Local Government Management

In the United Kingdom (UK), the Labour Government is seeking to achieve fundamental change in the way local authorities are led and managed. To this end, it has introduced political and managerial reforms, central to which is the concept of ‘best value’. This new agenda, to which local authorities must respond, builds upon the changes which resulted from the Conservative era 1979–1997. Although Labour has abolished the centrepiece of Conservative policy towards local government, i.e. compulsory competitive tendering (CCT), Labour shares the belief of successive Conservative governments that local authorities must radically improve the way services are delivered. This article considers the nature of the changed local government environment in the UK, including the role, policy and service provision debates which have occurred in local government. It provides a conceptual framework within which to consider the degree of change which has occurred in local authority management. A typology of responses to change and a model by which past and future change may be gauged are suggested.     

弧形轨道电站门机大车运行机构的设计

针对水电站拱形大坝上使用的门式起重机大车行走机构车轮组必须被设计成能够自如转向结构这一问题,经过反复研究和现场试验,设计了新型的自由转向机构,解决了该问题。     

企业文化构建的探讨

企业的生存和发展,必须适应社会环境的变化,企业文化的建设同样需要与时俱进,培养具备时代特色的企业精神,必须解放思想,更新观念。构建企业文化,必须加强企业的道德建设,制定新的道德规范和标准,从而树立企业新形象,提高企业生产力,增强企业综合竞争力,使企业稳步发展。     

The modern health care materiel manager

Today's successful materiel managers must possess a wide range of skills. They must above all be highly adaptable to change and influence others to accept rather than resist change. The role and responsibility of the materiel manager have expanded significantly, requiring higher levels of formal education. In conjunction with this, the quality of communication, both verbal and written, becomes essential. A high degree of human, conceptual, and technical skills must be employed to accommodate the many demands encountered. Finally, the successful materiel manager who feels confident and secure will hire others who do not mirror the manager's style, but rather allow for contrast of expression and technique.     

The application of change management theory to HR portal implementation in subsidiaries of multinational corporations

HR portals are complex information technology (IT) applications that can be accessed by all employees of a given organization. By placing more applications and information online, HR portals reduce the reliance employees have on HR personnel. Given this relational change, from human to computer, the HR portal implementation process must take into account the challenges of both change management and technology acceptance. By integrating change management theories with IT user acceptance models, this article adds to HR's collective knowledge of ways to effectively implement HR portals. In addition, this article describes the cross‐national challenges that exist when a global firm attempts to implement an HR portal around the world. Thus, this article will present a model that (1) integrates change management theories and IT user acceptance models and (2) illustrates the ways in which change management plans may need to be adapted to be effective in various subsidiaries. A case study of Hewlett‐Packard's (HP's) worldwide implementation of their @HP Employee Portal in the Italian subsidiary of HP illustrates the key issues of these theories. © 2005 Wiley Periodicals, Inc.     

福利生产管理必须适应福利生产从计划经济向市场经济的转变

历史在发展,社会在变化,福利生产也处于这种变化之中,只有以变应变才能适应社会的发展。因此,福利生产管理必须适应福利生产从计划经济向市场经济的转变,这种转变主要体现在管理模式的转变、权力模式的转变以及从行政收费到市场服务收费的转变。     

Capital budgeting in hospital management using the analytic hierarchy process.

In recent years, the health care industry has been experiencing change to a degree unprecedented since the inception of the Medicare program. With traditional in-hospital care on the decline, hospitals are being forced to compete for business. They must identify within their own systems feasible alternatives for dealing with these changes and then determine which ones will best accomplish the goals of the organization. This paper offers a procedure that utilizes the analytic hierarchy process--a multicriteria decision-making tool that helps arrange the possible alternatives in hierarchical order given the priorities of relevant decision makers. An application of the method to a mid-sized hospital is presented. Although the procedure is structured, it is flexible enough to be updated for the realities of any health care institution.     

Change within purchasing and supply management organisations – Assessing the claims from maturity models

It is a wide-held assumption that professional development and change within purchasing and supply management (PSM) organisations can be explained and guided by a maturity model. In this paper the guidance which the maturity model concept offers to understand a PSM organisation's performance is assessed. The methodology is based on the outcomes of a literature review of PSM maturity models, development of an organisational change framework and the learning from three qualitative case studies. An alternative understanding of the development of the PSM organisation is offered through an organisational change framework, composing 1) movement transitions, 2) scalability of change, 3) acceptability of change, and 4) the substantive element of change. The research found that extant PSM maturity models are too rigid for PSM managers to apply, and although maturity models are commonly accepted in PSM literature, in practice, they may produce the opposite effect of what is promised. The PSM maturity models suggest that their application will lead to increased status and influence of PSM within the organisation; expectations that may not be met. PSM organisations’ change processes are subjected to a range of situational and contextual power relations which must be considered in order to advance the specific PSM organisation roles and responsibilities.     

配电网无功补偿分组容量

直流输电的运行方式多,功率调节快速、平稳,因此直流传输功率变化很大,通常在额定直流输送容量的10%～110%范围内变动。为适应直流功率的变化,同时满足换流站交流母线电压变化的需要,无功补偿装置必须实行分组投切。     

Estimation of output loss from allocative inefficiency: A comparison of the Soviet Union and the U.S.

This paper presents two different estimates of the output loss resulting from allocative inefficiency in the Soviet Union and the United States. Surprisingly, the evidence from our examination of nine industrial sectors during the period 1960–1984 shows only small differences in measured allocative inefficiency between the United States and Soviet economies. Instead of immediately rejecting this result as the product of unreliable data and insurmountable methodological difficulties, we present a plausible explanation for the unexpectedly strong performance of Soviet-type economies in the allocation of labor and capital across sectors. If true, the finding of relatively low levels of resource misallocation implies that the source of poor economic performance in Soviet-type economies must be due to technical inefficiency, slow technological change, and/or production of the wrong mix of outputs.     

基于WebGIS的钢铁物流信息系统分析与设计

目前钢铁企业竞争日趋激烈,确保企业在生产、仓储、配送和运输等环节物流信息的畅通和高效共享,必须建立先进高效的管理系统。结合GPS、GSM、GPRS、RFID等技术,重点介绍基于ArcGIS Server和Ajax的WebGIS系统的分析与设计,ArcGIS Server是一个基于Web的企业级GIS解决方案,为钢铁物流提供了一个高效的集成管理平台;可以进行空间分析、各种查询检索;采用Ajax技术,改变以前客户端反应迟钝的缺点,能快速响应。     

城市旅游景区的空间优化

城市旅游景区是一个社会、经济活动高度密集的复杂系统,要实现可持续发展,必须解决人地之间的矛盾.只有人与自然共同创造,协同进化,才能使城市旅游景区系统走向有序发展.在阐述国内外相关研究的基础上,分析了我国城市旅游景区空间现状,认为城市化、旅游需求变化和旅游发展模式是其空间演变的驱动因子,同时提出了城市旅游景区空间优化对策.     

Minimum Wages and Youth Unemployment: Will Britain Learn from Canada?

Norman Tebbit is spending vast sums on palliatives for youth employment. Minimum wage legislation may be responsible for nearly 40 per cent of youth unemployment in Britain. Canada suggests that unemployment must result if the labour market is prevented from accommodating population change through state-imposed rigidities which prevent changes in the price of labour.     

Size, technology, complexity, and structural differentiation: toward a theoretical synthesis.

This paper proposes a theoretical synthesis of the concepts of organizational size, technology, complexity, and structural differentiation. It suggests and finds that the most important determinant of differentiation in the division of labor is the scope of an organization's task, a technological dimension, and not organizational size. Neither horizontal nor vertical differentiation is thought to be determined by size while the scope of the task is proposed as a determinant of horizontal differentiation. The findings, however, support only the inference of a moderate causal connection between either size or task scope and either form of differentiation. Throughout the analysis and discussion the contrast between causal inference based on associations of levels and change rates is discussed. When dealing with the organizational processes addressed in this paper, both associations must be examined to adequately portray the complexity of the causal processes inferred.     

我国房地产投资信托发展环境分析

房地产投资信托凭借其运作特点能够很好的解决房地产融资问题,但是,要想使这种融资方式在我国得到很好的发展,必须认真分析我国的发展环境,以发挥优势、转变劣势、紧抓机遇、迎接挑战,推动房地产金融的发展,进而实现我国房地产业的持续健康发展。     

供应链中不对称市场信息的共享机制研究

本文通过简单的模型分析,指出由于供应链内部企业的收益取决于相互之间的权威分配,而不对称市场信息的共享将会改变原有权威分配结构,从而在一定程度上影响了供应链内部基于市场信息共享实现帕雷托优化的可能,导致信息共享机制不具备自实现性,只能通过有偿方式强制实现。     

Earning supplier partnerships through principled negotiations

In today's competitive global village, we must be prepared to do things differently than in the past if we wish to survive as a manufacturing economy. If purchasing is to do its part, running away from the problems will not solve the problems. We must learn how to work with our suppliers in a much more productive fashion than ever before. Supplier partnerships are indeed part of the answer to this change. But without changing the way we deal with suppliers, we'll never get the improvements that are possible.     

Technical change in the U.S. primary metals industry

A dual cost function embodying biased technical change is estimated for the postwar primary metals industry. The identifying restriction of constant rates of factor augmentation is used to derive significant estimates of rates of biased technical change which are consistent with the induced innovation hypothesis. Also, the bias in elasticity estimates which results from ignoring biased technical change is shown to be serious.     

Modes of Interaction and Performance of Human Service Networks

Governments everywhere are engaged in self-conscious projects of administrative and managerial improvement. Scholars of public management thus confront a fascinating array of talk, conjectures, and facts on administrative and managerial change that can be assembled from myriad sources. There are as well stylized facts, stories, conjectures, and ideological glosses – these might be termed ‘theory substitutes’ – that may or may not be consistent with actual developments worldwide and which are provocative in their implications. Our goal as scholars of governance and management must be to penetrate appearances to ascertain whatever lessons and meanings might lie beneath. A variety of theoretical frameworks ranging from conceptual classifications to synoptic speculations to causal accounts of state building are available for this intellectual work.