Professionalisierungs- und Entwicklungsstrategien für ein innovatives Personalmanagement

Based on the fact of an increasing dynamic and complexity of environmental changes organizations are confronted with huge challenges not least concerning Human Resource Management (HRM). Therefore the present paper deals with the concrete arrangement of the HRM of organizations in a situation like those described. Starting with the results of an empirical study, different orientations of HRM could be discovered in the organizations reviewed. Three types of organizations were found. Depending on these types HRM instruments are emphasized differently as to competency development inside the organization. The types can be described as follow: 1^st the personal appraisal type, 2^nd the personnel planning type and 3^rd the personnel selection type. Taking this differentiation as a starting point, divergent preferences in the frequencies of usage and the evaluation of HRM instruments can be assessed. Potentials and thresholds of organizational learning in HRM are discussed finally against the background of this knowledge.     

The impact of national culture and type of entrepreneurs on outsourcing

In this paper, we seek to address two important questions. First, why do companies outsource to countries with intensive entrepreneurial activities? Second, we examine the relationship between entrepreneurs and outsourcing success. We argue that national cultures determine the types of entrepreneurs that are more common in a country. We contend that the type of entrepreneurs, promoters versus trustees, influences outsourcing success. Specifically, we propose that promoters tend to outsource more and find an exit strategy faster, but are also more likely to select the wrong vendor than trustees.     

厢式货车配载的初步方法

厢式货车在现代物流运输中占有很重要的地位,本文对目前运输过程中的几类厢式货车进行了说明与比较。介绍了厢式货车的类型与功能,运输过程中的优点。因为厢式货车的车门开启位置决定了装卸货物的方式,所以本文重点说明了在不同的车门开启情况下,应如何配装货物更加的方便。分别针对单车门、双车门、多车门不同情况采用视图的方式清楚的给出了配装方案,并举实际例子进行说明。最后指出车门的设置应根据需要来选择,对物流公司的运输以及货车的选择具有指导意义。     

普通铣床铣削键槽的加工方法与技巧

键是机械联接中常用的标准件,键的选择是机械设计中一项重要工作,键的选择包括类型选择和尺寸选择两个方面,键的类型应根据键联接的结构特点、使用要求和工作条件来选择;键的尺寸则按符合标准规格和强度要求来取定。键的加工方法种类多种多样,在专用设备上或在普通机床上均可加工本文讲述的就是在普通铣床上加工方法。     

Sensemaking in organisations — towards a conceptual framework for understanding strategic change

When an organisation is facing dramatic change, shared and individual meanings are challenged and exposed to reconstruction. Thus, if we are to understand organisational change it is necessary to understand the meanings that prevail among the organisational members, as well as the processes whereby these meanings change and coincide. This paper develops a sensemaking perspective in order to generate a conceptual framework for increasing our understanding of strategic change in organisations. Four ideal types of meaning constitute the core of this framework. With the help of these ideal types, various meaning statuses that may be present within an organisation are described. In order to grasp the transformations from one ideal type of meaning to another, four processes of transformation are identified. A strategic change process in a university hospital is analysed. In this change process different ideal types of meaning are identified. A process of a transformation from one ideal type to another, driven by strong and powerful symbolic processes, is also identified.     

Random utility demand models and service location

This paper considers the problem of the optimal location of facilities when the demand behavior is described by a random utility choice model. By means of duality theory of mathematical programming, it is shown how a wide family of such problems can be mapped into an entropy maximizing problem, which is usually easy to solve numerically. Theory and methods are discussed in details for the problem of locating a single type of facilities, and the extension to some kinds of systems with many types of facilities is outlined.     

A typology of de-coupling strategies in mixed services

A typology of a class of service systems is proposed. The typology links strategic operational objectives to the decision to de-couple work between the front and back offices of a service system. Four specific ideal types of a strategy/de-coupling mix are described; each of which has distinct operational, marketing and human resource ramifications. A type that has had significant representation in traditional literature is the “Cost Leader” type, where back-office activities are de-coupled from the front office for the purpose of lowering costs. Another traditional type representative of the craftsman legacy is the “Personal Service” type, which retains back-office tasks in the front office to pursue non-cost-oriented strategic goals. Theoretical and empirical evidence is also given for two non-traditional types: the “Kiosk” type, where all tasks remain in the front office to achieve lower costs, and the “Focused Professional” type, which de-couples front- and back-office activities to enable front-office workers to provide higher service, rather than to reduce costs. Empirically, retail bank lending systems are analyzed to support the typology.     

查尔斯·汉迪组织文化类型评价及现实划分

查尔斯·汉迪从理论上将组织文化类型分为三种,其划分依据主要是组织机构及管理理论。现实中存在诸如员工士气、人员流失、官僚主义、缺乏沟通、环境动荡、搭便车等问题怎样有效解决,这些实际问题还有赖于我们从实际出发对组织文化作现实划分。     

When does defection pay?

The present paper investigates cluster adjustment to changing economic environments by focussing on the role and stability of institutional arrangements in their local culture. It postulates two idealtypical local cultures where firms act in the common (collective) or in their own interest (egoistic). By comparing adjustment performance and stability for both types, the model finds that clusters in very volatile environments are unlikely to exhibit collective local cultures as these are unstable and provide only limited benefits for adjustment performance. Clusters facing more stable environments are more likely to show collective local cultures as these increase adjustment performance and are more stable against individual defection. Both findings suggest that collective local cultures in clusters can be relatively stable for limited environment volatility.     

知识产品在线定制的交易成本分析及其治理机制研究

近期国内外出现了一批专注于知识产品定制交易的在线市场。虽然这些在线市场可以降低交易双方的搜索成本,但面临着由各种因素引发的高交易成本的挑战。文章从知识产品在线定制交易的特点出发,刻画了此类交易中主要的交易成本因素,构造了一个交易成本分析框架,并基于该框架讨论了可用的交易成本治理机制,最后观察了国内外三个典型的知识产品在线定制市场的交易成本治理实践。文章为知识产品在线定制的市场设计和管理提供了理论指导和实践经验。     

Time banditry: Examining the purloining of time in organizations

Time banditry, a variant of counterproductive work behavior, is defined as the propensity of employees to engage in non-work related activities during work time. We extend past research on time banditry in two ways. First, we develop a model of time banditry. It is posited that a significant number of employees engage in time banditry despite their level of engagement with their job and even when productivity levels remain at an acceptable level. Implications of the model are described and testable propositions are developed. Second, we suggest that time bandits as a group are not monolithic, but instead there are at least four types of bandits. Supervisors need to manage each type with different human resource management practices.     

Types of organizational decision processes

Seventy-eight case studies of decision making were profiled to identify the nature of the process. Analysis revealed evaluative, historical model, off-the-shelf, search, and nova process types. These processes differ in their approach to idea generation, the guarantors applied, and process-management rationale. Variations in each type are described to lay out the distinctions between the processes. The study found that managers do not use the normative methods prescribed by scholars for good decision making. Most decision processes were found to be solution centered, which seemed to restrict innovation, limit the number of alternatives considered, and perpetuate the use of questionable tactics.     

Socio-Cultural Values and Organizational Culture

SUMMARY

This exploratory study examines if certain dimensions of the socio-cultural values could explain certain types of organizational culture. The proposition merits investigation because it has important implications for local as well as international and global companies. The study first investigates employees' perceptions of the existing and preferred cultural orientations in four Jordanian organizations, and then it compares the results with other studies conducted in other cultures (American and South African). In Jordan data were collected by means of Harrison and Stokes survey for diagnosing organizational culture, the same instrument used in the USA and in South Africa. The study concludes by suggesting that in certain countries the national culture's effects may appear in a particular dominant organizational culture, that is desired by the management, but not actually preferred by employees. This implies that it is more beneficial for international and transnational corporations to develop “strong” cultures rather than to encourage local units to adapt to their national cultures.     

TRANSACTION COSTS, CLANS AND CORPORATE CULTURE

For a long time it has been recognized that traditional bureaucratic modes of control are not very efficient in many highly uncertain, rapidly changing or otherwise troublesome situations. Inspired by transaction cost thinking different authors have suggested that clan form control or certain types of corporate cultures should do better in these circumstances. Among these, Ouchi (1980) and Wilkins and Ouchi (1983) stand clearly in the foreground and the transaction cost related clan developed by these authors is discussed at length in the article. Further we examine some empirical case studies indicating that other types of mechanisms than suggested by transaction cost reasoning seem to be involved. As a result we propose an extension of the clan concept to include three different kinds of clans: (1) the Economic-co-operative Clan, (2) the Social-integrative Clan, and (3) the Blood-kinship Clan. Next we discuss how clans or local cultures become established, including the possibilities for management to develop these kinds of patterns intentionally. Finally we set up some tentative hypotheses concerning the significance of‘economic’and ‘social’types of clans in ambiguous situations and the limits of the ideas of the transaction cost approach in explaining complex exchange issues in organizations.     

把握性格类型,做策略型礼仪培训师

本文旨在通过对不同性格类型人群的分析与研究,提出在有关礼仪培训过程中,培训师的应对策略。性格类型有:完美型、力量型、活泼型以及和平型。本文针对各种性格类型的受训人群,进行了优缺点的分析,并给出了相应的培训策略,从而更好地提升培训效果。     

Impact of Carbon Dioxide Emissions Reduction on the Austrian Economy

A linked econometric input–output (IO) model of the Austrian economy with an energy block is used in this study to assess the sectoral effects of carbon dioxide emissions reduction. The energy block and the other commodities are linked by a partitioned IO model. Energy demand is described using aggregate energy demand equations, by activities and subdemand systems of the translog type for different fuel types. The conversion of energy is modelled using an IO model of the energy sector. Measures for carbon dioxide reduction from detailed expert studies are introduced in the energy model and in the econometric model. The primary impacts are on energy demand, fuel shares and investment in new energy technologies. The simulation results of the partitioned IO model show different impacts on gross output, GDP and employment.     

Understanding and classifying the role of design demonstrators in scientific exploration

This paper describes the development of a model for classifying the different type of ‘design demonstrator’ that might be used in translating scientific activity from the laboratory to the market. Two detailed case studies are described in which designers worked closely with scientists. In one of the projects, the scientists were seeking to commercialise their research. In the other, the research was at an early stage and the scientists had not considered commercialisation. Different types of physical artefact produced in these collaborative projects were analysed to identify the extent to which they might contribute to science, technology, application or market. Evidence indicates that demonstrators might fulfil multiple purposes and that the translation from science to market is more complicated than is often shown in linear models. An original classification of the role of demonstrators through this journey is provided.     

The Relationships Between Adhocracy and Clan Cultures and Tacit Oriented KM Strategy

Abstract

In this study knowledge is considered as explicit and tacit; and in line with this, knowledge management strategy that focuses on tacit knowledge is identified as tacit oriented knowledge management strategy. Organizational culture, which is one of the crucial antecedents of knowledge management process, is categorized into four types by using two dimensions—external versus internal orientation and formal versus informal organizational process—as adhocracy, clan, market and hierarchy. And the relationships between adhocracy, and clan culture and tacit oriented knowledge management strategy are investigated. Also the industrial environment hostility is used as a moderator between adhocracy and clan cultures, and tacit oriented knowledge management strategy.

According to the regression analyses, adhocracy and clan cultures have positive effects on tacit oriented knowledge management strategy; and the impact (magnitude) of adhocracy culture is approximately the same as the clan culture on tacit oriented knowledge management strategy. Also it was found that greater industry environment hostility, the greater relationship between adhocracy and clan cultures, and tacit oriented knowledge management Strategy.     

智能卡在学生信息管理系统中的应用比较

智能卡技术是在最近几年来发展的一项比较新的技术,智能卡学生信息管理系统是一种高新的技术,并且也是管理系统的一种类型。智能卡分接触式和非接触式两类,通过两类卡在学生信息管理系统中的应用,比较出两类卡在应用实现以及使用中的不同。     

福建闽清“宏琳厝”建筑文化浅析

本文以福建闽清"宏琳厝"古民居建筑为主体对象进行研究,分析其建筑风水文化和建筑符号文化。从风水学角度分析其房屋座向和基址的选择,及从建筑构造阐述其特殊的建筑符号文化信息。