以变革管理提升医院科研创新能力 实现医院快速发展

地市级三级甲等综合性医院如何能在全省三级甲等综合性医院中坚持自己的特色、提高自己的行业地位,一直是医院要考虑的战略首要问题,而科研创新能力可以指导医学实践、引领医院快速发展。本文就变革管理的角度,对医院采取措施提高医院科研能力的做法进行总结。     

Project Management Office Transformations: Direct and Moderating Effects That Enhance Performance and Maturity

This article aims at understanding organizational change through the study of project management office (PMO) transformations. This article suggests that performance resulting from a PMO transformation is moderated by the organizational context, change management, and by changes in coordination mechanisms—control or service orientation. This exploratory study adopted a quantitative methodology involving a sample of 184 PMO changes. It confirms the multifaceted nature of the context involved in a PMO transformation. External events play a key role in triggering change and improving performance. Key findings suggest that increasing the PMO’s supportive role improves project performance, business performance, and project management maturity. Conversely, increasing the PMO’s control role does not improve performance. This study's major contribution is to provide some empirical evidence concerning organizational change management.     

全面预算管理条件下医院财务成本控制研究

全面预算管理是现代医院经营管理中的重要内容,也是实现医院财务成本控制的有效措施,对于医院核心竞争力的提升以及医院事业的稳定发展十分重要.随着新时期的到来,社会也在不断进步,同时医疗卫生体制也加入了改革的潮流中,医院需要积极做好财务成本控制工作,充分发挥出全面预算管理的价值,为医院财务成本控制工作提供重要保证,有效促进医...     

Covid-19 attacks the body of purchasing and supply management: A medical check of the immune system

Much like the immune system of the body, the ‘immune system’ of purchasing and supply management (PSM) is also affected by the Covid-19 virus. Medicine must hinder the spread of the virus and outbreak of disease, just as PSM must prevent risk events and handle supply disruptions. The existing debate on supply resilience and robustness can be demonstrated using this medical analogy. The purpose of this article was to perform a medical check of the ‘PSM immune system’ to identify lessons and research gaps when confronted with a low-frequency-high-impact event such as the pandemic. As a provocative note, this article identifies research gaps in elements of the immune system of PSM (e.g., helper cells – consultancy support or memory cells – feedback loops). The results call for a more holistic debate on the immune system of PSM. Two approaches for research on ‘conventional’ or ‘alternative’ risk management schools of thought are presented as a basis for future discourse on how to improve the PSM immune system.     

基于护理工作的重要性研究

随着人们生活水平的提高,人们对医院护理水平的要求也有所提高。本文分析了影响护理工作质量的几种因素,提出了一些改善护理质量的有效措施,最后阐述了医院护理工作的重要性。     

铁路车辆制造企业供应商管理存在问题的原因分析及解决建议

通过对铁路车辆制造企业目前供应商管理现状和存在的问题进行分析,研究铁路车辆制造企业供应链管理的模式,与优秀供应商建立长期稳定的相互支持、风险共担、同步发展的战略合作伙伴关系,实现双赢的企业管理模式。通过对供应商管理观念和方式的转变,能够有力推动企业内、外部资源互补与优化利用,实现供应链节点企业的财务状况、质量、产量、交货期、用户满意度和业绩的改善和提高,提升供应链核心竞争力,实现合作多赢的目标。     

When is Effort Contagious in New Venture Management Teams? Understanding the Contingencies of Social Motivation Theory

Consistent with social motivation theory, prior research on managerial motivation suggests that effort is contagious across management team members. In this study, we draw on belongingness theory to develop a model on important boundary conditions to social motivation theory in the management team context. The model predicts that new venture managers react to their teammates’ higher effort levels by investing higher effort levels themselves primarily when they are confronted with a threat – namely, low venture performance and high environmental hostility – but that effort is less contagious when managers face little threat. We test our model with a sample of 103 new venture managers nested in 51 management teams in a longitudinal setting capturing managerial effort over 26 weeks. While we do not find a direct relationship between teammates’ effort and a new venture manager’s subsequent effort, we find support for the crucial role of threat in triggering the contagion of managerial effort. We discuss the contributions of our study for research on management teams, performance feedback, and entrepreneurial effort in new ventures.     

How HR measures support risk management: The Deutsche bank example

Are there concrete examples of how the “soft” HR factors can be made tangible and, what's more, meaningful to the business? In this article we give an answer to this frequently asked question. We show how Deutsche Bank's HR function consistently developed the range of employee surveying instruments to become pivotal to the Group's success. This is part of a wider effort in recent years to achieve a change of direction for the HR function, making it a strategic partner to the business. © 2002 Wiley Periodicals, Inc.     

医院后勤保障工作精细化管理开展研究

论文强调了医院后勤保障工作精细化管理的必要性,结合相关工作实践,分析医院现有后勤保障情况及存在问题,并提出了构建完善的精细化管理配套体系、落实后勤成本精细化核算、结合现实需求引入"一站式"后勤服务策略,以推动医院内部管理实现规范化、精细化、科学化、标准化进程,提升医院整体运行效益及实现医院的现代化管理建设进程。     

How to Measure Analyst Forecast Effort

Abstract

We introduce a new way to measure the forecast effort that analysts devote to their earnings forecasts by measuring the analyst's general effort for all covered firms. While the commonly applied effort measure is based on analyst behaviour for one firm, our measure considers analyst behaviour for all covered firms. Our general effort measure captures additional information about analyst effort and thus can identify accurate forecasts. We emphasise the importance of investigating analyst behaviour in a larger context and argue that analysts who generally devote substantial forecast effort are also likely to devote substantial effort to a specific firm, even if this effort might not be captured by a firm-specific measure. Empirical results reveal that analysts who devote higher general forecast effort issue more accurate forecasts. Additional investigations show that analysts' career prospects improve with higher general forecast effort. Our measure improves on existing methods as it has higher explanatory power regarding differences in forecast accuracy than the commonly applied effort measure. Additionally, it can address research questions that cannot be examined with a firm-specific measure. It provides a simple but comprehensive way to identify accurate analysts.     

浅析医院固定资产管理中的问题及其对策

文章分析了目前医院固定资产管理中普遍存在的问题,从强化管理意识、加强管理队伍建设、建立健全固定资产管理制度、加强资产的使用管理和内部流程建设等方面提出了相应的改进措施,旨在完善医院固定资产管理,提高固定资产管理效率,为医院的发展提供坚实的物质基础。     

兵团中小企业绩效管理问题及对策

绩效管理是企业人力资源管理的核心内容,成功实施绩效管理,能够促进企业绩效与竞争力的提升,并实现企业和员工的共同发展。文章通过问卷调研的形式,分析了兵团中小企业在绩效管理实施过程中存在的问题及成因,并为其改进和提高绩效管理水平提出了对策和建议。     

构建高校体育网络教学管理平台的基本设想

为了更好的改善和提高学生的身体健康,有必要结合现在网络技术研究开发一种综合体育教学管理平台,使锻炼者和指导者能够便捷沟通,因此结合现在网络技术的发展,提出构建网络化教学管理平台。     

The Credibility of Performance Feedback in Tournaments

This paper studies the effect of performance feedback on tournament outcomes, when a possibly dishonest principal may manipulate the agents' expectations to stimulate their effort. Under plausible circumstances, an increase in the principal's propensity to tell the truth (i.e., integrity) induces a mean preserving spread in the distribution of effort and leads to a decrease in expected profits and welfare. More generally, I identify conditions under which a lower integrity can improve the effectiveness of financial incentives in inducing the agents' effort, thus leading to higher expected profits for the principal.     

A physical examination of health care's readiness for a total quality management program: a case study

Initiating a total quality management (TQM) effort can be a time-consuming and costly effort for a hospital. Perceptions of management and employees are important in initiating TQM because people function as if perceptions are fact. Assessing these perceptions and determining the levels of readiness or resistance to change are important steps in reducing costs, thus increasing organizational ability to address proactively challenges to the implementation and ultimate success of a TQM effort. Key assessment criteria are discussed including a comparison of management and employee perceptions in one hospital.     

加强医院管理服务 构建和谐医院

本文对医院具体情况进行分析,结合相关专业知识,对提高医院管理水平的方法和措施进行了研究。通过改善医疗环境、提升医务人员专业素质以及构建和谐医患关系等方法来提高医院管理水平,从而构建实现"三好一满意"的和谐医院。     

分层管理在普外科护理工作中的应用

随着医疗改革的不断深入,在医疗队伍管理中越来越注重根据自身能力、自身素质进行医疗工作,即在医疗队伍中实行分层次管理。分层次管理在临床医疗建设中有着重要的现实意义,不仅能够提高患者的身体恢复速度,同时也能提高患者对医院工作者的工作满意度,为医院赢得良好口碑。本文将结合分层次管理在普外科临床护理体会中的相关应用体会,探讨分层管理普外科病区护理质量管理中的效果。     

An analysis of non-financial factors associated with financial distress

This article examines factors associated with financial distress among 1006 Spanish manufacturings (SMEs), distinguishing high and low technology industries. Financial distress is analysed using industrial organizational theory through the Porter's five competitive forces model (external factors) and the resource based view through strategic variables (internal factors), such as training, planning, innovation, technology and quality. Two different sources of information were used in the study: Qualitative information related to environmental conditions and strategic variables was gathered through a questionnaire addressed to the firm manager. Quantitative information to identify whether the firm was in financial distress was gathered from the balance sheets and earning statements of the firms. Evidence from this study shows that environmental conditions and some strategic variables are associated with financial distress. The results found that young SMEs with low technology and in a highly competitive environment had a higher probability of financial distress. High bargaining power of buyers and high degree of rivalry among existing competitors were positively associated with financial distress. Financial distress in high-technology industries was not affected by external factors. However, firms with a quality certification have better quality control procedures that ultimately improve financial performance of firms in the technology industries.     

Bribery and inspection technology

The e-government movement advocates increased use of technology to improve government efficiency and reduce corruption by reducing the discretionary power of government officials. This paper studies the relationship between improvements in inspection technology within a Principal-Supervisor-Agent model, where the supervisor is an inspector who is hired by the principal to investigate the agent’s potentially illegal actions. We show that when technology increases the marginal or total productivity of the supervisor’s effort, improvements in inspection technology encourage some types of bribery. Although such technological improvements induce an equilibrium with bribery, compliance and social welfare can still rise. However, when technology and supervisory effort are sufficiently substitutable, improvements in technology may reduce compliance when bribery occurs in equilibrium even when those same technological improvements would have raised compliance in the absence of bribery. We also characterize the relationship between the principal’s socially optimal technology and the anti-corruption policy available to the principal and find that the socially optimal inspection technology may be a substitute for or a complement to the anti-corruption policy. Finally, we show that for any set of policies that optimally induces a no-bribe equilibrium, there exists another set of policies that induces an equilibrium with bribery that is pareto superior to it.     

Why do employees keep choosing the high-premium health care plan? An investigation of the financial consequences and logic of employee health care plan selections

In 1991, Dannon employees had the choice to stay with their current health care plan or switch to a new plan which offered a lower premium and less hospital cost coverage that better fit the needs of most employees. Both plans were the same in all other respects. Only 25% of employees chose the new lower-premium plan over the old plan. This article reports a collaborative effort between The Dannon Company and Cornell University's Center for Advanced HR Studies to identify the patterns of employee choices, and the effects of those choices on the actual costs that employees incurred. The actual decisions of 287 Dannon employees were examined, and the out-of-pocket costs that they actually incurred in the two years after the plan was introduced were calculated. © 1996 by John Wiley & Sons, Inc.