广西北部湾经济区城市群物流经济联系的中心性城市分析

广西北部湾经济区城市群作为一个新兴城市群,物流经济联系日益紧密,但中心性城市效应尚不明显,拟通过区位商法,对南宁、北海、钦州、防城港以及玉林、崇左等市的城市中心性指标值进行测定,以期对广西北部湾经济区城市群物流经济发展提供借鉴。     

社会转型时期高校体育课合作学习法发展的SWOT分析

在我国全面迈入小康社会背景下,运用SWOT分析方法对体育课合作学习法的优点与缺点进行分析,与传统小组教学法进行比较,对高校体育课运用合作学习法发展进行预测。     

集团企业人工成本预算管理思路浅探

就如何加强对集团公司各企业人工成本的有效管理和控制、提高企业人工成本竞争力,进一步深化收入分配机制改革,健全人工成本调控机制,提高工资管理水平和促进企业持续健康发展等,结合国有企业人工成本控制的实际,提出规范集团企业人工成本预算管理的基本思路。     

面向学生群体的高校诚信教育影响因素研究及对策

针对目前高校学生群体存在的信用缺失现象、高校诚信教育体系尚待完善等问题,探索了面向学生群体的高校信用教育体系构建对策。研究了高校学生群体信用缺失的一些新的表象及其影响因素,利用DEMATEL量化分析工具,研究了诸多因素之间的复杂关系,提出了高校诚信教育体系的建设策略。     

应急导向标识系统国家标准体系框架研究

文章对我国应急导向标识系统相关国家标准的研究现状和存在的问题进行了分析,总结提出了应急导向标识系统国家标准体系的总框架,并以该框架为基础,对应急导向标识系统国家标准体系的建设提出了建议。     

浅析建设集团公司资金集中管理

文章从基本理论出发,简要地介绍了资金集中管理的成因、一般原则和条件,然后对5种资金管理模式进行比较研究。在此基础上,详细介绍了半紧密型结算中心的运作模式,并以中国建筑第五工程局结算中心为例介绍了企业业务流程及效果,为进一步推动结算中心的工作奠定了基础。     

Communicating culture change

Using a case study of a large public sector department the relationship between communication and change in a public sector department and the human resource implications of that relationship are considered. Senior administrators of the department signified their intention to change the culture from one that was considered to be bureaucratic, technically oriented and inward-looking to one more outward-looking, continually learning, more relationship-oriented internally and inclusive of broader ‘whole of government’ objectives such as commercialization, the environment, social justice and community relations. Findings from the research indicate that, despite an objective of shifting to a state of continual change with the mode of communication becoming two-way and dialogic, the communication mechanism has faltered due to a failure to address the need of lower-level staff for a set vision and stated future direction. Implications of these findings are drawn for public sector organizations in general.     

Public Service Leaders as ‘Change Agents’ – for Whom?

Abstract

This article examines how far senior staff in English educational and health service organizations view themselves as leaders who are ‘change agents’ for government-driven reform and independent change agendas. The contribution of external leadership development provision to shaping these self-perceptions is explored. Special attention is paid to national leadership development bodies with different degrees of formal association with government. Whatever this relationship, such provision and other development support apparently reinforced a strong sense of personal agency (choice of action) associated with being a leader, empowering senior staff to adopt a modestly mediatory stance towards both reform and leadership development provision.     

Case Studies of Technological Change and Organisational Culture

Abstract

This paper focuses on technology as a central force in shaping cultural and environmental conditions as well as their interrelationships within an organisation. The research was carried out in Systems India Ltd., a subsidiary of Systems Corporation of USA, which is one of the oldest multinational corporations in the world. The two case studies from Systems India Ltd. bring out the ‘role of strategy in technological changes’ and the ‘role of leadership in technological changes.’ The findings of these two case studies when compared with three partner companies in similar industry indicated similar relationship between culture and technological change and organisational culture in Systems India Ltd.