事业单位财务管理问题及对策

当前,事业单位普遍存在财务管理职能弱化、财经纪律松弛、会计信息失真等问题,致使国有资产流失严重.应从增强法律观念、依法理财,加强财会人员队伍建设,严格履行职责,强化预算管理,严格履行财务制度,推行民族理财,加强公众监督上加以应对,以抑制资产的浪费.     

对银行的流动性风险管理问题的思考

一直以来,流动性风险被称为银行最致命的风险,在银行的经营管理中流动性风险管理更是占有极其重要的地位。可目前银行的流动性风险管理的现状实在令人担忧,因此,如何有效地管理流动性风险就成为当前银行风险管理的核心内容。本文从流动性风险入手,着重阐述了当前银行的流动性风险管理现状,并提出一些应对策略,力图提高银行抵御流动性风险的能力,以供参考。     

Strategic transformation as the essential last step in the process of business turnaround

Just over a decade ago, the work of strategic management scholars helped to broaden the perspectives of executives caught in the throes of declining organizational performance. In addition to the traditional turnaround options that stabilized financial performance, managers were shown approaches that they could deploy to reduce the chances of a recurrence of the turnaround situation. This article updates the progress that has since been made in understanding the turnaround process. Further, we look at an ambitious approach to redirecting the strategies of a reemerging company toward a more promising competitive position, as the essential last step in the process of business turnaround. Called strategic transformation, this approach to reformulating strategy cultivates company growth in strong or emerging markets.     

Mutual adaptation in buyer-supplier relationships

In buyer-supplier relationships, effective partnerships require mutual adaptation to execute strategies effectively. Using LISREL, we test a model of relational exchange factors that includes dependence, joint action and trust and their influence on the mutual adaptation of supplier and buyer firms in the U.S. automotive industry. The results of the study indicate that both economic and social dimensions of the relationship impact mutual adaptation, but that these two are not necessarily complementary. Specifically, supplier adaptation is negatively impacted by trust between supplier and buyer, but positively impacted by dependence and joint action. Buyer adaptation, on the other hand, is positively impacted by trust between the two, joint action and the adaptation undertaken by the supplier. The negative relationship between trust and supplier adaptation may be symptomatic of deeper issues in the U.S. automotive industry that should merit concern.     

Corporate Community Involvement and Local Institutions: Two Case Studies From the Mining Industry in Tanzania

Corporate community involvement contributes capital or resources in various forms to a community. However, such involvement may also influence local institutions that determine how well these resources are used, that is, the extent to which they are used to promote the public good rather than being subject to private capture. For community involvement to have a beneficial effect on local development, corporations need to consider their impact on local institutions. Presented in this article are two case studies from Tanzania that illustrate how community involvement activities of two mining firms have resulted in misappropriation of and conflict over corporate community involvement funds. It is argued that corporations need an analytical approach that integrates a differentiated stakeholder approach with institutional theory to contribute to local development in poor communities.     

中长期政策环境下的广西建筑设计单位应对策略

在我国经济转型时期,企业或者其他类型经营实体的发展在很大程度上根植于外部政策环境,而经济政策环境又主要取决于经济形势及隐藏在其中的经济问题。近年来,应对短期经济形势的政策环境发生了剧烈的变化。许多市场主体包括广西建筑设计单位的关注点从中长期转向了短期,但短期政策环境终究会回归到中长期政策环境。探讨了广西建筑设计单位作为特定区域内技术服务型单位寻求在中长期政策环境下的应对策略,具有一定实践指导意义。     

Revisiting the Business Environment at the Bottom of the Pyramid (BOP)—From Theoretical Considerations to Practical Realities

ABSTRACT

The area of constraints that firms face when conducting business in difficult environments, such as the bottom of the pyramid (BOP), has been subject to scrutiny in international business. While there has been a general discussion of constraints that firms face in doing business at the BOP, there has been limited effort to constantly revisit these issues in view of the dynamic environment that makes up the BOP. The author critically reexamines the impediments that firms face operating at the BOP with the view of identifying coping strategies used to mitigate the impact of these impediments within a BOP context and their practical, social, and policy implications. Previous studies focus on constraints at the expense of coping strategies and implications. This Zimbabwean study provides a contrasting perspective. Key findings include the identification of changing nature of impediments that are embedded in the BOP context and dynamic coping strategies used by firms to minimize the negative impact of these impediments. The author provides practical, social, and policy implications that can be used to expand insights into the importance of understanding the changing nature of impediments faced by firms at the BOP and the subsequent coping strategies used.     

新技术性贸易壁垒对辽宁出口贸易的影响及行业协会对策

自金融危机以来,为了保护本国市场和贸易利益,技术性贸易壁垒被各国在贸易中广泛采用,并且出现了一些前所未有的新动向和新特点。通过研究主要贸易伙伴国技术性贸易壁垒的新动向和新特点,客观地分析新技术性贸易壁垒对辽宁出口贸易产生的影响,并且从辽宁行业协会角度给出了行之有效的对策建议。     

青藏高原及其周边地区的雪崩灾害及应对策略研究

雪崩灾害严重制约着青藏高原及其周边地区的社会及经济发展,并对这些地区的人民生命财产构成了现实威胁。其主要对交通运输业、旅游休闲、城镇及居民点以及采矿业产生危害。随着近年来人口增加、川藏铁路的修建以及旅游休闲活动的蓬勃发展,雪崩灾害的危害程度有上升趋势。为了更好地应对雪崩灾害,本文从雪崩灾害管理及工程防治方面提出建议：加强雪崩知识的普及,培养专业人才;开展雪崩监测,合理规划土地利用;加强预测预警,主动消除雪崩危险;因地制宜,修建雪崩防治工程。     

煤炭企业战略性人力资源管理的特征与对策

煤炭企业战略性人力资源管理具有关键性、开发性、整体性、系统性和竞争性特征。煤炭企业实施战略性人力资源管理应树立“以人为本”的战略管理思想,组建战略性人力资源管理机构,完善人才选聘机制,加强效绩考核管理,建立有效的激励机制,加强战略性的员工培训和开发。     

The market within: A marketing approach to creating and developing high-value employment relationships

In the battle for high-value talent, managers need to think like marketers, creating job offerings and employment relationships that provide mutual value for firms and their employees. This article provides a 3-stage framework for the application of marketing techniques to the recruitment and retention of high-value employees. In the first stage, the 4Ps of the marketing mix are used to create compelling job offerings that attract high-value employees. In the second stage, firms use relationship marketing concepts to build long-lasting employment relationships that create mutual value for the firm and its employees. The third stage involves the outcomes of high-value employment relationships, which include greater employee commitment and satisfaction, which then lead to greater employee advocacy of the firm and lower levels of employee turnover. The ultimate proposed outcomes of this approach are increased performance and stability of the firm.