高职VB6.0课程的教学改革探索

高职院校专业课程教学改革应该以提高学生职业技能、使其毕业能顺利进入相应行业一线工作为最终目标。课程的设计和教学的实施都要围绕岗位技能展开,教学目标又和相应的岗位技能的某些环节对应,并能拿到相关的职业技能或者资格证书。所以说课程的设置和教学设计是整个人才培养的核心,认真切实地推进课程教学改革对推进高职教育水平提高具有重要意义。     

Acquisition of skills, labor subsidies, and agglomeration of firms

The paper develops an analytically solvable model of new economic geography in which agglomeration of firms is caused by workers' investment in the acquisition of skills. Skilled workers earn high wages and have a large demand for goods. Since firms are attracted towards the demand, they locate at proximity of skilled workers. More workers invest in the acquisition of skills when more firms ask for these skills. Consequently, partial or full agglomeration of firms may be the location equilibrium. We also show that a reduction in transport costs increases the regional governments' incentives to subsidize the acquisition of skills.     

The Meaning and Determinants of Skills Shortages

In this paper we use establishment-level data to examine what managers mean when they report having skills shortages. We find that the concept of a skills shortage is not always the same as a hard-to-fill vacancy despite the latter being used by many authors who have considered the economic consequences of skills shortages. It seems that, while employers appear not to have any problems for themselves in interpreting questions on ‘skills shortages’, we cannot rely on them being perceived in a uniform way by all employers. Indeed, many employers stress that, amongst both their existing workforce and job applicants, there appear to be important shortfalls in motivational and attitudinal skills, leading us to believe that social skills are an important part of the skills said to be in shortage. Our findings point to two main conclusions for future research. First, studies that investigate the causes and effects of ‘skill shortages’ need to pay greater attention to their definition and measurement. Secondly, in future research on establishments and their skill formation practices, further steps could be taken to gain clarification either directly or indirectly from respondents as to the experiences they choose to classify as a skills shortage.     

The impact of managerial skills on employee outcomes: a cross cultural study

Leaders with global skills are in demand by MNCs. Global management skills depend on the applicability of management practices across cultures. Using data from managers in 50 countries, this study examines the interaction effect of cultural values and managerial skills on two outcomes, employees' attitudes and workgroup effectiveness. Our results indicate that cultural values tend to have a greater effect when a manager is less skilled than when the manager is highly skilled. When the manager is highly skilled, the interaction effects of culture tend to disappear. The practical and research implications of these findings are discussed.     

Attilla the Hun: leadership as a change agent

This presentation will examine both ideas and successful examples of how some companies are inspiring and empowering their employees through the development of leadership skills within their management ranks. These skills can be learned and used to aid any organization in its goal of continuous improvement. Today's leadership establishes corporate directions while balancing individual and group achievement, both of which can improve the overall company. Power is shared, not used to control. After all, leadership is not about power. It is about setting directions for others, the clearing of obstacles, and then allowing others to believe the direction was their idea. Great leadership is based on the success of others.     

浅析“家电维修”工种的课程设计

围绕着"家电维修"工种所需要的职业技能,制定了"家电维修"工种的课程设计体系,明确了"家电维修"工种核心课程内容与教学要求,同时列出了"家电维修"实训项目及具体技能要求。     

成人教育计算机专业课程改革建议

通过分析目前设置的专业课程实施的情况,在校学生对目前专业课程授课情况、学生希望能掌握的计算机技能、社会需要的计算机专业的人才需掌握的技能,从专业的整体角度综合考虑专业的合理的课程设置的整体结构,协调并促进课程之间的横向联系,提出专业课程在教学中应如何加强指导学生技能的掌握,教师如何处理理论课程和实践课程的关系,专业课程在不同专业的深浅程度等方面,并提出较为切实可行的改革建议。     

Ignorant Theory and Knowledgeable Workers: Interrogating the Connections between Knowledge,Skills and Services

This article builds on recent critiques of the knowledge economy to argue that key growth areas in future employment will be in low level service jobs rather than knowledge work as currently understood. The article discusses the knowledge, skills and competencies involved in interactive service work. It suggests that knowledge which is contextual, social or tacit has been taken to be of lesser value in relation to competitive advantage. It highlights the contrast, therefore, between the growth in interactive service work and the focus of the knowledge management literature on a small sub‐set of total employment. Two case‐studies of interactive service work, one drawn from a range of service sectors and the other from a call‐centre setting, provide empirical material which highlights the skills required by em‐ployers in this area. Technical skills were seen as less important than aesthetic and social skills. These cases highlight the management of social skills and competencies as critical to interactive service work. Workers need to develop an understanding of themselves that allows them to consciously use their emotions and corporeality to influence the quality of the service. This leads to the conclusion that the interactive service sector should not be conflated with knowledge work. Rather, it is more important to focus on the broader need for knowledgeability in work, and so broaden understanding of labour in the contemporary workplace.     

Federal Health Care Leadership Skills Required in the 21st Century

The purpose of the current study was to identify and describe the skills required of future health care leaders in the U.S. Department of Defense, Department of Veterans Affairs, and the Department of Health and Human Services. The identified skills should also be relevant to leaders of nonfederal agencies or nonmedical disciplines, such as education, human services, and similar public sector‐oriented disciplines, where the leaders are challenged to engage with a multitude of local, state, federal, and not‐for‐profit entities. The study employed a focus group methodology during a 2‐day leadership summit. The participants were 47 senior health care leaders representing various federal agencies and the private sector. During facilitator‐guided sessions, six focus groups consisting of seven or eight randomly selected participants identified 165 skills that are required of leaders. Subsequent to the summit, content analysis was used to group the skills into 12 overarching skill sets. The 12 skill sets were the ability to build partnerships, develop trust, thrive in complex and ambiguous environments, listen actively, think with agility, create conditions for success, assert aspirational future‐based leadership, develop present moment awareness, create an interagency learning network, develop network leadership, develop network goal setting, and maintain resilience. It appeared that only the first six skills were noted in the literature. Further research is recommended to validate the findings including further investigation into the leadership competencies that are most effective at driving health and non health outcomes in communities.     

Skills,core capabilities,and the choice between merging,allying, and trading assets

We analyze two firms’ choice between merging, allying, and trading assets. We consider a setting in which firms have assets, skills, and core capabilities; skills are the component of organizational capital that increases in the course of joint operations, core capabilities the component that does not. We find that the two firms trade assets for them to operate separately in case the two firms have high initial skills; the two firms merge in case they have similar core capabilities; they ally where there is little equilibrium double moral hazard. We compare the times to dissolution in the alliance with those to divesture or post-merger integration in the merger; for all but the last jointly operated asset, we find that joint operations cease earlier in the alliance than in the merger.     

The determination of wages of newly hired employees: Survey evidence on internal versus external factors

This paper reports findings on the relative importance of internal versus external factors in the setting of wages of newly hired workers. The evidence, from a rich firm-level survey on wage and price-setting procedures in 15 European Union countries, suggests that external labour market conditions are less important than internal pay structures in determining hiring pay, with internal pay structures binding even more often when there is labour market slack. When explaining their choice firms allude to fairness considerations and the need to prevent a potential negative impact on effort. Cross-country differences are found to depend on institutional factors: countries in which collective agreements are more prevalent and collective agreement coverage is higher report more often internal pay structures as the main determinant of hiring pay. Within-country differences are found to depend on firm and workforce characteristics: there is a strong association between the use of external factors in hiring pay, on the one hand, and skills (positive) and tenure (negative) on the other.     

从语言测试类型与教学反馈看大学英语考试改革作用

大学英语考试改革经过2005年的试点,2007年的实施,到2013年的微调已经引起了社会的广泛关注,也产生了诸多影响。本文就语言测试和语言教学关系,从英语的测试类型、考试功能来探讨大学英语考试改革作用。鉴于大众化高等教育时代的来临,本文提出公正有效的语言测试能对学生语言应用能力进行客观、公正的评价,强调大学英语教育仍要以语言知识的学习和基本技能的应用为主,并提出教学评价应所根据地区和院校的不同设置不同的标准,使学生健康成长。     

Factors affecting the success of women entrepreneurs

The main purpose of this paper is to examine the relation that exists between the skills possessed by women entrepreneurs and their motivations, barriers and performance. Thus, on the theoretical framework we review literature some aspects that are related to the skills required of a business owner: level of education, previous occupational experience, and prior business expertise and management skills. The analysis undertaken shows that the lack of education and managerial skills of women business owners are two of the most important variables when it comes to understanding the motivations and the difficulties they have to face.     

Assessing skills and autonomy: the job holder versus the line manager

Managers and their employees may have different perceptions of the skills used in jobs. We carried out a survey aimed at explaining such differences, in respect of verbal, physical, problem‐solving and planning skills, the qualifications required to get the job and indicators of workplace autonomy. First, for most skills there is a reasonably good match between the perceptions of the line manager and those of the employee. But in the case of the contested skills associated with autonomy there is little agreement. Secondly, for most skills there is a small ‘perceptions bias’, in the sense that employees rate required skills at a higher level than their line managers. Thirdly, consistent with the hypothesis that skills are socially constructed, when the manager is male and the worker female there is a tendency for the boss to underestimate and/or the worker to overestimate their skill level by comparison with other gender combinations.     

应对高职物流专业技能抽查的措施探讨

面对一场看似没有硝烟的物流专业技能抽查大考即将在湖南上空鸣响枪声。文中从分析湖南省教育厅推行技能抽查的目的入手,结合高职院校在应对技能抽查时所面临的问题,提出保证专业技能质量,应对抽查的措施,并就今后如何保持物流专业技能质量,提高技能抽查成绩作出设想。     

课赛融合视域下高职院校课程改革研究——以物流类专业为例

职业技能竞赛是高职院校推进教师、教材、教法改革,提高技术技能人才培养质量,以更好地适应教学模式和评价模式改革的重要手段。在“赛—学·教·改”人才培养模式的基础上,文章探讨了课赛融合模式对教学质量的积极影响,包括改善教学反馈效率,实现差异化人才培养,以及自下而上地促进教师互动、课程互动。并以物流类专业为例,结合目前国内物流职业技能竞赛,分析了物流类专业课程设置及实训教学开展方式。     

Make it too difficult,and I'll give up; let me succeed,and I'll excel: The interaction between assigned and personal goals

We examine the motivational effects of setting both assigned and personal nonbinding goals on a real-effort laboratory experiment. In order to derive conjectures for our experiment, we develop a model with goal-dependent preferences. In line with previous studies, we find that goal setting leads to a higher performance. We also find that goal setting is most effective if subjects were able to achieve previous goals. Therefore, in goal setting, “success breeds success.” In particular, we observe that when subjects are initially allowed to attain assigned goals, they are better at self-motivating in the future when performing under personal goals.     

纵论酒店培训师必备的素材搜索技能

素材是培训师进行培训的基础材料。现代酒店培训师需要掌握新闻信息、培训图片、培训文档、视频信息以及常用软件的搜索技能,才能够使自己的课件丰富,才能够有效开展酒店培训工作。     

FOSTERING EDUCATIONAL ENROLMENT THROUGH SUBSIDIES: THE ISSUE OF TIMING

The purpose of this paper is to build a dynamic structural model of educational choices in which cognitive skills shape decisions. The model is estimated by maximum likelihood using cohort data where individuals are observed from birth to the middle of their working life. These data are unique in that they include cognitive skills test scores collected as early as age 7. We then investigate how alternative policies foster educational enrolment. In particular, we simulate the effect of two subsidies different in the timing of disbursement. The first consists of grants assigned directly to individuals aged between 16 and 18. The second is assigned to the parents earlier on, when the cohort is still in its childhood. The latter subsidy affects cognitive skills accumulation and in turn educational choices. Our results suggest that a grant fosters enrolment at the lowest cost but the parental income subsidy generates more welfare as measured by a class of social welfare functions. Nevertheless, these differences in costs and welfare are small. Overall, the results reinforce the view that government investments in cognitive skill accumulation during childhood are worthwhile. However, the results also indicate that such investments should be well structured to ensure a high return. Copyright © 2010 John Wiley & Sons, Ltd.     

关于华为C&C08交换机中数据设置问题的探究

随着社会的进步,C&C08交换机已经广泛应用于电信、移动、广电、军队、铁路等骨干网,有力的支持了通信网向综合化、智能化、移动化方向发展。C&C08交换机的中继数据的设置问题已经是一个我们不可忽视的问题,因为它直接影响到全局通讯的质量,本文作者就此问题提出个人的一些设置原则及技巧。