Organizational Communication Research on Motorola

With China' s accession to the WTO, it is faced with huge challenges and opportunities. One of the biggest challenges is to foster intercultural thinking and working abilities so that China can compete with other powers. This paper tries to set Motorola Solution as an example to discuss cross-cultural business communication problems.     

我国主要海洋产业对劳动力就业的拉动效应分析

就业问题事关国计民生.积极寻找新的就业增长点,缓解当前就业压力,促进经济稳定增长已成为政府、学者和公众关注的焦点话题.本文以我国主要海洋产业为研究对象,从就业弹性和单位岗位贡献两个角度出发,对主要海洋产业的就业拉动效应做出分析.研究结果表明:我国主要海洋产业生产总值每提高1%,将使主要海洋产业就业人数增加3.28万人次;就业弹性显著为正,但呈现出下降的趋势;主要海洋产业群内部各子产业的单位岗位贡献差异明显,其中海洋交通运输业和海洋油气业对就业的带动作用较大,且传统优势产业海洋渔业、滨海旅游业等仍扮演重要角色.     

高职AutoCAD课程实践教学改革探索

美国Autodesk公司开发的AutoCAD(Computer Aided Design)软件,具有可视化界面和交互式绘图功能的工程图绘制平台。同传统的手工绘图相比,用它绘图速度更快,精度更高,便于修改,是目前全球用户最多的数字化设计工具,怎样提高高职艺术设计专业学生的职业素质和动手能力,树立职教意识,以学生为中心,结合就业岗位,实施项目化教学,强化技能培养,在现有教学条件和模式的基础上寻找适合高职艺术设计类专业cad课程的教学方法,成为我们AutoCAD教学工作的关键。     

注重实施激励机制 提升护理质量

通过运用激励机制对护士进行激励,有效提高了护理质量、护理管理水平、提升了护护、医护、护患关系的满意度,增强了护士凝聚力,打造了高素质的护理队伍。     

Job guarantees, employability training and partnerships in the retail sector

This paper discusses the potential value of local, partnership-based employability training and job guarantee programmes, focusing on one example—the 'Alloa Initiative'. The Initiative involved an employability training and job guarantee scheme developed in partnership with Tesco, a major retailer, in preparation for the opening of one of the company's new stores. This paper reports on the outputs from this project, which placed 109 disadvantaged job seekers into positions at the store, and proved particularly effective at targeting the long-term unemployed and those with limited experience of the retail sector. The analysis is based on the findings of survey research undertaken with 86 of the 109 training course completers (a 79 per cent response rate) and all the main partners involved in the Initiative. Innovative elements of the training programme that contributed to its positive outcomes are discussed, and a model for 'managing successful partnerships' is applied, in order to identify critical factors explaining the apparent success of the Initiative. In particular, the importance of employers providing job guarantees is noted.     

导游工作倦怠及其影响因素的调查

本文通过对导游工作倦怠的调查 ,以探讨影响导游工作倦怠的因素 ,以及工作倦怠对导游身心健康和工作满意度的影响。在分析调查结果的基础上 ,提出了降低导游工作倦怠的建议。     

External labor market strategy and career success: CEO careers in Europe and the United States

In this paper, we examine the career histories of the chief executive officers (CEOs) affiliated with the 500 largest organizations in Europe and the 500 largest in the United States. Our purpose is to determine whether frequent career moves across employers, a phenomenon we label an “external labor market strategy,” brings greater career rewards than moves inside the same organization. The results reveal that an external labor market strategy is negatively related to career success. On both continents, CEOs who have spent a smaller fraction of their career in their current organization or have changed employers more often have taken a longer time from the start of their career to be promoted to the most influential corporate positions. The labor market institutions in the 22 countries sampled do not influence the relationship between an external labor market strategy and career success, while the specific geographic region in which the employers are located has a limited impact on this relationship. © 2009 Wiley Periodicals, Inc.     

Overestimating Oneself and Overlooking the Law: Psychological Supports for Employment at Will

This article studies the hypotheses that people tend to underrate other people's work motivation and skills relative to their own, and further tend to be unaware of the legal status of employment at will in contemporary U.S. law. The theoretical part of the article describes psychological bases for the hypothesized tendencies and explains how they can be expected to foster acquiescence to employment at will and high employment insecurity. The empirical portion of the article describes and discusses a survey of M.B.A. students that probed their knowledge of and attitudes toward U.S. employment law, along with their attitudes toward employment insecurity and work motivation. Consistent with the hypotheses, the study found widespread lack of knowledge about the legal status of employment at will, as well as a tendency toward overrating one's own work motivation relative to others and a tendency toward taking higher risks of termination when they were presented as controllable on an individual, though not a group, basis.     

Factors influencing women's decision to leave an organization following childbirth

The purpose of this study was to understand the reasons why college-educated women leave organizations after childbirth. Results from 228 women who participated in a study of intention to work following childbirth indicated specific work and family factors that differentiated mothers who returned to work from mothers who stayed home after childbirth. Comparisons were also made between women who had a child and those who anticipated having a child. The findings are discussed in terms of their implications for organizational policy makers.     

Shape up or ship out? Employment discrimination against the overweight

Increasing health care insurance costs have focused employer attention on health-related factors in employee recruitment and retention. One such factor is weight. Employers have argued that overweight employees are absent more often, are more susceptible to on-the-job injuries and illnesses, and are less productive than others. They have also contended that overweight employees present poor role models and may cause “negative reactions” by others. Although no federal law addresses employee obesity specifically, a number of laws prohibiting other forms of discrimination present potentially litigious situations. This article reviews the background and legal framework of discrimination against the overweight and offers some guidelines for avoiding such charges.