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“企业审美化”作为一个独立的命题,这在我国管理学界与经济学界尚无先例,而在西方经济管理学界这也同样是一个近年来比较受关注的热门议题。笔者认为将审美化发展问题纳入企业管理研究的范畴当中具有理论和实践方面的双重意义。 相似文献
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我国企业全面预算管理的现状及改进建议 总被引:2,自引:0,他引:2
西方企业从20世纪20年代开始运用全面预算管理整合企业管理,积累了丰富经验,随着西方管理会计理论引入我国,全面预算管理的理论和方法开始在我国企业中得到应用。 相似文献
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浅谈企业管理中的企业文化建设 总被引:1,自引:0,他引:1
徐静 《中国商贸:销售与市场营销培训》2011,(5X):80-81
在20世纪80年代初期,第一次出现了企业文化管理理论,由于这一理论对于企业管理的重要性,吸引了许多的知名学者和企业家开始研究这一理论,并且逐步的将它运用到企业管理的实践中。这一理论开始进入我国管理学者的视野是在20世纪80年代末期,虽然有一部分有着卓越见识的企业领导者意识到这一理论对于企业管理的重要性,并且开始在自己的企业实行这一理论,但是大多数我国的企业管理者仍然对于这一理论比较陌生,甚至会产生误解。所以本文通过对企业文化的定义、内涵、目前所出现的问题以及企业文化该怎么进行建设浅析,能够对企业有一定的借鉴意义。 相似文献
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企业管理是一个极富艺术性和创造性的领域,长期以来,西方发达国家的管理学者和企业管理者总结出众多先进的企业管理理论与方法。尤其是20世纪80年代以来,新的管理理论与方法更是层出不穷。而我国企业对最近20多年来西方流行的管理理论与方法缺乏有效的了解。因此,面对竞争我国企业提升管理水平迫在眉睫。 相似文献
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20世纪80年代末,后现代管理思想在西方兴起,并迅速向世界蔓延,对长期以来一直占据主流地位的西方现代管理理论产生了强有力的冲击和挑战,它所包含的和谐管理思想对当今组织的管理变革也有着重要的启示作用。 相似文献
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1982年,美国管理学家特伦斯·戴尔和阿伦·肯尼迪出版了《企业文化》一书,企业文化由此成为了企业管理的重要分支。自20世纪70年代末以来,管理学家以企业文化为重点,开始研究和关注组织文化,形成了一系列的理论成果。1982年,美国学者帕斯卡尔和阿索斯在《日本 相似文献
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企业本质新认识:基于资本裂变的视角 总被引:6,自引:0,他引:6
本文将现代西方企业理论的主流观点归纳为四种 ,对它们进行了总结性评论并指出其存在的逻辑悖论。在系统比较马克思企业制度理论与现代西方企业理论的基础上 ,以企业的契约性为逻辑起点 ,利用资本概念作为一种分析工具来研究企业本质问题 ,并将其界定为不完备要素使用权资本化交易合约履行的过程。不仅如此 ,本文基于现代企业资本范畴的演进逻辑 ,将财务资本、人力资本、组织资本与社会资本整合到一个逻辑一致的企业理论体系中 ,是对企业本质的新认识。 相似文献
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<正>自上世纪80年代中后期西方管理理论和思想传入中国后,20多年的时间里基本上是科学管理理论占了主导地位,对于长期以来处在经验管理中的中国来说,无疑是给中国企业在经济运行中注入了新的活力,中国由此进入了制度化规范化的管理新阶段。虽然还不能说中国已经完全进入了科学管理时代,但是科学管理理念日益深入社会,受到了政府、企事业乃至各种组织的高度重 相似文献
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现实的社会主义均建立在生产力水平相对低下的基础上,众多的社会主义国家依据经典作家的相关论述,在发展本国经济的过程中艰辛探索,形成了前苏联的企业理论、南斯拉夫的企业自治理论、科尔奈《短缺经济学》中的社会主义企业理论、中国特色的社会主义企业理论;20世纪80年代末90年代初,西方激进经济学者在深刻反思苏联东欧社会主义失败教训的基础上,再次掀起了一股研究“新”社会主义理论的浪潮,重新建构了多种关于社会主义企业的新理论。这一系列社会主义企业理论研究的成果,为推动我国企业的改革提供了丰富的思想材料。 相似文献
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环境动态性、资本结构与公司绩效关系的实证研究 总被引:7,自引:0,他引:7
有关资本结构选择的研究受到了业界、理论界越来越多的关注 ,因为资本结构决定治理结构 ,进而与公司绩效紧密相联。目前 ,国内对资本结构与公司绩效之间关系的研究缺乏理论依据和实证检验。本文通过融合组织经济学和战略管理学理论 ,研究环境动态性对我国上市公司资本结构及公司绩效的关系。文章对深交所截至 2 0 0 1年 1 2月 31日的共 1 5 3家上市公司 ( 765个样本观测值 )的环境动态性、资本结构与公司绩效关系进行了实证研究 ,旨在检验在我国这样一个以环境动态性为主要特征的转轨经济国家 ,上市公司资本结构与公司绩效之间的关系。 相似文献
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The purposes of this study were to determine whether fashion consumer groups (fashion followers, fashion innovators, fashion opinion leaders and innovative communicators) differ in centrality of visual product aesthetics, consumers' need for uniqueness and need for touch, and to examine possible correlations among these variables. Fashion design and merchandizing students completed the following scales: Need for Touch, Consumers' Need for Uniqueness, Centrality of Visual Product Aesthetics, Measure of Fashion Innovativeness and Opinion Leadership plus demographic information. Innovative communicators had a greater need for uniqueness than followers and opinion leaders, but not than innovators. Fashion followers scored lower on Centrality of Visual Product Aesthetics than did innovative communicators, innovators and opinion leaders. There was no difference in Need for Touch among fashion consumer groups. Scores on Need for Touch were positively correlated with scores on Centrality of Visual Product Aesthetics and Consumers' Need for Uniqueness. Scores on Centrality of Visual Product Aesthetics were positively correlated with scores on Consumers' Need for Uniqueness. Scores on Fashion Innovativeness and Opinion Leadership were positively correlated with scores on Centrality of Visual Product Aesthetics and Consumers' Need for Uniqueness. Scores on Fashion Innovativeness and Opinion Leadership were not significantly correlated with those on Need for Touch. Fashion consumer groups did differ in centrality of visual product aesthetics and need for uniqueness, but not in need for touch. 相似文献
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Amy Klemm Verbos Joseph A. Gerard Paul R. Forshey Charles S. Harding Janice S. Miller 《Journal of Business Ethics》2007,76(1):17-33
A vision of a living code of ethics is proposed to counter the emphasis on negative phenomena in the study of organizational
ethics. The living code results from the harmonious interaction of authentic leadership, five key organizational processes
(attraction–selection–attrition, socialization, reward systems, decision-making and organizational learning), and an ethical
organizational culture (characterized by heightened levels of ethical awareness and a positive climate regarding ethics).
The living code is the cognitive, affective, and behavioral manifestation of an ethical organizational identity. We draw on
business ethics literature, positive organizational scholarship, and management literature to outline the elements of positive
ethical organizations as those exemplary organizations consistently practicing the highest levels of organizational ethics.
In a positive ethical organization, the right thing to do is the only thing to do.
Amy Klemm Verbos is a Ph.D. candidate at the Sheldon B. Lubar School of Business, University of Wisconsin-Milwaukee, where
she received a Chancellor’s Fellowship, Graduate Fellowship, Dissertation Fellowship, and C. Edward Weber Research Award.
She co-authored ‚Positive Relationships in Action: Relational Mentoring and Mentoring Schemas in the Workplace’ in the forthcoming
edited book, Positive Relationships at Work. Her work on positive organizing also has been presented at the Academy of Management
Conference.
Joseph A. Gerard is a Ph.D. student at the Sheldon B. Lubar School of Business at the University of Wisconsin-Milwaukee. He
is a lecturer at the University of Wisconsin-Whitewater teaching organizational behavior, strategy, and accounting. He is
a founding member of Ascent Organization Development LLC, which provides management consulting services to for-profit organizations
in the areas of effectiveness and performance enhancement.
Paul R. Forshey is a Ph.D. student in Organizations and Strategic Management at the Sheldon B. Lubar School of Business, University
of Wisconsin-Milwaukee. His research interests include startup firms and firms in transition.
Charles S. Harding is a Ph.D. student in Organizations and Strategic Management at the Sheldon B. Lubar School of Business
at the University of Wisconsin-Milwaukee. Awarded a Chancellor’s Fellowship, his research interests include strategic decision-making
and the role of value creation in strategy.
Janice S. Miller is an Associate Professor at the Sheldon B. Lubar School of Business at the University of Wisconsin-Milwaukee
where she has received the Business Advisory Council Award for Teaching Excellence. Her published work has appeared in Academy of Management Journal, Journal of Organizational Behavior, and Journal of Business Ethics among others. She received her Ph.D. in Human Resources Management from Arizona State University. 相似文献
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The article describes the development, purification, and validation of a reliable self-report scale designed to measure the Desire for Visual Aesthetics (DVA) in the store environment. There is limited literature on the subject and a measurement scale has eluded both academicians and practitioners that could help measure the need for aesthetics in the retailing environment and help marketers decide on the level and type of aesthetics for the different segments in the target market/s and also the different type of retail stores. We used 3 focus groups, 8 individual interviews, and 891 surveys to develop, purify, and validate the 9-item Likert type scale. We also provide evidence for dimensionality, reliability, and validity. The scale could be used by academicians and practitioners alike, and could replace single items to measure the concept. 相似文献
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城市化、工业化、现代化的推进促使经济增长与社会发展的速度加快,越来越多的城市开始注重城市形象魅力的广告宣传。城市形象广告中城市魅力的"美"体现在何处?以广告美学为视角,通过对城市形象广告从美的出现、美的原则、美的效应三方面进行解读,认为城市形象广告美的本质是城市朴素真实生活的高度浓缩,是城市文化文明程度的象征。 相似文献
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组织公正是涉及管理学、心理学和社会学等领域的跨学科前沿研究课题,目前已成为社会科学领域关注的热点。为了探索中国情境下组织公正的内涵及其重要性,在实证调研的基础上,运用验证型因素分析方法检验了组织公正的理论模型,并分析了员工组织公正知觉与组织绩效之间的关系。研究结果表明:组织公正的三维理论模型在拟合度上优于两维模型,支持了分配公正、程序公正和互动公正模型假设;与任务绩效相比,员工公正性知觉与组织周边绩效间的相关更紧密,其中互动公正对组织绩效的效应要显著高于分配公正和程序公正,说明在“关系”取向的中国文化背景下,员工的组织公正知觉主要依赖对上下级交换关系的评价,互动公正显得更为重要。 相似文献
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中国2001年加入世界贸易组织以后,外商直接投资和对外贸易都获得了快速的发展,对促进中国经济的飞速发展起到了巨大的推动作用。本文主要探讨2001-2010年外商直接投资与对外贸易的关系,发现进出口贸易额和外商直接投资不存在长期的稳定关系,但是中国的出口贸易额和外商直接投资存在双向的格兰杰因果关系,并且这种双向关系是互补的,进口贸易额和外商直接投资可能存在一定正向关系,但是这种关系是不显著的。 相似文献