Power Structure – Ownership,Integration, and Competition in the U.S. Electric Utility Industry. John E. Kwoka,Jr.

Review of Industrial Organization -     

Approaches to organisational culture and ethics

This paper assesses the potential of organisational culture as a means for improving ethics in organisations. Organisational culture is recognised as one determinant of how people behave, more or less ethically, in organisations. It is also incresingly understood as an attribute that management can and should influence to improve organisational performance. When things go wrong in organisations, managers look to the culture as both the source of problems and the basis for solutions. Two models of organisational culture and ethical behaviour are evaluated. They rest on different understandings of organisational culture and the processes by which ethics are enhanced. Firstly, the prevailing approach holds that creating a unitary cohesive culture around core moral values is the solution to enhancing ethical behaviour. Both the feasibility and desirability of this approach, in terms of ethical outcomes, is questioned. The second model queries the existence of organisational culture at all, arguing that organisations are nothing more than shifting coalitions of subcultures. In this second model, the very porousness of the subcultures provides a catalyst for the scrutiny and critique of norms and practices. Such diversity and debate is construed as potentially a better safeguard for ethical behaviour than the uniformity promised by the unitary, strong culture model.Dr. Amanda Sinclair is a Senior Lecturer in the Graduate School of Management. As a teacher on the MBA program of courses, including Ethics, she has a particular interest in the development and professionalisation of managers. Her current research focuses on organisational diversity, change and culture and administrative leadership and accountability.     

TOURISM CRISIS MANAGEMENT: US Response to September 11

Policymakers are faced with the predicament of if and how they should respond to an unexpected and sudden downturn in tourism demand. In the past, they have made these decisions in the absence of research into the relative effectiveness of different responses. The downturn in the United States following September 11 is a particularly vivid example of tourism crisis. This paper analyzes the effects of this crisis using a computable general equilibrium model of the US and also examines potential and actual policy responses to the crisis. Sector-specific targeted subsidies and tax reductions are found to be the most efficient means of handling the situation.     

风险管理委员会能降低公司风险吗?

选取2006-2015年中国沪深A股上市公司为研究样本,实证分析风险管理委员会对公司风险的影响及其作用机制.结果发现,风险管理委员会能够显著降低公司风险(财务风险和市场风险),并且这种效应在市场化程度较低的地区更加显著.作用机制检验表明,公司战略激进度在风险管理委员会降低公司风险的过程中起部分中介作用.进一步研究显示,当风险管理委员会成员与审计委员会成员交叉任职,以及风险管理委员会的独立性越强、规模越大、成员财务专业背景比例越大、召集人为董事长或CEO时,风险管理委员会降低公司风险的效果更加显著.     

辽源市社会系统的脆弱性及其规避措施

脆弱性理论是研究人地耦合系统脆弱性的重要理论工具。将脆弱性应用于矿业城市社会系统研究中,提出矿业城市社会系统脆弱性内涵。以吉林省辽源市为例,分析辽源市社会系统脆弱性特征和影响因素,选取1990-2007年共18个评价样本,对辽源市社会系统敏感性、恢复力、脆弱性进行评价分析,结果表明:辽源市社会系统的敏感性缓慢下降,恢复力增长较快,系统脆弱性不断下降。最后,根据社会系统脆弱性、敏感性、恢复力的时序演化过程,提出辽源市社会系统脆弱性的规避措施。     

我的地盘我做主：组织内领地行为与人际冲突的关系研究

领地行为是重要的、广泛存在的,然而在组织生活中却经常被忽视,相关的理论与实证研究较少,其理论体系尚未完全建立,极富研究价值。本文以组织内个体为研究对象,着力于剖析其领地行为与人际冲突的反应模式,以期从组织内领地行为的视角寻找到引发不同冲突的路径与作用机制,推动相关理论的发展,并为相应的管理实践提供理论指导和参考依据。研究结果表明：身份导向标记行为和预先防卫行为越多,关系冲突越少;控制导向标记行为和反应性防卫行为越多,关系冲突越多;只有预先防卫行为可以引发正向的任务冲突,其他领地行为不和任务冲突建立直接的联系。     

高铁时代的区域城市协调发展研究——基于长三角地区的分析

当下中国已进入高铁经济时代,在改变人们出行模式的同时,高铁的飞速发展将对中国城市之间,包括区域性大都市圈的发展产生深远影响,机遇与挑战并存。长三角地区高铁所带来的重构效应及新的挑战,提出政策性的看法:高铁时代的长三角发展需要错位竞争。     

危机之下：如何变革董事会危中之危：僵化而麻痹的董事会

为了尽力克服以前很少经历过的、如此巨大的不确定性,企业的董事会首先应该对一些基本的战略设想提出质疑：我们对市场的看法符合实际吗？我们的融资战略是否充分考虑了新的环境条件？我们应该重新制定激励计划或放弃所有基于股价的激励方法吗？我们可以利用当前的人才过剩的良机吗？我们如何才能充分利用竞争对手正陷入困境的机会？