日本科技计划体系及其组织管理机制

日本科技计划体系主要以1995年发布的《科学技术基本法》为基础,由5年一期的《科学技术基本计划》及每年度的政府科技预算及其关联的科技"计划"、"项目"和"事业"构成。日本各个中央府、省、厅会在日本"综合科学技术会议"的协调下,围绕国家发展战略以及近、中、长期科技发展需求,展开相关科技工作;通过府省共通研究开发管理系统(e-Rad),对项目进行过程管理;根据政治、经济和社会发展的要求,对科技政策体系进行动态调整。日本科技计划的管理经验值得我国选择性地学习和借鉴。     

技术性贸易措施应对活动中信息资源交流初探

有效的信息交流是开展技术性贸易措施应对活动的基础条件,这些信息涉及相关的技术标准、技术法规、产品进出口的检测与贸易数据,以及技术发展趋势等诸多方面。技术性贸易措施的信息交流可分为行业、跨行业等不同层面。为促进信息交流活动的开展,建议推动地方与行业信息平台建设,促进国家、地方、行业间的信息交流与互动;突出行业组织在信息交流中的地位;建立健全并规范技术性贸易措施信息管理与交流的制度。     

运用系统的观点开展管理诊断

企业生存在一定的社会经济环境中。在其发展过程中遵循着自身特有的生命发展周期,随着企业所处的内外部环境变化,企业要更好的生存发展,为满足客户的需求,需要更加有效的整合各类资源,集成各类信息。因此,需要用系统的观点来诊断企业的组织管理,以促进实现组织的战略目标,有效地提升企业的营运水平。本文着重介绍系统的概念及系统思考的意义,如何运用系统的观点看待企业管理职能,运用系统谋略,科学合理配置和发挥各子系统的职能;探讨开展系统化的组织绩效评价方式及方法。用系统的观点来分析企业的管理状况,诊断组织内外部出现的管理问题,成为重要的企业管理方法与手段。系统的观点被称为当代管理现代化的标志性手段,系统的观点运用于管理诊断是系统管理思想在组织管理领域的具体应用与实践延伸。     

战略供应链的形成机理及其在钢铁行业中的实践——宝钢构建战略供应链案例分析

应用交易费用经济学有关理论分析了战略供应链的形成机理，指出战略供应链是能稳定交易关系、提高进入壁垒、降低交易费用的双边规制结构，并通过对宝钢被动接受71．5％这一极不合理的2005年铁矿石价格上涨幅度的案例进行分析．指出构建战略供应链对宝钢及中国钢铁业夺取铁矿石定价权有重要意义，同时全面构建战略供应链系统是中国钢铁产业提升自身综合竞争力的必然选择。     

我国审计市场有效竞争问题探讨

笔者认为,我国注册会计师行业产业组织架构的不合理,市场结构的不完善,注册会计师行业产业组织呈现为事务所竞争的非有效性。审计市场上何种竞争是有效的,如何实现审计市场的有效竞争,本文从我国当前注册会计师行业产业组织现状入手,尝试对这些问题进行探讨。     

快速构建跨平台移动应用开发方案

移动应用产品往往需要考虑多种设备和多个平台的支持,单一平台很难保证应用的覆盖面。但是,从开发的角度而言,多平台之间开发技术的差异,导致开发跨平台原生应用的成本过高。因此,出现了一种中间件的折中方案,它填补Web代码和设备原生代码之间的缺口,并为各个平台生成应用。本文将介绍这种基于Web技术构建的混合型移动应用的开发方案,面向快速开发跨平台移动应用的需求。     

铁路货运站作业组织方法再造

进入21世纪以来,我国社会经济的快速发展极大地促进了现代物流业的发展,作为其中一个重要组成部分的铁路货物运输业也得到很大的发展并取得一定的成绩。但是,客户对铁路运输服务的要求也在不断提高,传统铁路货运作业中的托运受理作业、运到交付作业由于办理环节多、程序复杂而导致业务效率低下。现针对货运站的作业组织方法进行再造,并对其组织理念提出改进意见。     

Entrepreneurship and being: the case of the Shaws

Our paper takes the case of John and Elizabeth Shaw, early nineteenth-century English hardware factors. The sources are almost 200 hundred letters written by the Shaws and their circle. Using these, two readings of the Shaws' experiences of creating a business are presented. The first is couched within a narrative structure of plotted stages and finds the Shaws starting, struggling to, and ultimately succeeding in creating a successful business. Here, their actions within a nascent industrialized economy can be described as entrepreneurial – they successfully pursued opportunity through founding an enterprise within economically and technologically auspicious environments. The second, more phenomenological reading, opens up for consideration the questionableness of their experience of ‘being in business’. Here the Shaws' understanding of themselves (as conveyed in personal letters) brings into question the academic tendency to emplot their story as one of the staged growth and profitability. Specifically, it resists attempts to ascribe to their experience entrepreneurial status, not simply because they did not think of themselves as entrepreneurs, but because the appearance of the business for the Shaws was woven with their lives in ways that belie the narrative direction and coherence that concepts like entrepreneurship give to it.     

Organizational culture and human resources in the environmental issue: a review of the literature

From the resourced-based view, the weakness of organizations' business culture and their shortcomings in human resources may be important obstacles in the process of environmental action. However, as the number of works on these questions is still limited, our aim is to integrate the classical literature concerning business culture and human resources and the small number of works concerning these aspects of environmental management. Several issues, such as managerial duties, the role of organizational culture in the formation of environmental internal stakeholders' awareness, organizational involvement in environmental issues, environmental training and concern, environmental motivation and incentives and implementation and organizational innovations, may be very important for thesuccess of companies' environmental strategy. However, it seems necessary to carry out studies in which qualitative and quantitative methodologies are applied.     

Emergent directions for human resource management research in Latin America

Research in this special issue converges around important HRM challenges that will shape the direction of academic research in the future. We argue that the nature of these challenges, such as balancing global and local HRM approaches, focusing on people while aiming at performance and, in general, managing in a hybrid cultural and economic system, requires reframing strategic HR in terms of social contract theories. Such theories consider multiple stakeholders and focus research on the employment relationship as unit of analysis, which fits well with the pre-eminence of person-centred management over merely profit-centred goals. We propose theoretically anchored research to guide strategic HRM practices, taking into account Latin America's culture-specific humanistic approach and its labour market institutions.