部门经理能否“竞业禁止”

部门经理由于在公司中的权利有限,没有成为《公司法》上忠实义务的法定主体。对于忠实义务的违反所承担的是一种特定的法定侵权责任,其主体应有明确界定。不应当将法律化的道德义务通过扩张解释加之于法律本没有要求的主体之上。     

自然人股东到场签字的审查程序问题探析

公司登记机关要求自然人股东和法定代表人（以下统称“公司股东”）到现场签字,已经成为公司登记审查的一个热点问题,也是一个存在很大争议的实践问题。一方面,公司登记机关要求公司股东到现场签字,会给公司股东带来诸多不便,股东往往不愿配合：     

浅论单位负责人离任审计的作用、内容和方法

单位负责人离任审计是指审计部门受法定代表人、主管领导或干部管理部门的委托，对党政领导干部、企业领导人在职期间的工作成果进行鉴定，明确其经济责任，客观评价其经营业绩的活动。     

试论工商部门变更登记中止程序的必要性和可行性

一、问题的提出:一则案例引发的思考甲公司营业执照登记的股东乙公司和甲公司法定代表人孙某都主张自己是甲公司唯一的股东。登记股东乙公司授权张某试图办理法定代表人变更登记,但法定代表人孙某却说他才是真实股东,不同意变更,并出具司法裁定作为证据证明登记股东不能代表公司,最后工商部门作出暂缓办理变更登记的决定。工商部门认为法定代表人变更涉及法定代表人的任免(该公司章程规定股东任免法定代表人),双方都主     

数字轨迹

1．25亿元 中国证监会有关部门负责人近日介绍了对北京首放投资顾问有限公司及法定代表人汪建中的处罚结果。除没收汪建中违法所得约1．25亿元外,并对其进行了125亿元的罚款,以及终身证券市场禁入。这是证监会首次就证券市场违法违规行为对个人开出过亿元的罚单。同时．证监会依法撤销了北京首放的证券投资咨询业务资格。目前．本案已被移送司法机关,依法追究刑事责任。     

恪守职业道德,不断提高出版物质量

要提高出版物的质量,出版工作者的职业道德建设是关键。本文首先明确我国出版工作者应该具备的职业道德,之后指出我国出版行业中所存在的不道德现象,最后阐明如何更好地通过恪守职业道德来提高出版物的质量,促进出版事业蓬勃发展。     

以资格论不以资历论

建湖县审计局走在了前面。之所以这样说,是因为我们从这模式的构造及实施过程中看到了两点重要内容:一是选择做事者以资格论不以资历论,二是颠覆惯例的决断力。某件事情由谁来做,先检验一下想做事情者具备不具备资格,这的确很有必要。然而,这个原本没有什么错的思路却在实践中时常为我们带来疑惑,比如,建湖县审计局在实施这个模式以前,由于按科室分配任务,致使有的业务科室“吃不饱”,有的却“吃不了”;有些知识面狭窄的干部缺乏危机感、创造性,而具备潜能的年轻干部却很难有当主审、挑重担、展才干的锻炼机会;等等。也就是说,人力资源短缺…     

Noncompete agreements,training, and wage competition

We study the effects of noncompete agreements in an environment where firms invest in training junior workers. After obtaining employer-provided training, trained workers can choose whether to remain loyal to their initial employer or switch to the competing employer. We evaluate the effects of noncompete agreements on wages, employment, investment in training, production, profits, and total welfare. Firms earn higher profits and pay lower average wage when they require workers to sign noncompete agreements.     

老板,不要被健康拖了后腿

每天都像上足了劲的发条,公关、谈判、签协议、组织策划活动,夜深人静时还在查阅报表……各类商业活动应接不暇,日程安排得满满的。正是这种超负荷的劳动,不规律而缺乏体育锻炼的生活让一些年轻的经理、老板,过早地透支了自己的健康。 在一个名为“健康、事业、财富、发展”的高级经理人会议上,主持人要求大     

The M5 competition: Background,organization, and implementation

The M5 competition follows the previous four M competitions, whose purpose is to learn from empirical evidence how to improve forecasting performance and advance the theory and practice of forecasting. M5 focused on a retail sales forecasting application with the objective to produce the most accurate point forecasts for 42,840 time series that represent the hierarchical unit sales of the largest retail company in the world, Walmart, as well as to provide the most accurate estimates of the uncertainty of these forecasts. Hence, the competition consisted of two parallel challenges, namely the Accuracy and Uncertainty forecasting competitions. M5 extended the results of the previous M competitions by: (a) significantly expanding the number of participating methods, especially those in the category of machine learning; (b) evaluating the performance of the uncertainty distribution along with point forecast accuracy; (c) including exogenous/explanatory variables in addition to the time series data; (d) using grouped, correlated time series; and (e) focusing on series that display intermittency. This paper describes the background, organization, and implementations of the competition, and it presents the data used and their characteristics. Consequently, it serves as introductory material to the results of the two forecasting challenges to facilitate their understanding.     

M5 accuracy competition: Results,findings, and conclusions

In this study, we present the results of the M5 “Accuracy” competition, which was the first of two parallel challenges in the latest M competition with the aim of advancing the theory and practice of forecasting. The main objective in the M5 “Accuracy” competition was to accurately predict 42,840 time series representing the hierarchical unit sales for the largest retail company in the world by revenue, Walmart. The competition required the submission of 30,490 point forecasts for the lowest cross-sectional aggregation level of the data, which could then be summed up accordingly to estimate forecasts for the remaining upward levels. We provide details of the implementation of the M5 “Accuracy” challenge, as well as the results and best performing methods, and summarize the major findings and conclusions. Finally, we discuss the implications of these findings and suggest directions for future research.     

Government intervention on cooperation,competition, and coopetition of humanitarian supply chains

We considered a humanitarian environment composed of donors and non-governmental organizations (NGOs) that the non-profits may adopt competitive or coopetitive inter-organizational interaction for managing the disasters. We also assumed that the government intervenes in the relief operations by applying one of its two policies; social welfare maximization (SWM) or budget consumption minimization (BCM). Using game theory (GT) approach, we develop 4 scenarios and, as a result, 4 mathematical programming models for examining the effect of the NGOs interactions and the government policies on the performance of donors, NGOs and government. We find that coopetition of NGOs facilitates the achievement of the government's objectives, and it also helps the non-profits to become more successful in providing relief. The government prefers to provide the indirect relief to the nonprofits to manage emergency operations successfully, and the financial aids are given only in the condition of reducing the level of NGOs cooperation. We also conclude that the cooperation of NGOs increases the donors' utility. A numerical example is conducted to test the findings of the models.     

Exploring the exit,voice, loyalty,and neglect typology: The influence of job satisfaction,quality of alternatives,and investment size

The current theory proposes that responses to dissatisfaction differ in constructiveness versus destructiveness and activity versus passivity, defining four categories of response: exit, voice, loyalty, and neglect. The manner in which employees react to job dissatisfaction is determined by three variables: overall job satisfaction; quality of job alternatives, and magnitude of investments in the job. This article presents a meta-analysis of the results of five studies in a program of research designed to test the current theory. Ten of 12 theory predictions received good support: Greater job satisfaction was associated with greater tendencies toward voice and loyalty, and with lesser exit and neglect. Superior alternatives were associated with greater tendencies toward exit and voice, and with lesser neglect. Greater investment size was associated with greater tendencies toward voice and loyalty, and with lesser neglect.