国家质量奖提高了美国经济的全球竞争力——波多里奇奖综述

目前世界上共有澳大利亚、欧洲、印度、日本、新加坡、美国等50个国家和地区设立了质量奖.在这些众多的质量奖中,美国国家质量奖最具有典型意义和代表性.除美国以外的49个国家或者地区的质量奖评奖标准大部分是以美国国家质量奖评奖标准为蓝本制定的.自从美国国家质量奖创立以来,美国历届总统都很重视,每年都要亲自出席颁奖仪式并发表热情洋溢的讲话,充分肯定美国国家质量奖对美国经济的促进作用,大力倡导美国企业参与美国国家质量奖的评奖过程,不断改进、不断提高,追求优秀的业绩表现.     

美国国家质量奖的评奖标准

目前世界上共有 ５０个国家设立了国家质量奖。在这些众多 的质量奖中，美国国家质量奖最具有典型性和代表性，在世界上有着巨大的影响，事实上．大多数国家的质量奖评奖标准都是以美国国家质量奖评奖标准为蓝本制订的， 美国政府和企业界十分重视该奖的评选，高度评价其对美国经济的促进作用，自１９８７年设奖以来，美国历届总统都要亲自出席颁奖仪式并发表讲话。 １９９９年 １１月 ２３日，克林顿总统在１９９９年度的颁奖大会上指出：“马尔科姆·波多里奇国家质量奖在使美国经济恢复活力以及在提高美国国家竞争力和生活质量等方面起到…     

引导上海企业实现卓越管理——上海市质协推进企业实施卓越绩效模式

今年是中国质量协会在国内推行卓越绩效模式、开展全国质量奖评审工作10周年。在中国质协的指导下，上海市质量协会积极研究卓越绩效模式，大力推广《卓越绩效评价准则》国家标准，推动和引领上海企业实施卓越管理．提升综合竞争力。10年来．累计有124家企业获上海市质量管理奖，其中有18家企业荣获全国质量奖包括获全国质量奖的第一家出租车企业、第一家供电企业、第一家商业企业和第一家咨询企业。     

全国质量管理奖对提升我国企业国际竞争力的意义

通过学习借鉴日本戴明奖和美国波多里奇国家质量奖的成功经验，2001年中国质量协会启动了全国质量管理奖，得到了政府的大力支持和广大企业的积极参与。在我国建立、完善市场经济体制的新形势下，特别是为了应对加入WTO后所面临的机遇和挑战，全国质量管理奖提出了一个卓越绩效的模式，对于引导和激励企业建立顾客至上、让顾客满意的经营理念，实现管理创新，追求卓越的质量经营，提升我国企业国际竞争力有着重要的意义。经过两年全国质量管理奖的评审实践，发现我国企业在追求卓越绩效方面存在差距和改进空间。市场竞争是提高质量的根本驱动力，在此基础上，提高质量还需要激励和引导。设立全国性的质量管理奖是激励和引导企业树立正确的质量观念，采用先进的质量管理方法和技术的有效手段。世界上最有影响的质量管理奖有日本戴明奖、美国波多里奇国家质量奖和欧洲质量组织奖。     

政府质量奖的定义及要点

目前虽然很多地方设立了省长质量奖、市长质量奖、区/县长质量奖,但对于以政府名义设立的质量奖并没有清晰的认识,无法给出这个奖项的定义。从各地质量奖的评审结果看,确实存在着用政府质量奖的方式表彰地方大企业的现象,这样就造成了很严重的误导,即质量奖是给大型企业设立的，中小企业根本无缘或要等到大企业都拿过奖了才能轮上，这不利于发挥政府质量奖的引导作用，也挫伤了中小企业的积极性。     

河北省设质量管理奖

目前，河北省政府颁布了《河北省政府质量奖管理办法》。对省内质量管理业绩显著，管理水平在国内同行业处于领先地位，对河北经济社会发展作出积极贡献的单位。授予省政府质量奖（组织奖），并奖励50万元。同时对在质量领域作出突出贡献的个人．授予省政府质量奖（个人奖），奖励3万元。     

7家组织荣获2010年美国波多里奇绩效卓越国家质量奖

2010年11月23日,美国商务部长骆家辉揭晓了一年一度的美国国家质量奖。这是美国政府授予在创新、改善和愿景最前沿的绩效卓越组织以总统级别的最高荣誉。7家杰出组织荣获2010年美国波多里奇国家质量奖。同时有3家小企业类组织获奖,是有史以来的第一次。而7个候选组织都获奖,在23年波奖历史上也只是第二次出现。2010年波多里奇国家质量奖获奖者分别为:制造企业类:曼德里得公司,位于宾夕法尼亚州,沃伦德尔市,MEDRAD,WarrNolenale,Pa.。     

《卓越绩效评价准则》国家标准宣贯讲座(1)--标准的产生、特点与宣贯要求

1 世界著名质量奖概述.为引导和帮助企业提高竞争力，从而更好地满足顾客的需求，目前，世界上有60个国家和地区组织设立了质量奖，著名的有日本戴明奖、美国波多里奇国家质量奖以及欧洲质量奖。质量奖的设立对这些国家和地区的企业提高质量管理水平、增强竞争能力起到了非常重要的作用，也为我国制定《卓越绩效评价准则》国家标准、全面地评价和提升企业绩效提供了有益的参考。     

国家质量奖提高了美国经济的全球竞争力（续）：波多里奇奖综述

四、美国国家质量奖的评奖标准 1.美国国家质量奖评奖标准的基本框架.美国国家质量奖的评奖标准是评选美国国家质量奖获奖企业的依据,它分别从7个方面对企业进行考核评价,总分共1000分.这7个方面分别是企业领导、战略性计划、企业对消费者和市场的关注、信息和分析、企业对人力资源的关注、过程管理和企业的业绩.     

独联体国家质量奖正式启动

独联体国家产品与服务质量奖实施办法及评奖标准已获通过，评奖活动正式启动。实施办法规定，质量奖评奖活动每2年举办一次，评奖标准及运行模式以俄罗斯政府质量奖为基础。向2个以上独联体国家提供自己产品的企业可以参加评奖活动。荣获国家质量奖的企业有优先权。质量奖获得企业在3年内，有权在其产品广告上使用质量奖标志。目前已通过初选的参赛企业，阿塞拜疆有2家，白俄罗斯有7家，哈萨克斯坦——4家，俄罗斯——4家，塔吉克斯坦——1家，乌克兰——12家。     

Biases and Strategic Behaviour in Performance Evaluation: The Case of the FIFA's best soccer player award

In this paper, we study biases in performance evaluation by analysing votes for the FIFA Ballon d'Or award for best soccer player, the most prestigious award in the sport. Our findings suggest that ‘similarity’ biases are substantial, with jury members disproportionately voting for candidates from their own country, own national team, own continent and own league team. Further, we show that the impact of such biases on the total number of votes a candidate receives is fairly limited and hence is likely to affect the outcome of this competition only on rare occasions where the difference in quality between the leading candidates is small. Finally, analysing the incidence of ‘strategic voting’, we find jury members who vote for one leading candidate are more, rather than less, likely to also give points to his main competitor, as compared with neutral jury members. We discuss the implications of our findings for the design of awards, elections and performance evaluation systems in general and for the FIFA Ballon d'Or award in particular.     

When do employer awards pay off and when do they not? The impact of award familiarity on applicants’ job pursuit intentions and the moderating role of corporate brand awareness

Abstract

Employer awards are increasingly utilized in the recruitment context in order to provide positive signals to potential applicants. However, the impact of employer awards on applicants’ job pursuit intentions still requires empirical proof. This study elaborates on this impact and assumes that it is contingent upon corporate brand awareness. We show that employer awards only positively impact applicants’ job pursuit intentions if the award is well-known and the recruiting firm is not. Well-known employers however do not profit from the placement of an award, on the contrary, if the award is unfamiliar, its influence on job pursuit intentions is even deleterious.     

Arbitrators’ characteristics and decision-making records,gender of arbitrators and grievants,and the presence of legal counsel as predictors of arbitral outcomes

Labor arbitration helps define employee and employer rights and responsibilities. Evidence indicates that the advocates at arbitration tend to concern themselves with issues unrelated to the facts of the case or to the rights and responsibilities of the parties involved. More specifically, before the hearing, management and union advocates often dwell on issues such as the importance of the arbitrators’ personal characteristics and their decision-making history, the likely effects of the gender of arbitrators and grievants, and whether the presence of legal counsel impacts the arbitral outcomes. The purpose of this study is to examine whether these non-case-related factors actually can be associated with differing awards by arbitrators. This study may be the first in which the arbitrators’ decision-making history (award orientation) is a primary issue. Of all the issues studied, the arbitrator’s disciplinary award orientation is the only one with a consistent impact on arbitral outcomes. We conclude that the energy and resources expended by the advocates concerning non-case-related issues would be better spent in preparing their cases for arbitration and in examining the potential impact of arbitration on the rights and responsibilities of management and its employees.     

微博营销的奖励机制

Web2.0时代的消费者是在互动交流中建立起品牌体验,微博已成为企业新营销平台,微博营销的奖励机制是吸引并维持足够数量的粉丝的关键。微博营销奖励机制要注重情感主题、具有一定的挑战性和趣味性,并设置具有品牌特色的奖励。微博营销奖励机制的着力点在于产品造势、品牌使者、借势炒作、雪球推广和统一阵线。     

Resource allocations with guaranteed awards in claims problems

Review of Economic Design - The notion of lower bound on awards has been introduced in the literature to analyze the establishment of guarantees that ensure a minimum award to each agent involved...     

国防科技奖励对国防工业自主创新的作用机理及策略选择

国防科技奖励对国防工业自主创新作用机理及策略选择。运用结构方程模型分析了国防科技奖励对国防工业自主创新的作用,针对分析结果,提出国防科技奖励促进国防工业自主创新的策略选择:程序优化策略、组织创新策略和形式选择策略。     

国防知识产权与国防科技奖励的关联演化机理研究

本文通过详细阐述国防知识产权与国防科技奖励关联演化趋势,关联演化特征进行了深度的剖析。国防科技奖励与国防知识产权对于促进国防科技成果的产生、提高国防科技创新能力均具有重要的作用。最后结果表明,二者之间存在相互促进的关联演化关系,呈现出一种螺旋式的关联演化趋势。     

浅论期权激励在煤矿安全监督和管理中的应用

首先对我国煤矿安全现状以及煤矿事故多发的原因进行分析,得出在煤矿安全监督及管理中存在委托代理问题;然后引入期权激励的思想来解决这两方面的问题。在安全监督方面,建立奖金库;在企业内部的安全管理方面,引入一种与绩效相依存的收益——安全绩效期权;以达到激励监督方和管理方的目的,从而降低事故发生率。     

Industrial awards as manifests of business performance: An empirical assessment

Although suppliers receive awards for various reasons, research on awards has mainly focused on those related to quality. We focus on other types of awards and enquire as to whether they relate to the supplier's financial performance. We investigate the relationship of operational awards by industrial customers and new product awards by industry forums on financial performance. We use long-term financial data for a large sample of suppliers to assess the relationships across product life cycle stages. Results indicate that during the growth stage, operational awards are associated with return on equity, whereas new product awards are associated with growth. As products mature, supplier and product awards both show an association with return on equity. A series of managerial implications are set forth and discussed.     

Interview with Nancy Reid

Nancy Reid was born in September 1952 in Niagara Falls, Canada. She graduated from the University of Waterloo with a Bachelor in Mathematics and a major in Statistics in 1974. She pursued her training in Statistics at the University of British Columbia (UBC) where she obtained a Master's in Applied Mathematics in 1976 and at Stanford University, where she graduated with a PhD in Statistics in 1979. After spending one year at Imperial College in London visiting Sir David Cox, she joined UBC as an Assistant Professor in the Department of Mathematics, where she had an important role in the creation of the Department of Statistics. In 1986, she moved to the University of Toronto, where she has been since then as a faculty in the Department of Statistics. Nancy has served as Chair of the Department between 1997 and 2002. Nancy's research in conditional inference, higher order asymptotics and composite likelihood has been influential in Statistics. Her outstanding contributions to Statistics were recognized nationally and internationally with many awards, including the President's Award of the Committee of Presidents of Statistical Societies (COPSS), Gold Medal awarded by the Statistical Society of Canada and Elected Foreign Associate of the National Academy of Sciences. She received the Doctor of Mathematics, Honoris Causa, University of Waterloo. Nancy served with distinction as Editor of the Canadian Journal of Statistics and President of the Statistical Society of Canada and President of the Institute of Mathematical Statistics. In 2014, she was appointed as Officer of the Order of Canada for her outstanding achievements, exemplary leadership and service to Canadians. The following conversation took place at the JSM 2016 in Chicago, on August 2 and 3, 2016.