嘉陵集团推出星级班组管理模式

嘉陵集团公司十分注重抓班组建设,在2007年推出了星级班组管理模式。所谓星级班组就是按照现代企业对班组管理和建设的要求,重点是评价班组管理过程是否系统化、科学化。内容包括班组管理思想、班组管理组织、班组管     

关于班组标准化、规范化、程序化管理问题

企业推行班组标准化管理以来,攀钢集团冶材公司工会为＂全面夯实班组管理基础,着力提升企业员工素质,稳步增强公司发展动力＂,积极适应＂三级管理＂新要求,积极构建班组管理新机制,有力地推进了班组标准化建设,逐步实现了班组规范化管理。基层班组建设的进一步加强,切实提高了班组的战斗力和凝聚力,激发了广大班组职工的积极性、主动性和创造性。     

以案例为载体的班组管理经验萃取研究

如何将班组管理过程中长期积淀的经验、技术、方法沉淀和萃取出来,对于班组建设提升至关重要。本文介绍了国网安徽省电力有限公司培训中心结合电力企业班组工作的特点与多年管理实践,以案例为载体,通过对班组管理问题的梳理、开发主题的确定、典型管理事件的收集、案例的开发及试点应用,对班组管理经验进行了系统的萃取和总结,为班组建设提供了优质的培训资源,促进了班组优秀管理经验和班组先进管理方法的传承。     

班组建设打“个性牌”

安徽淮北矿业集团朱仙庄矿积极引入先进并消化班组管理经验,在推进班组建设过程中不搞"千人一面",而是根据班组需要,量身定制每个班组管理方法。实行"一班一诊、一班一策、一班一品",全面激发班组活力,班组建设打"个性牌"。该矿为实现班组的健康发展,成立了班组建设课题组,负责班组建设调研、理论研究、班组建设辅导以及管理总结提升等工作,为班组建设提供理论支撑和智力支持。开展"一班一诊",即针对班组在管理过程中出现的"病症",课题组及     

班组现场管理

班组现场管理是保证班组作业现场的各种生产要素进行合理配置和优化组合,经过生产过程的转换,按预定的现场作业目标实现产出的一系列管理活动的总称。区别班组现场管理与班组生产管理班组生产管理是班组根据企业、车间或部门下达到班组     

建设管理信息系统

<正>四川省达州电业局班组建设管理信息系统是一套集班组资料管理、技术管理、安全管理、班组文化、班组博客、班组考核、同业对标和对外信息发布于一体的管理系统。它以B/S"三层结构"技术为基础,通过信息化的技术手段,实现日常管理电子化、无纸化;班组考核网络化、流程化,从而减轻班组负担,提高工作效率,降低管理成本,激发了班组活力。     

班组管理特点:群众性、直接性、具体性、多元性管理基础知识概览(四)

班组管理是企业管理的基础,这是班组在企业组织结构中的地位所决定的.所以,企业管理的基本内容多数都需要在班组管理中体现与实现,也就构成了班组管理特点具有群众性、直接性、具体性和多元性的特点. (1)群众性.班组中的每个人虽然都是生产者,“人人参与”班组管理却是具有中国人自己特点的管理方式,这是源于“主人翁”的企业管理哲学思想所致.所以,班组成员既是班组管理的客体,也是班组管理的主体,由此班组管理是员工自己的管理,是员工集体的管理.     

班组建设与管理信息系统(升级版)

《班组建设与管理信息系统》是《现代班组》杂志社联合全国著名软件开发商,在原系统基础上,共同开发的专门用于企业班组建设信息管理软件系统的升级版。该系统以国务院国资委班组建设管理标准为依据,以班组建设管理平台为重点,以班组八大建设内容为核心,通过省公司、地市公司、县级公司、基层班组四级管理(可以灵活定制),实现了班组建设"上     

“五型”班组活动推进现代企业班组建设

班组管理是企业管理的基石。近几年来,随着瓦房店轴承集团公司的快速发展和企业管理体制改革的需要,班组建设工作也面临着新的机遇和挑战。长期以来,重视和加强班组建设一直是瓦轴集团公司的传统,具备了良好的班组管理的基础。在新的形势下,结合企业管理体制改革,推进现代班组建设,瓦轴集团公司在这方面进行了积极的探索和实践。     

化工生产类企业班组管理探讨

本文通过对化工生产类企业特点的分析,阐述了基层班组在企业生产中的作用,并对班组管理可能存在的四个方面内容,即生产管理、人员管理、安全管理及检查落实进行了详细的阐述,讨论了化工生产类企业班组管理可能存在的详细内容,通过阐述给企业班组管理提供了参考。     

石油施工企业“五型”班组建设实践分析与思考

石油施工企业＂五型＂班组创建活动在有效推进班组整体技能水平提高的同时,进一步推进了班组技能人才多元化,提高了基层班组执行力,以及队伍凝聚力和战斗力;进一步丰富了公司项目管理文化,提升了公司企业管理水平。通过对中国石油天然气第一建设公司＂五型＂班组创建活动专题调研,分析了该公司＂五型＂班组建设活动的新特点、新任务,探索了该公司＂五型＂班组建设实践的新途径、新方法,就是服务石油工程建设,全力打造一流诚信施工队伍;突出以人为本理念,提高工程服务水平;并提出有效推进＂五型＂班组创建活动是队伍素质建设的根本所在。     

修井质量基础管理的探索与实践

通过修井质量基础管理的现状分析,从转变干部职工的观念、推行班组质量员、“4321”管理方法、探索技能培训、提炼形成“质量分值考核法”的执行几个方面,进行修井质量基础管理的探索和实践。     

Management heterogeneity,competitive interaction groups,and firm performance

One of the fundamental problems in strategic management is to map a heterogeneous set of firms in an industry into subsets of firms within which firms are homogeneous in their conduct and performance. The strategic group concept provides an answer to this intriguing question. Researchers in strategic group theory argue that firms within the same strategic group are behaviorally similar and thus tend to compete more fiercely within the group than across groups. In this paper, we focus on the question whether firms within the same group show similar decision‐making characteristics. Strategic‐choice theorists argue that top management teams in firms have substantial discretion in determining the future strategic contour of firms. Upper‐echelon theorists also argue that top managers are the strategists who set the direction of firms and the pace of competition in the industry. Further, they argue that top management team characteristics are an important element that determines the market niche in which a firm competes and the strategic direction a firm follows. Based on these arguments, we expect that there will be a significant link between grouping of firms by the patterns of competitive interactions and grouping of firms by top management team heterogeneity. Moreover, we argue that the closer the TMT heterogeneity of a firm is to the dominant heterogeneity in the competitive interaction group, the better it performs. Copyright © 2000 John Wiley & Sons, Ltd.     

集团公司风险导向型内部审计体制构建与实践

为了给予集团公司又好又快发展起到保驾护航的作用,开滦集团构建实施了风险导向型内部审计体制。介绍了开滦集团"三位一体"的内部审计管理体制和风险导向的内部审计工作机制,实现了企业管理的内部审计全覆盖等实践经验。     

冀中能源集团精细化管理探索与实践

介绍了冀中能源集团精细化管理的发展脉络,分析其不同发展阶段的管控模式及使用"三集中五统一"手段进行管控的目标、现实意义、实施途径与效果,并结合精细化管理在企业内部的发育、形成、推广,提出了"要管控、多形式、有文化(或文化性)、可推广"的建议。     

The impact of team‐member exchange,differentiation, team commitment,and knowledge sharing on R&D project team performance

This paper integrates team‐member exchange (TMX), affective commitment, and knowledge sharing to examine how work unit TMX influences employees' R&D project team commitment and intention to share knowledge, and how team knowledge‐sharing intention and TMX differentiation influences team performance. The results support the relationships between work unit TMX and employees' intention to share knowledge and team commitment. In addition, the results show that work unit TMX increases intention to share knowledge through increasing group members' team commitment. At the group level, the results support the relationships between team knowledge‐sharing intention and team performance. The results also show that TMX differentiation moderates the relationship between work unit TMX and team performance. That is, greater work unit TMX is more likely to achieve higher team performance in a team with low TMX differentiation as opposed to a team with high TMX differentiation. Implications for theory building, future research, and R&D management are discussed.     

TF集团财务信息化问题探讨——用友ERP-NC软件应用

TF电力集团作为一个多元化的集团公司,原有的财务软件无法满足现行的工作需求,所以该集团自2009年5月开始正式应用了"用友NC集团财务系统"。"用友NC集团财务管理系统"在TF集团成功启动,标志着该公司的财务管理由"核算型"向"管理型"成功转变。此项目的实施伴随着企业的成长,为企业财务管理带来诸多便利。     

煤矿班组安全执行力研究

提高煤矿企业班组安全执行力,是提高煤矿安全生产水平的重要途径。通过对煤矿生产“三违”现象进行分析,得出“三违”现象的根本原因是安全执行力不够。首先对煤矿班组安全执行力概念及作用进行了阐述;其次,分析了影响煤矿班组安全执行力的主要因素;最后,针对影响因素分析结果,制定了提高煤矿班组安全执行力的措施。     

Procedural Justice Climate in New Product Development Teams: Antecedents and Consequences

With the increasing interest in the concept of justice in the group behavior literature, the procedural justice (PJ) climate attracts many researchers and practitioners from different fields. Nevertheless, the PJ climate is rarely addressed in the new product development (NPD) project team literature. Specifically, the technology and innovation management (TIM) literature provides little about what the PJ climate is, its nature and benefits, and how it works in NPD project teams. Also, few studies investigate the antecedents and consequences of the PJ climate in NPD teams enhancing the understanding of this concept from a practical perspective. This paper discusses the PJ climate theory in a NPD team context and empirically demonstrates how team members' positive collective perceptions of a PJ climate can be developed and how a PJ climate influences a project's performance in NPD teams. In particular, team culture values including employee orientation, customer orientation, systematic management control, innovativeness, and social responsibility were investigated as antecedents, and team learning, speed to market, and market success of new products were studied as outcomes of PJ climate in this paper. By studying 83 NPD project teams it was found on the basis of using partial least squares (PLS) method that (1) the level of employee, customer and innovativeness orientation as well as systematic management control during the project had a positive impact on developing a PJ climate in an NPD team; (2) a PJ climate positively affects team learning and product development time (i.e., speed to market); and (3) team learning and speed to market mediate the relations between the PJ climate and new product success (NPS). Based on the findings, this paper suggests that managers should enhance the PJ climate and team culture in the project team to enhance team learning and to develop products faster. In particular, managers should (1) open a discussion forum among people and create a dialogue for people who disagree with the other project team members rather than dictating or emposing others ideas to them, (2) facilitate information searching and collecting mechanisms to make decisions effectively and to clarify uncertainties, and (3) allow team members to challange project‐related ideas and decisions and modify them with consensus. Also, to enhance the PJ climate during the project, managers should (1) respect and listen to all team members' ideas and try to understand why they are sometimes in opposition, (2) define team members' task boundaries and clarify project norms and project goals, and (3) set knowledge‐questioning values by facilitating team members to try out new ideas and seek out new ways to do things.     

实施项目组标准化建设 提高外出队伍HSE管理水平

针对单位外出检测队伍工作点多、线长、面广,又有高温高压、有毒有害、野外施工、环境复杂、连续作业等特点,以及安全风险高的实际情况,就单位以项目组形式加强外出队伍管理,开展标准化项目组建设进行了探索。通过管理创新与实施,有效地提高了外出队伍的本质化安全管理水平,实现了安全生产零事故的工作目标。