案例开发与案例教学协同发展探索

上海财经大学商学院案例中心提出“国际国内相结合、校内校外相结合、专职兼职相结合”的创新思路,在案例开发与案例教学协同发展方面取得显著成果.本文由此提出案例开发与案例教学协同发展必须以学习合作为前提、以项目合作为保障、以人员合作为基础,为其他院校全面深入开展案例工作提供可借鉴的思路.     

Incubator,technology, and innovation centres in Switzerland: features and policy implications

Only since the early 1990s, when unemployment rates in Switzerland soared to unprecedented levels, has federal technology and innovation policy begun to design their activities with regard to employment and the establishment of new firms. Now, all across the country, private as well as public incubator facilities, technology and innovation centres have begun to spring up. This paper starts by describing the theoretical and methodological background of a survey of incubator, technology and innovation (ITI) centres. In a first step, all cantonal offices for economic promotion were asked to report and to describe incubator facilities, technology and innovation centres within their realm. In a second step a selection of centres were analysed in depth. The key findings are that: (1) ITI centres are most commonly established by a combination of public and private initiatives; (2) the main motive for the creation of ITI centres is to promote startups and the innovative potential; (3) most ITI centres offer space to rent and make available joint amenities; (4) ITI centres are predominantly in manufacturing, services, and development activities; their level of technology input is high or very high; and (5) the spatial reach of most of the ITI centre is on the region. Together with selected foreign experiences, some conclusions and recommendations for the operation of such centres are formulated.     

The interplay between learning strategy and organizational structure in predicting career success

The institutionalization of management development and the money spent on it is in sharp contrast to the importance attached to what we know about how managers learn and whether it helps them to get promotion, given the specific organizational context in which they work. We therefore examined career success as a complex positive or negative function of the individual's learning strategy and the organization's structure. One hundred and twenty-seven managers from three government-related organizations completed a questionnaire. A deep learning strategy, characterized by a focus on meaning and relations, fosters career success, especially in a lowly specialized context. In contrast, a surface learning strategy, characterized by a focus on instructions and facts, hampers career success, especially in a highly integrated context. The findings strongly suggest that management development programmes need to be made to measure, taking into account both how the manager learns and how the organization is structured.     

Where process development begins: A multiple case study of front end activities in process firms

The front end phase of the new product development has been examined extensively, yet few if any studies have examined the front end phase of new process development. By means of a multiple case study of process firms, this article aims to bridge this knowledge gap. Our results show that substantial differences in front end activities exist between the product development and process development domains. We conceptualize the front end in process development to be an iterative trial-and-error process, dominated by activities such as idea generation and refinement, literature reviews, anticipation of end-product changes, and various forms of experiments in bench scale, lab scale, and full-scale production. In addition, we highlight key problems in the front end and managerial remedies for how to mitigate them. While these findings provide theoretical implications for research into product development, process development and production management, the findings are particularly relevant to process development managers, plant managers, and development engineers interested in increasing the efficiency of production processes.     

Tensions in industrial democracy and human resource management: a case study of Japanese enterprises in the Philippines

Critical areas in the entry of Japanese enterprises in a developing country like the Philippines involve the following: internal labour market formation, wage and compensation system, labour-management relations schemes and other management strategies. Human resource development in Japanese enterprises in the Philippines faces structural and institutional barriers. A high turnover rate of workers is one structural barrier, involving the labour market, which prevents the internalization of skills. There is an emphasis upon job-based wages and a reliance upon the local minimum wage standards both of which are distinctly non-Japanese practices.

There is a serious gap between perceptions among Japanese expatriates, Filipino managers and the local rank-and-file workers with respect to the hierarchy of factors in wage determination. Differences with respect to the concept and valuation of work add to the problems of communication.

In the Philippines, there are structural and institutional barriers to co-operation and the formation of consensus between the workers and the owners of the means of production. A long history of jurisprudence on labour-management disputes provides an incentive to resort to the legalistic approach to settle conflicts involving work relations. This paper will examine some of the tensions that occur between the expatriate Japanese firms and the industrial relations system of the host country.     

National skill-creation systems and career paths for service workers: hotels in the United States,Germany and the United Kingdom

Creating sufficient opportunities for individuals to develop their capabilities and earn a living wage is one of the central challenges facing all countries. However, some types of vocational education and training (VET) institutions may be more effective than others in promoting the development of career-enhancing ‘transferable’ skills. In order to investigate the links between national skill-creation systems and individual career paths, this study focuses on three countries with very different VET systems: the United States, the United Kingdom and Germany. The comparison is based on closely matched samples of three- and four-star hotels. The results suggest that individual career development and outcomes, such as wages and turnover rates, are strongly influenced by the interplay of three key elements – the breadth, relevance to employment and degree of standardization – of national initial VET systems. Our analysis identifies strengths and weaknesses of the different systems and key lessons for improvement.     

Teamwork: a case study on development and performance

The most popular model of team development in Dutch socio-technical literature is a linear approach, which states that teams develop in four successive phases. A method for defining the particular phase a team is in was developed a number of years ago and was recently used in a large-scale survey at Volvo's cab manufacturing plant in Umeå (northern Sweden). Thirty-seven semi-autonomous teams were studied at this plant during a seven-month period. This paper examines the development of the teams and addresses the effects of team development on overall team performance. The aspect of team development was correlated to both performance in terms of quality of working life (QWL) and business performance (BP), which is an empirically unexplored field within team literature. The linear phase approach of team development could not be proved. Nevertheless, teams were found to develop in four important areas, with each aspect significantly affecting team performance.     

Pride,prejudice and performance: relations between HRM,diversity and performance

Today, managing diversity is considered one of the main challenges for HRM in modern organizations. In this article, a framework is developed to suggest that the design and implementation of HRM activities should be influenced by strategic choices on the management of diversity which are themselves shaped by environmental factors. The HRM activities lead to four types of outcomes (affective, cognitive, symbolic and communicative) that affect individual, group and organizational performance. This framework is used to explore the effects of workforce diversity in two cases and to provide answers to three central questions: how does diversity influence the interactions in and the performance of diverse groups, and what is the relation between management diversity and other HRM policies in the two companies? The findings indicate that an organization's strategy for managing diversity influences both the process of meaning formation regarding diversity and the perception of performance effects. The availability of an organizational vocabulary and of instruments to interpret interactions in terms of diversity make a crucial difference. The stories and incidents from the two cases show how diversity affects both the daily interactions and the functioning of diverse groups.     

Towards developing a methodology for doing qualitative research: The dynamic-comparative case study method

This discussion integrates key concepts from case research methodology, theory development, the configurational approach to organizations, and actual research experience, in order to suggest a “systematic process” for doing qualitative research, described as the Dynamic-Comparative Case Study Method (D-CCSM). It is believed that D-CCSM is especially appropriate for researchers who: (1) are interested in studying new topical areas in organizations; (2) want to develop testable, midrange, theory from the processual analysis of case studies; (3) would like to replicate their studies in multiple research settings; and (4) have limited research resources. Insights and suggestions for using the D-CCSM approach are also included.     

苏北后发地区承接产业转移的问题及对策研究——以淮安市清河区为例

随着经济全球化进程和世界产业结构调整步伐的不断加快,国际间和区域间的产业转移也正快速进行,区域间产业梯度转移对经济发展有着非常重要的作用。本文研究的目的在于面对我国沿海地区产业转移的良好机遇,苏北地区应如何发挥比较优势,积极承接产业转移,带动区域经济增长,促进区域经济协调可持续发展。     

Plant level performance measurement: an exploratory case study of a pharmaceutical encapsulation company

Over the last few decades, hundreds of books and articles have been written on performance measures in manufacturing companies. A good number of those works has focused on overall organizational performance at the corporate level, business unit performance, and individual performance. Barring a few studies, there has been very little work reported on what specific performance measures are used at the plant and department level at a manufacturing facility. This exploratory research, through a case study of a pharmaceutical encapsulation company addresses those issues. Results show that the managers use a wide variety of measures primarily for meeting corporate targets and implementing a gain-sharing plan. There are not many common measures of performance used by managers for decision-making. None of the managers specifically linked the performance measures to the competitive priorities of the products made at the plant. A few propositions and suggestions for future research are made in the paper.     

中国循环经济区域发展模式比较研究——以辽宁省为例

中国循环经济区域发展模式亟待完善.本文结合我国几个典型省份发展循环经济的现状和经验,以构建循环经济发展水平评价指标体系与评价方法为基础,对循环经济区域发展模式的典型省份进行了比较研究,提出了对策建议.     

Life cycle assessment in the food supply chain: a case study

This research aims at assessing the environmental impact of the poultry supply chain from cradle to grave using case study research and also life cycle assessment (LCA). While a limited number of generic poultry production LCA studies have been published, fewer yet assess the whole process of a specific organisation, none comparing the increased impact of further processing. Our results show that irrespectively of the impact assessment method utilised, the process of producing portions is considerably higher in total environmental impact due to the extra raw material required to produce the same mass into retail. Our research contributes to the growing number of LCA studies and could be used by practitioners for comparison against national and international averages. From a theoretical point of view, this research provides new insights into the relationship between vertically integrated supply chains and environmental performance which has not been examined in the past.     

Narrative construction of expatriate experience and career cycle: discursive patterns in Finnish stories of international

Expatriate experience is not only a disconnected occasion for cross-cultural anxiety and adjustment but also an important event in the process of self-development and learning. Following this view and arguing for a discursive approach, the paper focuses on ways in which expatriates themselves tell and interpret their development and movement across expatriate career cycle. Meaning systems connecting expatriate job with previous and following work experiences in career stories of Finnish engineers and managers were identified using a combination of narrative and discourse analysis. No evidence was found of an autonomous expatriate discourse but, in contrast, expatriate career cycle was narrated using available organizational repertoires of development and career. Describing and discussing the meaning-making properties of three identified discourses - bureaucratic, occupational and enterprising - the paper emphasizes the organizational environment of expatriate experience while acknowledging the limits of these contemporary career vocabularies in addressing individual learning and change in cross-cultural settings.     

The influence of telecenters on rural life and their success correlates: Lessons from a case study in Iran

New information and communication technologies (ICTs) are fast becoming an inevitable and necessary part of rural development projects in Asian countries. Since 2004, about 10,000 Rural ICT Offices have been opened in Iran to improve the lives of those living in rural communities. This research aimed at investigating the influence of the Mazijan ICT Office on the lives of villagers and its success correlates. Data was collected through archival records, observations, structured face-to-face interviews with 210 users, semi-structured face-to-face interviews with the office operator, and six local officials and leaders. Findings were contrasted with the literature to provide more generalized lessons. Results revealed that the Mazijan office was successful in some aspects especially in reducing the need for travels, but not successful in creating job opportunities. Significant positive relationships were found between users' ICT literacy, satisfaction with the services and extent of using services with the extent to which their lives were influenced by the office. The main lessons for promoting the success of telecenters included careful considerations to be given to rural ICT capacity building, improvement of rural telecommunication infrastructures, and providing multiple low-cost and financially viable services.     

Sustainable tourism development in islands: a case study of Gran Canaria

While sustainable development is recognized as an essential requirement for achieving economic goals without degrading the environment, major problems arise in defining methods for formulating and implementing sustainable strategic actions at the macro‐level, including islands. Bearing in mind this limitation, this research paper will attempt to present a strategic planning methodology for drawing up strategic issues for tourism development from the point of view of sustainability, which is particularly appropriate to islands. The authors first review existing literature on sustainable development with a view to defining a conceptual approach to sustainability and identifying particular areas for sustainable tourism development in the island context. A methodology for formulating strategic issues for sustainable tourism development in Gran Canaria is then drawn up. Sociocultural aspects, the environment and the economy, with particular emphasis on tourism, are examined in order to identify major strategic issues for sustainable development in Gran Canaria. Copyright Copyright © 1999 John Wiley & Sons, Ltd and ERP Environment.     

Cross-functional alignment in supply chain planning: A case study of sales and operations planning

In most organizations, supply chain planning is a cross-functional effort. However, functional areas such as sales, marketing, finance, and operations traditionally specialize in portions of the planning activities, which results in conflicts over expectations, preferences, and priorities. We report findings from a detailed case analysis of a supply chain planning process that seemingly weathers these cross-functional conflicts. In contrast to traditional research on this area, which focuses on incentives, responsibilities, and structures, we adopt a process perspective and find that integration was achieved despite formal functional incentives that did not support it. By drawing a distinction between the incentive landscape and the planning process, we identify process as a mediator that can affect organizational outcomes. Thus, organizations may be capable of integration while functions retain different incentives and orientations to maintain focus on their stakeholders’ needs. Through iterative coding, we identify the attributes of the planning process that can drive planning performance—information, procedural, and alignment quality—but also find evidence that achieving alignment in the execution of plans can be more important than informational and procedural quality. In addition to process attributes, we also identify social elements that influenced the performance of the planning process and place the information processing attributes within a broader social and organizational context.     

Promotion systems and career development in Thailand: a case study of Siam Cement

This paper examines the promotion systems and career development of managers of Siam Cement Public Company Limited, the largest manufacturing conglomerate in Thailand. Since the 1980s, the company has grown into a full-blown conglomerate and is widely considered to be Thailand's most modernized corporation. In the aftermath of the 1997–8 Asian crisis, the meltdown forced the company and other debt-addicted business groups to streamline their debts and organization structures drastically. However, just five years later, the company had bounced back into profitability and first-class corporate governance, and stands firmly in the front rank. Undoubtedly, the company's successful recovery and its current strengths have been driven by the capability and dedication of its managers. This paper focuses on interviews with the company's personnel managers during 1999–2001, and on the personnel profiles of 128 managers (general manager level), in order to examine Siam Cement's human resource management policies and practices, and to draw from this its overall strategies for the development of managerial careers. The main finding was that well-planned recruitment, competitive promotion, concrete performance appraisal and wide-ranging training and development programmes, including job rotation and sending managers to study abroad, are all essential career development strategies.     

Guanxi and professional conduct in China: a management development perspective

This paper explores guanxi within the context of 'ethical' behaviour. It was found that guanxi exerted a strong influence on our sample, with the exception of the necessity to lend money. As well, there appeared to be a significant minority of respondents who would behave unethically to preserve group solidarity. It was suggested that a modified version of the Belcourt et al . 's management development model would be a useful tool in the development of modified coaching processes for use in authoritarian cultures.     

“十二五”时期农民工市民化成本测算及其分担机制构建——以跨省农民工集中流入地区宁波市为案例

本文以宁波市为案例,对“十二五”时期农民工及其家属市民化的成本进行了测算.测算表明,地方政府为农民工提供与本市户籍居民同水平的子女义务教育、公共卫生、就业培训、社会保障和改善住房条件等公共服务,人均需投入13507.4～25507.4元.在此基础上,本文设计了农民工市民化的成本政府间以及政府与企业间的分担机制,中央政府重点加强跨省农民工集中流入地区的支持,企业主要在农民工权益保障、职业培训、社会保险和住房条件改善方面发挥积极作用.