sex relationships remain a matter of debate, the indirect economic advantages are several, including being an employer of choice and having a favorable reputation in the consumer, stockholder, and applicant marketplace. Employers should counterbalance indirect economic benefits with opposition to same-sex relationships, including product boycotts. The issue cannot be ignored from a legal or economic perspective.     

The civil rights act of 1991: Death Knell for traditional faculty staffing and pay practices in business schools?

The language in the Civil Rights Act of 1991 relating to “alternative selection practices equally effective in achieving legitimate employment goals” may require business schools to alter their traditional staffing and compensation practices. Because of market conditions, many business schools pay newer faculty members more than faculty members currently on staff. This practice may have an unlawful, discriminatory impact on older faculty. Several nondiscriminatory alternatives that may be equally effective in achieving business schools’ need to employ and compensate competent faculty are examined.     

Unemployment and the business cycle in a small open economy: G.M.M. estimation and testing with French data

What is a relevant model for the European business cycle? In this paper, the empirical performances of three models are compared: a canonical Walrasian R.B.C. framework, its extension to the case of a small open economy, and a version of this model with search and wage bargaining on the labor market. Structural parameters of the models are estimated using G.M.M. and their abilities to reproduce the French business cycle, taken as representative of the European business cycle, are tested. Only the small open economy with unemployment is able to generate theoretical moments that match their empirical counterparts.     

Independent Collective Representation: Providing Effectiveness, Fairness, and Democracy in the Employment Relationship

Protection against arbitrary management action has always been a concern of employees. Enlightened managerialism has been one approach to addressing these concerns. This approach is compromised by the conflicts of interest that characterize the employment relationship in a market system. We argue in this paper that independent collective representation functions to protect employees while leaving the employer with sufficient freedom to manage. Trade unions, as a counter weight to the exercise of absolute managerial power, complement a pluralist democratic system. The exercise of absolute power, the absence of accountability and countervailing checks and balances, are foreign to any democratic polity. At enterprise level, trade unions manage the ongoing tensions and conflicts between democratic humanistic values and market values.