建筑企业扁平化开放式现代管理模式研究

当代管理的一个重要特点是创新，为了实现创新建筑企业需要一个适应时代特点的全新企业化，即开放平等的气氛、高效的企业组织结构和团结协作的企业化，形成一个新的扁平化开放式现代管理模式。对传统管理模式和现代管理模式进行了比较。建筑企业采用扁平化开放式现代管理模式，企业效益必将得到极大地提高。     

执行 执行力 执行文化——关于国有企业执行力的思考

阐述了执行、执行力、执行文化的内涵,分析了国有企业执行力的状况,并提出了打造执行文化要重点抓好三个方面的工作问题.     

Bank CEO materialism: Risk controls,culture and tail risk

We investigate how the prevalence of materialistic bank CEOs has evolved over time, and how risk management policies, non-CEO executives’ behavior and tail risk vary with CEO materialism. We document that the proportion of banks run by materialistic CEOs increased significantly from 1994 to 2004, that the strength of risk management functions is significantly lower for banks with materialistic CEOs, and that non-CEO executives in banks with materialistic CEOs insider trade more aggressively around government intervention during the financial crisis. Finally, we find that banks with materialistic CEOs have significantly more downside tail risk relative to banks with non-materialistic CEOs.     

Measuring and improving safety culture in organisations: an exploration of tools developed and used in Belgium

To support organisations in addressing their safety culture, practical tools have been developed worldwide. Based on such practical tools, it is possible to measure where an organisation is situated regarding its safety culture in order to identify priority areas, formulate appropriate improvement strategies and determine changes over time. In this paper, it is examined which practical tools to measure and improve safety culture are provided on the Belgian market. In total, 15 Belgian tools were identified, of which 8 agreed to cooperate. Amongst the included tools, there is a lot of variation regarding the methods to diagnose the safety culture and the overall procedure to improve the safety culture. The importance to adapt the tool to the specific needs and context of organisations is acknowledged in most of the tools, as well as the importance to use a multi-method approach to measure the safety culture. Also, it is recognised that all hierarchic levels should participate during the process of diagnosing the safety culture. A point of attention is this overall participation during the validation of the results of the diagnosis, and the priority setting of the recommendations, which is mainly done by the higher management. The development of the Belgian tools is based on experience with a focus on direct practical application, which leads to the fact that none of the tools are validated through scientific evidence. Another point of attention is that organisations pay too little attention at the continuity of safety culture research. And finally, the question can be raised if the safety culture tools actually address the concept ‘safety culture’, or if they address only a subset of the concept. When safety culture is addressed, a comprehensive approach should be used, where technological, organisational, human and external aspects are taken into account as interacting and interrelating elements.     

Can employee ownership and human resource management policies clash in worker cooperatives? Lessons from a defunct cooperative

The article analyzes the interaction between employee ownership, HRM policies and practices, and HRM outcomes in what was the world's biggest industrial worker cooperative for decades, and now defunct, Fagor Electrodomésticos. Using longitudinal internal data and detailed interviews with key stakeholders, this paper sheds light on how employee ownership conditioned HRM policies. HRM outcomes—such as job satisfaction and absenteeism—are also analyzed over a long period of time. Chronic nepotism when recruiting new members, failures in the training policy, impoverished and Taylorist working systems, and reverse dominance hierarchies are analyzed as factors that increased free riding and caused low satisfaction and the disengagement of working members. This case study contributes to the literature on HRM and worker cooperatives as it provides some insights that are rarely found in that literature. It also provides guidance to worker cooperatives about increasing the fit between employee ownership and HRM policies and outcomes.     

稻鳅共生种养模式试验研究

[目的]稻鳅共生是典型的稻田综合利用模式,符合生态农业发展方向。通过对稻鳅共生生态系统的生理生态学机制开展试验研究,为进一步推广稻鳅共生种养模式提供科学依据。[方法]采用田间试验方法,以水稻单作为对照,研究了不同泥鳅养殖密度下的稻鳅共生对水稻农艺性状、土壤理化性质、水稻产量构成的影响,并对稻鳅共生种养模式进行了经济效益分析。[结果]与对照处理相比,水稻长势在株高、有效分蘖率、根长等方面有一定提高。养殖田水稻株高增高了3%,有效分蘖率提高了8%~11%,根长提高了8.8%~31.3%。在土壤理化性质方面,与对照相比,土壤容重降低了7.1%~21.2%,孔隙度增加了4.1%~14.7%。实验前后养殖田内土壤有机质增加了3.5%~26.5%,对照田降低了2.5%~5.8%。土壤肥力(氮、磷、钾)减少,但减少幅度小于对照处理。稻鳅共生种养模式下水稻产量提高了5%~25%,同时稻田增收泥鳅1 725~3 375kg/hm2,净收入为1.836 0万~2.307 0万元/hm2,经济效益提高了3.65~4.84倍。稻鳅共生种养模式中泥鳅的养殖密度为30万尾/hm2时稻田的生态效益和经济效益最佳。[结论]稻鳅共生有效改善了土壤理化性质,促进了水稻的生长,提高了稻田产量和产值。     

客都梅州市休闲农业旅游资源分析及规划

[目的]掌握广东省梅州市休闲农业资源现状,开发农业生态旅游。[方法]运用SWOT方法对广东省梅州市观光休闲农业旅游资源的区位优势、客源市场优势、自然资源优势、社会经济资源优势进行了系统分析。[结果]广东省梅州市劳动力市场存在劣势,客源市场存在劣势和竞争,"客家文化"资源开发的广度和深度不够。[结论]广东省梅州市发展观光休闲农业资源是发挥其资源优势、扭转劣势、把握社会主义新农村生态文明建设机遇、迎接观光休闲生态旅游市场挑战的关键,以此推动传统农业向生态农业转变,推动旅游向以"客家"民俗文化为主题的休闲生态旅游转型,实现劳动力市场的人力资源供求有效对接。根据梅州市现有的休闲农业旅游资源优势现状,对梅州市观光休闲旅游的发展功能类型和旅游产品进行了初步规划,提出了森林生态、生态鱼塘垂钓、生态工业、水乡游乐、"客家"民俗、保健休闲、绿色商贸和绿色营销、农业主题园等八大功能类型的旅游产品。     

“互联网+”背景下文化创意乡村旅游产业发展及升级对策研究

贵州省乡村旅游产业出现于2000年左右,2004～ 2007年发展迅速,但随之互联网在我国的普及,在互联网经济影响下,贵州省文化创意乡村旅游业的产值增速出现了明显的下滑.为了能够促进贵州省文化创意乡村旅游产业在“互联网+”时代背景下稳步提升,文章对贵州省文化创意乡村旅游产业发展现状进行了阐述和分析,发现了贵州省在文化创意乡村旅游产业发展方面存在文化创新速度慢、产业模式落后等问题,该文进一步探讨了导致其近年来发展速度明显减慢的主要原因,并对“互联网+”时代背景所带来的发展机遇与产业升级策略进行了阐述,结合贵州省文化创意乡村旅游产业的发展实际,提出了通过运营、销售模式的网络化改造,以促进文化创意乡村旅游产业新发展,着力打造贵州省经济增长新亮点.     

企业文化测评研究综述

21世纪是文化的时代。当前,许多企业已经充分认识到企业文化的必要性和不可估量的巨大作用,开始了对企业文化建设的尝试。作为企业文化建设的第一步,企业文化测量的重要性凸现出来。文中通过对前人研究成果进行整理,分析了国内外企业文化测评研究现状。     

基于企业工程的企业信息文化及其建设模式研究

在探讨企业工程与企业信息文化内涵的基础上,提出企业信息文化是企业工程成功实施的关键:良好的企业信息文化是企业工程实施的保障,不良企业信息文化将成为企业工程的阻碍。根据企业工程实施的不同阶段与特点,从企业信息文化三要素入手,给出了构建与企业工程相适应的企业信息文化的三种模式:基于组织学习的建设模式、基于持续创新的建设模式和基于知识共享的建设模式。