企业家们的新年祝福

商场在疯狂甩卖,其降幅和冷清堪比非典时期;出租车的空位多了,地铁公交却更拥挤了;公司的年终奖打折了,企业都在喊亏损;华尔街爆发危机了,全球的股市都在跌;公司晚会不办了,出国旅游取消了,皮草名车也不买了……经济危机真的来了。企业家们受影响了么?显然不会例外。央行行长的头发都白了,而更多企业家的头发都掉光了;有的企业家绝处逢生,东山再起,而有的从云端落下,光环尽失;有的企业家卷款逃     

技术进步的恐慌与诱惑

从上个世纪的80年代开始，我们感受到了前所未有的社会变化，人们的生活发生了巨变，以“芯片”作为主要电子元件的设备充斥着人类的生活。我们传输信息的速度加快了，我们收集、整理信息的速度也加快了，我们的管理水平提高了，我们工作的速度也提高了，我们对世界改变的速度也加快了。人们感受到了由于技术进步带来的好处，工资的待遇提高了，汽车、洋房增多了，人们所需的日常物品丰富了，人们休闲娱乐的方式增多了。人们的寿命增长了。     

卡内基的墓志铭

今天的院务会上,讲了当前和今后一段的工作,讲了干部管理问题、讲了带队伍和落实责任的问题、也讲了思想政治工作和分配问题,表扬了好的现象、做法和苗头,也批评了一些不良现象。晚饭后我思索着一天的事情和自己讲过的话,突然想起了一个从书本上熟悉了的人,他就是卡内基。在19世纪后半叶的美国,随着现代工业的崛起,不但造就了大量的商品和财富,也造就了一批富可     

刘晓光：生命中无法忘却的天山

“刚当兵就想跑,到了兰州发了一件棉大衣,毛的,给了一缸子肉,我觉得可以了,吃饱了,也够本了,想回家了,就准备逃跑了,实际上还是怕吃苦呗。”     

品德品质品牌——企业成功的三大法宝访石家庄安延汽车服务中心总经理:李毅

人物背景 1996年,技校出身的李毅创建了石家庄安延汽车服务中心,经过12年的发展,拥有了一流的配套设备和先进技术,树立了以人为本的管理理念,组建了专业的团队队伍,完善了企业文化.     

盛名之下的执着——广州地产二十年健康发展高峰论坛纪实——铸就辉煌 再创未来

广州地产二十年的发展，改变了广州的形象，创造了一个良好的投资环境，提高了广州市的城市品位，提升了老百姓的生活品质，使广大的老百姓从中得到了许许多多的实惠。”     

略论我国城镇住宅业发展模式的转变

近十多年来．我国城镇住宅业发展已经取得了举世瞩目的成就：一是许多居民不同程度改善了居住条件，二是拉动了经济增长．推动了几十个行业的发展，增加了财政收入，三是促进了劳动就业，四是改变了城市形象。在取得重大成就的同时．也产生了一系列问题：一是房价持续上涨，过分脱离了大多数居民收入水平，使许多住房困难家庭看不到改善住房的希望；     

创新副产品营销手段,提高经济效益

销售战略的确定和销售策略的实施,规范了价格体系,完善了销售渠道,找准了市场,培育建全了销售队伍,达到了效益最大化,使副产品的销售走上了正常化、规范化、科学化。     

航天型号产品供应商管理体系的建立与实施

本文首先对航天型号产品供应商管理的阶段进行了分析,然后针对当前管理上存在的问题,建立了供应商管理体系,设立了管理机构,完善了规章制度.最后通过有效运行供应商管理体系,优化了供应商结构,提升了外包产品质量,提高了人员能力,取得了较好的效果.     

农民期盼：美丽家园生活

时间老人把2013年送走了．带走了人们一年的操劳、一年的奔波，留下了用汗水和心血结成的累累硕果．同时也带来了春风，带来了吉祥，带来了更多的希望。2013年．中国共产党第十八届三中全会确立了新形势下全面深化改革的总体纲领．2014年必将是一个改革之年、创新发展之年和希望之年。     

The Geography of Innovation in China and India

The BRICS countries in general, and China and India in particular, are now widely regarded as the areas of the world likely to challenge the economic leadership of the United States (US) and the European Union (EU). A large part of this challenge will come from rapid technological catch‐up by China and India. Yet, despite a recent rise in interest, there is limited knowledge about how and where innovation takes place in these two leading emerging countries and to what extent the Chinese and Indian territorial systems of innovation differ from those in the EU or the US. In this article we explore the geography of innovation in China and India, concentrating on understanding key territorial‐level innovation trends by country, region and technology field, using the US and the EU as benchmarks. We find significant contrasts between the geography of innovation in China and India and that of the US and the EU. First, the degree of concentration of innovative activities in both countries is extremely high. Levels of agglomeration of innovation in the coastal provinces of China, as well as in Delhi and the South of India, significantly exceed the levels of agglomeration found in the USA and the EU. Secondly, China has witnessed a more rapid increase in the degree of concentration of innovation than India. We posit that the differences in the geography of innovation between, on the one hand, China and India and, on the other hand, between these countries and the developed world are rooted in different institutional settings, different systems of innovation and different national innovation strategies.     

湖南省雷暴地闪特征初步分析

利用湖南省1980-2010年雷暴日数据、2008-2013年闪电数据,分析了湖南省雷暴和闪电变化特征。结果表明:湖南省属于雷暴多发区,年平均雷暴日数分布呈南高北低的趋势,沿雪峰山有个相对高值区,平均雷暴日数在30d到70d之间。湖南省6年的年平均闪电条数35万余条,雷电高发时段为4-9月,其中7月是全年闪电活动最密集的月份。春季(3-5月)闪电逐时分布呈现双峰型,高峰值出现在02时、17时,夏季(6-8月)闪电多集中在下午15-17时,秋季(9月)高峰期集中在15-16时。湖南省闪电密度分布和闪电强度分布,高值区均在娄底、郴州,全省闪电主要强度分布在20-80kA。     

心理学知识在体育中的应用

在当代,各行各业都在飞速发展,体育运动科学技术也在不断的飞跃发展,人们已经开始在体育学中开始运用心理学。本文介绍了体育心理学在体育教学与在训练和竞技比赛中的应用,希望能够使体育心理学在体育教学与在训练和竞技比赛中的应用方面给读者以启发。     

Human resource management and industrial relations in multinational corporations in and from China: Challenges and new insights

The purpose of this article is to provide an overview on the state of research in the field in human resource management (HRM) issues in multinational corporations (MNCs) in and from China. We integrate previous studies from multiple disciplines to articulate the contextual importance of research on this topic, and suggest overarching themes to expand the field of research. HRM research in the intercultural, interinstitutional context of MNCs in and from China has the potential to provide contextualized insights for longstanding debates in the field such as HRM standardization versus localization and convergence versus divergence and contextual factors behind these patterns. To this end, we call for future research to center on the changing cultural, institutional, technological, and globalization context in understanding HRM and industrial relations issues in these MNCs. Practically, knowledge in this area can help global managers and top management teams in multinational organizations navigate various context complexity, foster more productive coordination and cooperation across borders, and gain legitimacy and MNCs in and from China additional competitive edge in the global marketplace.     

Recontextualising a strategic concept within a globalising company: a case study on Carlsberg's ‘Winning Behaviours’ strategy

A corporate strategy is often formulated on the executive floor at headquarters. However, in order to make it live in an organisation, middle management and employees must be involved and make sense of it. These actors thus contribute to, participate in and enact the strategy in processes where it may take on new meanings and forms. This article investigates how ‘Winning Behaviours’, a strategic concept developed on the initiative of top management at the Carlsberg Group in order to improve global integration in the multinational organisation, was recontextualised. It draws upon interviews and observations as well as documents collected at the company headquarters in Denmark and in its subsidiaries in China and Malaysia. Here, expatriate and local managers tried to give sense to the Winning Behaviours in various ways, and employees brought their own local leadership ideals into play when they tried to make sense of the preferred behaviours and turn them into daily practices. The process of creating a new strategic concept and making it live in other sociocultural contexts was facilitated by headquarters staff in the Human Resources and Communications departments, who thus played an important role as change agents in the ‘glocal’ strategy process.     

Measuring a boom and bust: The Sydney housing market 2001–2006

The Sydney housing market peaked in 2003. The period 2001–2006 is, therefore, of particular interest since it captures a boom and bust in the housing market. We compute hedonic, repeat-sales and median price indexes for five regions in Sydney over this period. While the three approaches are in broad agreement regarding the timing of the turning point in the housing market, some important differences also emerge. In particular, we find evidence of sample selection bias in our hedonic and repeat-sales data sets (with the former focusing more on better quality dwellings and the latter more on lower quality dwellings). These sample selection biases could in turn cause bias (in opposite directions) in our hedonic and repeat-sales indexes. Median indexes may likewise be biased as a result of an apparent decline in the average quality of dwellings sold in the latter part of the sample. We also find evidence of convergence in prices across regions during the boom and divergence in the subsequent bust.     

Women’s experiences of legitimacy,satisfaction and commitment as entrepreneurs: embedded in gender hierarchy and networks in private and business spheres

ABSTRACT

When a woman perceives legitimacy in her job as an entrepreneur from networks that are often influenced by the gender hierarchy that grants men higher status than women, she is encouraged in her job. What are the effects of gender hierarchy and networks on the legitimacy a female entrepreneur perceives and on her satisfaction and commitment to the job? A sample of 5997 female entrepreneurs in the developing world was surveyed for Global Entrepreneurship Monitor. They were found to experience legitimacy as entrepreneurs in their networks in the private sphere and the business sphere. Gender hierarchy constrains legitimacy more in the private sphere than it does in the business sphere. Legitimacy in the business sphere can fulfil the need to feel competent and enhance job satisfaction, while legitimacy in the private sphere can fulfil the need to feel related and enhance job commitment. The account contributes to a two-level contextualization of experiences: micro-level embedding in networks that are nested in macro-level embedding in gender hierarchy.     

辽宁沿海经济带物流市场状况分析

从需求和供给两个方面对辽宁省的物流市场状况进行了深入的调查和分析,指出辽宁沿海经济带物流市场宏观需求虽然经受了2008年短暂的挫折,但长远来看物流需求旺盛,前景乐观。在供给上,不断提高辽宁沿海经济带物流有效供给,促进地区物流均衡发展是目前物流市场供给需要解决的重要问题。     

城市灾害风险与中国城市减灾战略

社会管理和公共服务是现代城市的两大基本职能.保障城市公共安全,实施防灾减灾是城市履行管理与服务职能的重要内容.首先,综述国际城市防灾减灾的合作和研究的主要进展;其次,基于城市生态经济系统特征,探讨城市灾害系统的结构功能和形成机制,分析中国城市灾害风险的特征;再次,提出中国城市防灾减灾体系的建设战略,包括:确立城市安全发...     

我国多校区管理模式的探讨

多校区高校在我国兴起于20世纪90年代高等学校的大规模合并、扩招后,形成历史虽短,发展速度却很快,多校区高校管理已成为我国但前的热点和难点问题,应该重视和加强这方面的探索和实践。本文通过对高校多校区管理职能的分析,以及多校区形成过程中遇到的困难,并通过分析国外高校多校区管理模式,探讨我国高校多校区的管理模式。