浅析我国连锁药店经营管理

近几年,我国连锁药店在政府大力支持以及市场竞争和自身发展的需求下快速发展。连锁药店的发展具有品牌、规模、经营管理、低价、专业化、渠道网络等优势,但也存在规模小、数量多、人才缺乏、信息系统不完善、没有健全的配送中心等问题。应通过培养专业人才,建立完善的信息系统,实现信息共享,降低跨区域连锁的物流成本,开拓农村市场,提高品牌意识等对策,促进我国连锁药店的发展。     

药店经营基本药物现状调查

应用社会调查和文献研究的方法调查沈阳市文化路沿线药店经营基本药物现状。调查表明,零售药店对基本药物的配备是有选择性的,销售利润高低是决定药店配备或不配备某种基本药物的主要原因。     

提升医保药房服务质量 促进参保人员合理用药

本文主要分析医保药房在药学服务方面存在的问题,并针对此问题,提出相应的措施,以期提升药学服务水平。     

The Impact of Technological Turbulence on Entrepreneurial Behavior, Social Norms and Ethics: Three Internet-based Cases

We investigate the entrepreneurial opportunities and ethical dilemmas presented by technological turbulence. More specifically we investigate the line between Baumol’s [J. Polit. Econ. 98 (1990) 893] productive (e.g. innovation), unproductive (e.g. rent seeking) and destructive (e.g. criminal) entrepreneurship through three examples of Internet innovation – spam (destructive), music file sharing (unproductive), and Internet pharmacies (potentially productive). The emergence of accessible Internet technologies, under present norms, has created the potential for all three entrepreneurial activities. Because of the propensity for self-serving biases and for bending the rules, the need for creativity in overcoming obstacles and overall liabilities of newness, entrepreneurs are likely to challenge established industrial morals and laws. Unlike new entrants, incumbents must abide by the currently accepted norms, and thus suffer from “liabilities of oldness”. The challenge for new entrants is to change sociopolitical legitimacy, whereas incumbents need to defend the established norms. We discuss competitive and other issues that result from technological turbulence and innovation.     

The effectiveness of more advanced human resource systems in small firms

In this paper, we analyze whether Human Resource (HR) systems in small firms can be associated with higher performance as well as higher wages. Our study, which focuses on Dutch pharmacies, shows that more advanced HR systems do not have any effect on firms' productivity. In these micro firms, it is only employees who significantly benefit from the introduction of both a basic and a more advanced HR system. Our findings that small firms do not significantly benefit from introducing less traditional HR practices offer an explanation for the thresholds in the diffusion of these HR practices in small firms, and suggest that in these firms formal HR practices are less important than personal relations between the employer and his or her employees.