Muggers and Other Progressives

Is crime caused by free-market capitalism? Economist Dr Steven Plaut tilts at Marxist sociologist Professor David Greenberg's ‘crank anthropology’ that passes for social science.     

应对金融危机:短期与中长期结合的思考

为应对全球性的金融危机,在分析当前经济形势时,必须要有短期与中长期结合的视角。原因是中国经济融入全球经济一体之中,中长期对经济体制改革制度创新的积极作用和促进市场供求的平衡。结合的具体方法,即重视新型的城镇化;坚持新型工业化道路;强调市场化方向的制度改革与创新;推进国际化,走向良性发展轨道。在结合过程中,要关注制定好短期措施;处理好政府与市场的关系;用中长期规范管理制约短期应急管理中的问题。     

实施百项目标的实践与思考

融入中心促发展,进入管理起作用,是冀中股份邢台矿几届矿党委一直思考的问题。本文通过对该矿百项目标形成的过程,以时间为维度进行系统梳理,从而探索出该矿党委在发展思路、具体措施方面的转变和思考,为进一步开展党建工作提供依据。     

Christian economics at the origin

The New Testament contained copious information on how Jesus and the Apostles managed their households and personal finances. Christian economics originated in references made by Jesus, Paul, and Peter to oikonomia. Peter in Jerusalem introduced the incipient practice of Christian oikonomia through dispensing welfare, and Christians in Rome unfolded oikonomia when they acquired the catacombs. The funding and owning of built structures transformed Christianity from a private collective to a corporate institution. Constantine the Great marked this transition when he designated the recipient of a substantial endowment as the Corpus Christianorum. A trajectory that began in New Testament oikonomia concluded when Christianity had become an institutional actor in the economic sphere.     

如何建立明确的营销团队目标

针对营销团队建设中出现团队前进方向模糊,提出了明确营销团队目标应具有的特征,确定营销团队领导的作用,最后对如何达成营销团队共同目标进行了探讨。     

足球队通过ISO9001得分

亚历汉德罗·陶鲁梅斯是墨西哥QMI审核公司的主任审核员,他同时也在墨西哥城的泛美大学任教,在这所大学,他曾获得过工业工程学士学位.     

克里斯汀·迪奥：短暂而永恒的十年

举世闻名的法国服装设计师克里斯汀·拉克鲁瓦在年幼时,家人曾问到他长大后做什么,他骄傲地说:"我要做克里斯汀·迪奥."由此可见,"克里斯汀·迪奥"在法国的影响非同寻常.     

现代公司理财目标的讨论

与国外理财目标一致性不同的是，我国公司理财目标一直存在较大争议。对各种理财目标分析后发现，公司理财应该是公司战略部署的重要组成部分，理财目标选择需要考虑多种因素，从多个角度进行。     

高等学校教学目标的设计要体现发展性理论

本文依据发展性教学理论对高等学校教师在设计教学目标时应具有的教学观念、教学内容、教学思想及学生的最近发展区域等问题,阐述了自己的观点。     

制造企业信息化系统建设的规划及目标

信息化建设过程是一个企业管理革新和业务流程优化的契机;通过信息化的建设改善企业业务流程,并将其固化下来,有利于企业的长远发展;本文在探讨现有制造企业信息化系统存在问题的基础上,对信息化系统建设的规划及目标提出了一些具体方案和建议。     

The Role of Goals and Feedback in Incentivizing Performance

In this paper, we experimentally investigate how goal setting and feedback policies affect work performance. In particular, we study the effects of (i) absolute performance feedback, (ii) self‐specified goals, and (iii) exogenous goals and relative performance feedback. Our results show that the average performance of the subjects who are provided self‐performance feedback is 11% lower than the ones who obtain no feedback. Moreover, setting a non‐binding personal goal does not affect performance. Finally, assigning an exogenous goal and providing relative performance feedback decreases performance by 8%. We discuss the insights our findings offer for the optimal design of goal setting and feedback mechanisms. Copyright © 2015 John Wiley & Sons, Ltd.