基于系统模糊优选模型的企业文化竞争优势评价研究

根据企业文化的特点,提出企业文化竞争优势的评价指标体系,建立基于多目标系统模糊优选理论的企业文化竞争优势评价模型。对4个企业的竞争优势进行实证分析,评价结果能定量诊断各企业文化竞争优势的差别,同时为企业采取合理的应变策略、提高竞争能力指出方向。     

农民自办文化:新农村文化建设的着力点

农村文化建设是社会主义新农村建设的重要组成部分。要想让农村文化建设走上健康的发展道路,必须发挥农民这一主体在农村文化建设中的作用,让农民自办农村文化是农村文化建设的重要内容,这也是社会主义新农村建设的本质所在。     

价值观,会计文化与会计准则制定

不同文化背景下的价值观决定了会计文化的形成进而会影响利益团体在会计准则制定过程中的博弈,并产生不同的经济后果。文章试图从不同文化背景的角度来分析会计准则制定如何受会计文化价值观的影响。     

对洋快餐与中国餐饮竞争格局的思考——看中西文化的碰撞

当今中国社会,洋快餐大行其道,面对我们传统的中国餐饮受到的冲击,文章通过对中国传统饮食文化的认识,思考我们对洋快餐的消费是欣赏它"快"是消费它的"派"还是消费它的文化?并对洋快餐的竞争优势从它的企业文化,成熟的管理制度等方面进行了分析解答。     

如何将企业文化与产品和服务结合起来输出给顾客的探讨

产品和服务是企业与顾客沟通的纽带和联络方式,其不仅是将有形的产品和服务提供给顾客,同时也或多或少地将企业文化传递给顾客,因此如何将企业文化与产品和服务有机地结合起来输出给顾客,对提高企业形象和认同度有现实和深远的意义,也是现代企业管理需要研究的一项主要课题。     

论济南近代历史文化特质资源的价值与持续利用

文化是人类历史与智慧的结晶。保护历史文化物质环境和自然环境,有效利用城市文化资源,是后来人应永恒关注的课题。在现代城市快速发展情况下,如何持续利用这些宝贵资源,值得我们认真研究探讨。本文选取济南近代历史文化特质资源的一部分,在研究其特有价值前提下,分析了其目前的生存状况,并提出了对于这些历史文化特质资源持续利用的相应对策。     

Western MBA Education and Effective Leadership Values in Developing Countries

Abstract

The study seeks to develop a leadership portrait of MBA graduates from developing countries. It examines the congruence between the effective leadership values as perceived by MBA graduates from developing countries and expected, accepted and effective leadership styles in their cultures. One-Way ANOVA and Duncan Multiple Comparison analysis revealed that MBA graduates from developing countries have the tendency to embrace western leadership values without forsaking traditional indigenous values. The research provides evidence to suggest that western MBA education is contributing to the conformity to the latest leadership paradigms across cultures and thus the formation of a shared knowledge structure which reduce the variability of future managers' perceptions towards leadership styles.

The study seeks to develop a leadership portrait of MBA graduates from developing countries. It examines the congruence between the effective leadership values as perceived by MBA graduates from developing countries and expected, accepted and effective leadership styles in their cultures. One-Way ANOVA and Duncan Multiple Comparison analysis revealed that MBA graduates from developing countries have the tendency to embrace western leadership values without forsaking traditional indigenous values. The research provides evidence to suggest that western MBA education is contributing to the conformity to the latest leadership paradigms across cultures and thus the formation of a shared knowledge structure which reduce the variability of future managers' perceptions towards leadership styles.     

Managing Cultural Diversity in Collaborations: A focus on management tensions

Abstract

This article explores the management of cultural diversity in public and not-for-profit collaborations spanning organizational, professional and national boundaries. Through the framing of a culture paradox, it identifies three interrelated tensions pertaining to the management of cultural diversity towards collaborative advantage. These tensions address: interactions between organizations within a collaboration; interactions between individual actors and their orientation towards the collaboration and their host organization; and the quantity and extent of cultural diversity within a collaboration. The culture paradox and its inherent management tensions provide theoretical and practical conceptualizations that are relevant to management and governance of collaboration.     

The role of organizational culture in the relationship between leadership and organizational commitment: an empirical study in a Greek organization

The aim of this paper is to explore the nature of relationships between organizational culture and leadership behaviours in affecting employees' commitment to their work organization. Building on organizational commitment literature, this study used a survey methodology. Empirical evidence was obtained from 300 employees working in a large Greek service company. The analyses indicated that the culture orientations examined served as mediators in the relationship between leader behaviour and followers' affective and normative commitment to the organization. The findings also indicated that continuance commitment is a two-dimensional construct; the ‘personal sacrifices’ dimension was found to be related to organizational culture and transactional contingent reward. This research paper has key messages for practitioners contributing to the fields of commitment, organizational culture, leadership and human resource management.     

The effects of cultural orientations on preferred compensation policies

This study aims at examining the relationship between cultural orientations and preferences for compensation policies. The study involves two concepts: culture and compensation. In the first part of this article, these concepts are framed; and in the second part, after direct measurement of both cultural traits and compensation preferences, their relationships are tested and discussed. Our findings suggest that while culture represents an important factor in human resource management, its effects on compensation preferences should be viewed as partial and moderate. Further analysis reveals that the effects of culture on preferred compensations may vary from one orientation to another. While some cultural orientations are more likely to affect pay policies, others seem to be of lesser importance. Similarly, it is found that compensation policies are not affected equally by cultural orientations. By analyzing the extent and direction of cultural effects, the study provides some insights into designing compensation policies and points out the managerial implications.