谁在跟风杜拉拉？

面目全非——这是我对电影《杜拉拉升职记》最为强烈的观后感。但是这并不代表影片的失败,反而,从另一个角度来说,能将一本基本理智朴实的职场小说幻化为一场华丽丽的时装剧加广告片,那也是本事了得。佩服的大有人在,所以电影＂杜拉拉＂比文本“杜拉拉”更红，“杜拉拉服装”又比“杜拉拉”红。红到癫狂。这么红，不值得人眼红吗？眼红之后，不值得思考吗？     

要技术还是要自己

＂先进＂和＂落后＂这一对概念,现在变成了暗示人失去自由程度的高低。     

早晨，37°2

我如果会喜欢一幅画，一定是画家有吸引我的特质，他画了什么，其实我不太在乎；电影也是一样的，我真正在乎的是导演是谁     

每个人心中都有一个绿巨人

我的小愿望是，我们心中的绿巨人，不肆意膨胀，不是一个简单得想要——更快、更高、更强的绿巨人.     

《话说中华服饰》高层专家研讨会落下帷幕

为期3天的百集大型电视系列片《话说由华服饰》高层专家研讨会与北京高层论坛3月28日在北京人民大会堂落下帷幕．来自国务院有关部委领导及首都文伦、艺术、影视、教育、新闻、服饰界顶级专家100余人就百集大型电视系列片《话说中华服饰》的总体定位、涵盖内容。剧本撰写、拍     

天水围的日与夜

这里有香港特别的社会现象，有着一个繁华城市里的哀伤角落。     

当他们谈论失败，他们谈什么

《教训》这本书,不是告诉人如何成功,而是提醒人避免失败,虽然创业者的思路和企业的机遇不尽相同,书里的道理未必就是金科玉律,但读者应该能够体会到它的善意。     

演出

百老汇悬疑惊悚喜剧《死亡陷阱》百老汇着名悬疑剧作家西德尼现已风光不再,江郎才尽的他正欲利熏心地窥视自己学生克里弗德创作的新剧——《死亡陷阱》,满心期待将此剧署上自己的名字以在百老汇重振雄风。     

1024

未来很可能存在于机器交互的界面中,但是大量的技术、伦理问题都要在人机交互的阶段解决。     

经济增长何以让人幸福

幸福是件主观的事情。当读到《幸福经济》这个书名的时候,人们更感兴趣的是什么样的经济会让人真正觉得幸福。     

图书馆绩效管理与绩效文化

针对图书馆绩效管理存在的问题,本文分析论证了绩效文化在绩效管理中的重要性,以及如何创建高绩效文化。     

企业效绩评价与经营者年薪挂钩研究

经营者年薪一般包括基本年薪和效益年薪两个部分。尽管全国各地普遍开展了经营者年薪制试点，但对年薪的确定很不规范，特别是对经营者经营业绩的评价缺乏科学手段。本文在运用企业效绩评价体系对经营者业绩进行科学评价的基础上，对如何确定经营者基本年薪和效益年薪，建立了一个基本模型，并选择了150户大型企业进行了模拟测算，使年薪制的实施具备了比较科学的技术基础。     

Skill and Performance

It is popular to assume that there is a link between skill and performance, yet the evidence is tenuous. Both terms defy simple definition and much current work aggregates findings, conflating firms that compete on the basis of skill with those that do not. This article provides a detailed review of the difficulties involved. Skill may indeed contribute to performance on the shop floor but the performance of the organization as a whole is not the same as that of the shop‐floor writ large, while soft skills are difficult to assess and judgments may be contaminated by prejudice. It concludes with suggestions for better research designs that could capture this relationship.     

REIT Advisor Performance

In this article, we examine whether the performance of real estate investment trusts (REITs) is correlated with advisor type. Seven categories of advisors are used in the analysis. All categories exhibit zero or negative performance measures and the average abnormal returns across advisor types are significantly different from each other. We conclude that advisor type is an important determinant of the returns realized by a REIT's shareholders. Additional analysis suggests that firm size and property location may partially explain REIT performance.     

Performance and consensus

Top management consensus on corporate objectives and on the competitive weapons employed to attain them was studied in 12 non-diversified public corporations. It was found that while agreement on both is associated positively with economic performance, agreement on means is significantly more important—in fact, agreement on goals without agreement on means correlates with poor performance. This suggests that strategy makers should concentrate on reaching consensus concerning means rather than ends (corporate goals) when formulating strategies for single-mission enterprises.     

Differentiating CREF Performance

We examine factors underlying the differences in commingled real estate fund (CREF) performance using a sample of 65 CREFs during 1985–2002. More than half of the individual CREFs underperformed the employed benchmark. However, portfolios of CREFs performed well in both up and down markets, smaller CREFs outperformed larger CREFs, and top performing CREFs continued to outperform. Differential CREF performance appears to be attributable to property selection, rather than allocation across real estate sectors. Liquidity-constrained CREFs exhibited lower risk. CREFs with large benchmark tracking error experienced inferior performance. These findings indicate important cross-sectional differences among CREFs and diversification opportunities for pensions employing multiple CREF investment strategies.     

Trust and Workplace Performance

Using European Company Survey data, this article explores the relationship between trust and establishment performance under works councils, on the one hand, and union bodies on the other. Trust is initially measured using the individual survey respondent's assessment of the ‘contribution’ of the other side. Although the rating of the employee representative is favoured over that of management as less subject to feedback from performance, the potential endogeneity of employee trust in management is also modelled. Next, a preferred inverse measure of trust (or dissonance) is constructed from the discrepancy between the assessments of the two sides of the quality of workplace industrial relations. Employee trust is associated throughout with improved establishment performance, and conversely for the dissonance counterpart. In their presence, neither type of workplace representation is superior to the other.     

绩效管理：重在三位一体

一个完整的绩效管理包括四个方面,即绩效计划,绩效实施与管理,绩效评估,绩效反馈面谈,是一个闭环循环系统。其基本目的是通过绩效管理不断纠正员工偏差,使之更称职,企业更优秀。目前,电力企业对绩效管理的认识还存在一定的偏差,往往把绩效评估等同于整个绩效管理,没能发挥绩效管理应有的作用。电力企业绩效指标体系的现状及存在的问题电力企业绩效指标体系现状一是绩效指标主要来源于上级单位下达的一些重要指标和目标,如三项责任制考核;二是企业内部一般有对部门的考核指标和制度,但考核内容多从自身角度出发,没有站在公司层面来考虑;三是…     

浅议绩效审计

绩效审计与传统审计的方法存在差异。绩效审计主要运用在宏观、微观两个方面,对完善干部考核、反腐倡廉、降低成本有积极意义。绩效审计应遵循重要性、实效性、可行性原则。