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<正>当前,随着企业改革的进一步深入,国有企业比以往任何时候都需要通过强化对外宣传来提升自身的社会影响力和市场营销力,建立和谐的外部关系,营造有利的发展环境。一、当前国有企业对外宣传工作存在的问题(一)不能正确认识对外宣传工作在企业管理中的重要性目前,在一些企业管理者中存在着对外新闻宣传可有可无的观念,对外宣传工作不重视,缺乏面对媒体的基本知识和技能。对上级宣传部门、新闻媒体组织的采访报道,思想上 相似文献
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优秀的高层管理人员是企业持续竞争的主要动力。全球经济一体化与日新月异的信息革命,多元化趋势的组织业务以及密切协作的部门工作以及激烈的市场竞争,都要求高层领导更多地以团队方式进行运作,在企业内建立一个高层管理团队成为必需的一项任务。而提高企业高层管理团队的内聚力则成为高层管理团队建设的重要内容之一。 相似文献
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一些企业管理者,包括一些老板,他们终日疲于奔命,勉强支持,而企业却始终不见有大的起色,这是为什么呢?看他们的工作,想到“管理者的站位”问题。这些管理者都认为自己是领导,理所当然应该是任何时候都始终是在队伍的最前方了,要不怎么叫领导呢?其实,也许并非如此。 相似文献
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文章在考察高层管理团队的绩效概念及其内涵的基础上,分析了高层管理团队中的信任需求与信任特征。通过回顾以往关于高层管理团队中的信任研究,作者发现信任是高层管理团队取得高绩效的必要条件,信任对高层管理团队的过程绩效和结果绩效都存在显著的影响。论文最后归纳并指出了高层管理团队信任领域的未来研究方向。 相似文献
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会计管理工作的思维模式研究 总被引:1,自引:0,他引:1
勿庸置疑,在任何领域中思维模式对实际工作的影响都是巨大的。思维模式根据客观需要进行动态更新是适应并促进实际工作开展的基础和前提。本文通过对会计管理工作的思维模式概念、必要性及其演变过程进行介绍和评价,从而提出一个有意义的思维模式评选模型。 相似文献
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自从Ham-brick和Mason提出"高层梯队理论"以来,关于高层管理团队(TMT)的国内外研究都取得了大量的成果,本文对这些成果进行了综述。已有的高层管理团队的研究在两个方向展开:一个是直接研究高层管理团队的特征与组织绩效的关系,另一个是研究团队组成、团队运作过程与组织绩效的关系。最后本文详细分析了已有研究的不足,并提出改进建议。 相似文献
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高管团队是企业的核心决策主体,关系到企业的可持续发展。高管团队运行机制的研究应该将人口统计特征与团队过程相结合,通过建立行动导向决策模型,指出团队认知是高管团队行动的基础;团队调适是高管团队决策的重要保障;高管团队成员经过决策参与、方案议定、决策执行及决策评估完成决策过程。 相似文献
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There is growing awareness of the importance and role of the top management team (TMT). Little is known about how this group of executives should be treated from a human resource management (HRM) perspective since most research and writing on human resource management practices have focused on lower level personnel. A unique study of top management teams in specific firms affiliated with Fortune 500 companies is described which examined the relationship of 18 Executive Human Resource Management (EHRM) practices to a measure of organizational performance. A number of those were found to be associated with higher firm performance. © 1995 by John Wiley & Sons, Inc. 相似文献
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Effective teamwork is an important topic of human resource management, and how top-level managers work effectively as a team is critical to business success. Prior research indicates that the diverse background of top managers influences the effectiveness of their teamwork, and the effects of top management team (TMT) diversity on organizational innovation varies. In this study, we propose that functional team dynamics plays a crucial role in facilitating TMT effectiveness. On the basis of a sample of Chinese firms, our findings support the distinction between demographic and network diversities and the moderating effect of functional team dynamics on TMT diversity–firm innovation relationships. 相似文献
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Prior research has produced inconsistent results on the relationship between top management team (TMT) diversity and firm performance. Drawing on the information–social categorization framework, this study is designed to investigate both the mechanism and the contextual factors underlying the relationship between TMT cognitive diversity and firm performance by examining them in a unified model so as to better understand how a diverse TMT works. Based on a multi‐sourced survey of top managers from 118 Chinese firms, this study finds that team interdependence and team cohesion moderate in the linkage between TMT cognitive diversity and elaboration of task‐related information. In addition, TMT's elaboration of task‐related information mediates the interactive effects of TMT cognitive diversity and team interdependence on firm performance as well as the interactive effects of TMT cognitive diversity and team cohesion on firm performance. 相似文献
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Jiatao Li Katherine Xin Madan Pillutla 《International Journal of Human Resource Management》2013,24(2):320-337
Many international joint ventures (IJVs) fare poorly. An important factor is that members of an IJV top management team (TMT), which generally comprises people from different cultures, often find it difficult to work together. In this paper we argue that social identity theory and organizational identification processes can help us understand why this is so. We propose that factionalism in a TMT is a significant hazard posed by member identification with different parents. In addition, identification with both the IJV and a parent firm can lead to significant role conflict for IJV top managers. Factionalism and role conflict in turn can result in poor intra-TMT communications and inefficient decision making. Literature in social identity theory and organizational identification suggests that the relative status and power of parents as well as successes of IJVs can affect TMT members' identification with the IJV or the parent company. Preliminary field interviews provide general support for these propositions. Our analysis suggests that organizational identity and identification can be a valuable tool to facilitate the understanding of TMT functioning and IJV performance. 相似文献
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荆学民 《北京市经济管理干部学院学报》2003,18(2):22-26
本文从管理哲学的高度论述了管理者人本思维的人性基础。论述了人性的三个基本维度、人类生存的基本条件或需要、人性与人的活动领域的匹配三个大问题 ,指出在目前市场经济条件下管理活动中的人本思维应以人的最基本的需要为基础 相似文献
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随着“知识经济”时代的来临,经理人作为企业的实际经营者,企业中的异质型的人力资本,在企业中的作用日益重要。目前经理人创造了较多的利润,但剩余索取权却很少,即职业经理人力资本潜在的使用价值没有最优发挥,产权没有得到很好地体现。要解决这个问题,笔者认为建立有效的评价激励机制不失为良好举措。 相似文献
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The aims of the research are to explore evidence of professional human resource management (HRM) role tensions, the factors that affect HRM role tension, and to consider the impact on management perceptions when role tensions exist. Using a qualitative approach, 25 interviews were conducted in Australia with senior HRM personnel, top management team (TMT) executives, and a management consultant. Findings reveal that the failure of the HRM profession to attract people with a business focus increases HRM role tensions. Respondents report that tensions were reduced when aspects of the HRM role were devolved or outsourced, there was an acceptance of a changed psychological contract, and clearer attempts were made to communicate an agreed‐upon strategic focus for HRM. HRM role bias led to a reduced willingness among TMT members to respect, and communicate with, HRM professionals. The implications of the negative outcomes of HR role tensions are discussed with reference to the power of the HRM function. © 2013 Wiley Periodicals, Inc. 相似文献
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Carmen Camelo-Ordaz María de la Luz Fernández-Alles Ramón Valle-Cabrera 《International Journal of Human Resource Management》2013,24(4):620-638
The objective of the article is to analyse whether the strategic vision of the top management team (TMT) and the way employees working in teams are rewarded and assessed affect companies' innovation performance. The study was carried out on a sample of 97 Spanish companies belonging to the three most innovative sectors based on number of patents registered. The results indicate that the top management team's strategic vision alone does not explain a company's innovation performance. Innovation also requires the existence of compensation practices based on the ideas generated and developed by project teams. These results offer relevant implications for the TMT and the managers of the research and development (R&D) and human resources (HR) functions about the way teams should be rewarded and supported in order to improve the company's innovation efforts. 相似文献
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论企业风险对冲与管理者激励 总被引:1,自引:1,他引:0
本文根据委托代理理论,利用风险管理决策的效用原则,分析企业管理者不同薪酬制度下的风险偏好和风险管理决策;进一步说明股东可以通过设计不同的管理者薪酬计划,校正管理者在风险管理决策中的利益动机,进而使管理者制定的风险管理决策符合股东价值最大化目标。 相似文献