Building innovative teams: Leadership strategies across the various stages of team development

Globalization, advances in technology, and shifting consumer preferences affect almost everyone. Because of pressures from the external environment, organizations face rapid and constant change. The nature of work has become complicated; it is difficult for individuals to achieve much on their own. Consequently, organizations rely heavily on expert, innovative work teams. These highly evolved teams do not develop overnight; rather, they evolve and develop in stages, and the team’s leadership must change over time. In this article, I present the building blocks of team innovation, outline the internal processes that lie at the core of innovative performance, and provide critical leadership strategies for each stage of team development. I conclude with implications for developing leaders with the capabilities to nurture and build innovative teams.     

Compose the New Chapter For the Foreign HR Service

An Interview with the Secretary-General ofChina Association of Foreign Service Trades, Zhao Naizhen In the 21st century,China has become a powerful engine to promote the world economy.Confront-ing with the world-class competitions,Chinese industries will deal with theunprecedented challenges and oppor-tunities.China's entry into WTO alsoleads us to a boundless business envi-     

如何形成团队凝聚力

行为区让你用团队成员的眼光看待事情,了解他们的需要和喜好;行为区也鼓励你去对其他人的本性和喜好充满好奇,并尽可能接纳它们.一旦你做到了这点,你会发现他们会反过来接纳你.     

人力资源管理与连锁超市核心竞争力

在当代企业的竞争中,比利润更重要的是市场份额,比市场份额更重要的是竞争优势,比竞争优势更重要的是核心竞争力,企业竞争最终是核心竞争力的竞争.根据麦肯锡咨询公司的观点,核心竞争力是指组织内部一系列互补的技能和知识的结合,它具有使一项或多项业务达到竞争领域一流水平、具有明显优势的能力.简单地说,就是企业在经营过程中形成的不易被竞争对手效仿的、能带来超额利润的独特能力.其本质内涵是让消费者得到真正高于竞争对手的不可替代的价值、产品、服务和文化.可以看出,核心竞争力是一个系统的概念,它是对企业各方面能力(技术能力、生产能力和营销能力等)的整合.这种整合只能依靠管理来完成,而人力资源管理以其增值性和难复制性扮演着更为重要的角色.     

案例教学在高职人力资源课程中的应用分析

随着我国经济的快速发展,对生产、管理等一线的高级技术应用型人才的需求也越来越大。而高职院校正是以培养应用型、技术型人才为其办学宗旨,因此注重对高职院校学生相关职业能力的培养也越来越迫切。本文结合人力资源课程的教学,探讨如何通过案例教学来培养学生的相关职业技能,以使学生更好地适应未来人才市场竞争的需要。     

The role of the corporate HR function in global talent management

We currently know little of the role of the corporate human resource (HR) function in multinational corporations regarding global talent management (GTM). GTM is explored here from two perspectives: increasing global competition for talent, and new forms of international mobility. The first considers the mechanisms of GTM, and the second, individual willingness to be mobile, especially in emerging markets, and the organizational capability needed to manage this talent. New corporate HR roles are identified which show how these issues might be addressed. We then advance our understanding of GTM theory and practice by considering the major future challenges facing corporate HR.     

Legitimacy of team rewards: Analyzing legitimacy as a condition for the effectiveness of team incentive designs

This article illustrates how the legitimacy of pay and evaluation processes in teams affect the effectiveness of team-based incentive designs in organizational work teams. We present a theoretical model of the development of legitimacy in team-based incentive designs and propose that the development of legitimacy for both pay dispersion in teams (i.e., difference in allocations of incentives among team members) and for the use of interdependent evaluations of performance promote team effectiveness. Our model introduces a new perspective to theorize about the conditions under which team rewards are an effective incentive design.     

Customer retention in sports organization marketing: examining the impact of team identification and satisfaction with team performance

Over the past two decades, relationship marketing efforts have assumed a prominent role in sports organization marketing. A sports organization that successfully implements relationship marketing programmes is able to develop long‐term relationships with its fans, thus increasing the likelihood of customer retention. This study examines customer retention in sports organization marketing by considering the impact of team identification and satisfaction with team performance on four fan consumption behaviours: in‐person attendance, media‐based attendance, purchase of team merchandise and word‐of‐mouth communication related to the team. Survey data were collected from 300 fans of more than 40 professional and collegiate teams involved in seven sports. Results suggest that both team identification and satisfaction with team performance impact multiple consumption behaviours, as represented by fans' intentions to engage in future consumption. Team identification was found to have the greater impact on consumption behaviours, suggesting that a sports organization's continuing efforts to bond with its fans may provide greater benefits than efforts to improve the team's competitive performance.     

以优秀的营销团队拓展市场

新中国要有自己的汽车工业，这是全国人民和共和国第一代领导人的共同心声。1953年，毛泽东主席亲笔命名并题写“第一汽车制造厂奠基纪念”，一代伟人赋予了一汽第一的使命。由伟人亲笔命名的“解放”卡车，作为中国人制造的第一辆汽车，从此引领了中国汽车产业的滚滚东流。     

浅谈高校图书馆勤工助学队伍管理

本文论述了勤工助学工作对高校图书馆的重要意义,并通过勤工助学工作在南京交通职业技术学院几年来的开展情况,深入分析了勤工助学中存在的问题,并提出了相应的对策.     

从三欣会看团队精神打造

随着市场经济飞速发展,行业竞争不断加剧,打造强有力的团队精神,已经越来越成为企业团队建设和管理的关键。团队精神,简而言之即大局意识、协作精神和服务精神的集中体现,其基础是尊重个人的兴趣和成就,核心是为了共同的愿景而协同合作,反映个体与集体利益的相互统一,促使企业实现高效率运转。     

强化会计队伍建设措施分析

文章通过分析目前会计人员队伍现状及存在的主要问题,提出加强会计人员队伍建设的对策和建议.     

Building and sustaining profitable customer loyalty for the 21st century

The concept of customer loyalty is conspicuous by it's ubiquity. Therefore, there is no surprise that it is one of the most widely studied areas by researchers and one of the most widely implemented marketing initiatives by practitioners. This article draws upon past research to review important findings related to customer behavior and attitude in the context of customer loyalty. Further, research related to linking loyalty to profitability and forward looking metric such as the customer lifetime value is reviewed to propose a conceptual framework for building and sustaining loyalty and profitability simultaneously at individual customer level. A two-tiered rewards structure is presented as a means for marketers to operationalize the framework. The conceptual framework hopes to serve as a platform to understand the evolving dominant logic of loyalty programs for building and sustaining loyalty in the twenty first century as well as induce further research in that direction.     

团队管理模式下的高校班级管理研究

本文将团队管理基本理论应用于高校班级管理,探索高校管理新模式,培养学生团队意识,提高学生协作能力,提高班级管理效率.     

区域协调发展中人力资源开发与合作的矛盾与冲突

重视区域协调发展,必须把区域人力资源开发与合作放在重要位置.加强区域人力资源开发与合作是促进区域协调发展的重要途径之一.我国区域人力资源的开发与合作存在诸多矛盾与冲突,必须建立一种市场化与政府引导相结合的新机制,缓解和消除区域人力资源开发与合作问题上的不和谐因素,强化合作利益、共享政策,让不同区域共同分享人力资源开发与合作的成果.     

企业团队精神构建之我见

随着科学技术的迅猛发展及公众消费需求的多元化,对产品创新活动的需要越来越高,过去那种单凭个人依靠一种学科的专业知识和一方面的特长就能自始自终独立完成的创新活动已越来越少,协作性与整体性是社会化大生产发展的必然要求和重要体现。因此,企业在经营、创新、发展中,构建团队精神、历练协作精神就成为企业生存与发展的必要条件之一。     

Building the NAFTA Railway

Abstract

The key but too often overlooked link between firms and communities in the emerging NAFTA economy is transportation. Cross-border investment, trade, competition and cooperation are dependent on the restructuring of the U.S., Mexican and Canadian transport systems into a tightly integrated, efficient network. The paper examines the role of transport industries in the NAFTA economy, focusing particularly on a case study of the strategies of the Kansas City Southern Railway to become the “NAFTA Railway” to compete in the North American economy and the implications of these efforts for the firms involved, government transport policies, and the North American economy.     

Ethical Stances: the Perceptions of Accountancy and HR Specialists of Ethical Conundrums at Work

This paper explores how managers and professionals from two functional areas, finance and accountancy and human resource management, perceive, think about and act upon ethical conundrums at work. The study is based on 43 interviews in which respondents were asked to report on ethical issues and incidents they had experienced at work. A conceptual framework is presented which is used to analyse the critical incidents.     

Benchmarking the HR practices of an engineering institute with public sector industry for performance enhancement

This study has been undertaken to compare the human resource development climate (HRDC) in an engineering institute with that of public sector industry in India, based on seven dimensions reflecting the nature of HRDC, and making suggestions to improve the HRDC in the institute. A sample size of 100 individuals each from the public sector and the institute was selected on a proportionate representative random sampling basis. Besides the mean and standard deviation, t‐test test has been carried out to test the hypothesis, which investigates the difference applicable to HRDC. Based on the results, suggestions are made to enhance the HRD mechanisms of the engineering institute.     

论高校图书馆"学科馆员"队伍建设

本文从高校图书馆建立"学科馆员"制度的现实性和紧迫性出发,在结合高校书馆人力资源现状的基础上提出:通过管理创新,构建高校人力资源的开放系统是培养"学科馆员"队伍的前提;建立行之有效的人员选拔和培训制度是"学科馆员"制度得以顺利实施的关键:人才引进是"学科馆员"制度能够深入发展的保障.