我国劳动力就业面临的特殊矛盾、挑战与对策

学术理论界分析我国劳动力就业问题多从西方国家或市场经济一般规律出发,很少从我国的特殊国情即矛盾特殊性出发.本文从我国劳动力就业面临的特殊矛盾即我国的特珠国情出发,分析了我国劳动力就业面临的种种挑战,提出了我国应当采取的相应对策即相关政策建议.     

论甘肃省西向发展战略

本文通过对甘、青、藏、新四省区生产要素、工业结构状况和政策背景等进行的审时度势的分析,论述了甘肃省西向发展战略的定义及其战略重点;同时,通过对甘肃西向发展战略不利因素的分析,提出了相应的对策建议.     

后危机时代中小型连锁超市的困境与对策

虽然金融危机的余波还未远去,但目前我国连锁经营企业同其他类型企业一样出现回升迹象。而作为资金力量薄弱、管理水平滞后的中小型连锁超市,如果不能在经济复苏时认清形势,抓住机遇进行战略调整,后续的发展将进入一个十分被动的境地,很有可能在即将来临的下一个经济增长周期中被市场所淘汰。本文主要从后危机时代的背景分析入手,力求寻找中小型连锁超市在此环境下存在的困境及解决方法。     

Current Human Resources Practices Affecting the Employment of Persons with Disabilities in Selected Toronto Hotels

Abstract

Due to the continuous growth of the hotel industry, Canada's highest employment rate since the 1980s boom, an aging labour pool, and shortages in talent across a range of key economic sectors, hotel organisations could face strong competition from other industries for skilled labour. In light of these potential labour shortages, persons with disabilities could represent an important under-utilised labour source for hotel organisations if the latter provide appropriate accommodating measurements and supporting human resources policies and programmes. This case study provides a snapshot of current human resource practices affecting the employment of persons with disabilities within a small number of Toronto hotels. The complexity of defining people with disabilities, the limitations of Canada's legal framework and the limited awareness, understanding, and communication between persons without a disability and people with a disability within the case study organisations seems to enforce a reactive approach. Changes and shifts in areas such as communication, awareness, and education might lead the participating hotel organisations to proactively recruit and integrate a highly motivated and committed group of employees. Despite the inability to generalize the findings across and to be representative of Canada's hotel industry, this study could be seen as a starting point for further research in the exploration of human resource practices and challenges affecting the employment of persons with disabilities in hotel organisations in Toronto and across Canada.     

Guiding the path: Identified skills for educating the next generation of workers

The changing economy brings about new and exciting opportunities for emerging workers. Research shows that adolescents transitioning to adulthood are eager to enter the workforce and begin their careers, but many will be underprepared for the types of responsibilities that their new positions will entail. Subjectively identifying the skills that current workers believe will be necessary for future job success provides insight into how school curriculum may adapt to the changing economy and better support their students. This study explores the viewpoints of workers and the skills that they will need to take the next steps in their careers.     

Managing millennials: Embracing generational differences

The topic of the Millennial Generation in the workplace drives much business conversation, as members of this generation form a growing percentage of the employee base. Both popular media and scholarly literature have painted the population of younger workers in an uncharitable light. The goals of this article are to contextualize the results of a large, empirical study in a more favorable manner and to suggest that embracing generational differences provides an opportunity as well as a challenge. This article examines traits of the different generations, in addition to the relationship between organizational commitment and workplace culture. We present findings that show millennials (also known as Generation Y, or Gen Y) as the only generational group that does not conceptually link organizational commitment with workplace culture. This group also thinks of work differently than members of the other generations, yet these differences can be understood through a managerial lens focusing on qualities such as duty, drive, and reward. We argue that by changing performance evaluation metrics to encompass a greater variety of measures, managers can provide a more detailed picture of the employee's work, and thus impact the worker's sense of duty. Additionally, by providing a more transparent workplace, employers can increase the employee's drive and clearly demonstrate the reward that workers will receive. Finally, changes that help newer employees adjust to the workplace can also allow the organization to operate more efficiently, benefiting employees of all generations.     

Insights on women’s labor participation in Gulf Cooperation Council countries

In analyzing the many stereotypes surrounding Arab Middle Eastern women’s employment issues, this article focuses on women’s labor participation and their career development in Gulf Cooperation Council (GCC) countries. We first unpack the stereotypes by demonstrating the progress of women’s labor participation in the region. We then uncover the critical challenges of a high female unemployment rate during GCC countries’ economic transformation in the non-oil sectors. We discuss the factors contributing to low women’s labor participation and the difficulty of career advancement for women, including (1) norms and traditions; (2) job opportunities and workplace discrimination; and (3) role models, mentors, and networking. Finally, we provide recommendations on how to improve women’s labor participation by involving the public and private sectors, deploying technology, and engaging in multilevel mindset change.     

新常态下国际贸易发展对不同素质劳动力的影响研究——基于人力资本视角

我国的国际贸易发展步入新常态,对现有劳动力要素将产生何种影响值得研究。本文利用计量经济法研究国际贸易发展对不同素质劳动力的影响,可知对外贸易对高素质和中等素质的劳动力均有显著正影响,对低素质劳动力有显著负影响,且对高素质劳动力的影响程度最大。由此可见,国际贸易发展将有利的促进劳动力素质的提升。其中,对外贸易出口对高素质劳动力起抑制作用,对外贸易进口、教育投资和外商投资均起促进作用。因此,要促进国际贸易持续发展,必须提高进口贸易技术溢出效应,加大中高素质劳动力的投资力度和利用外资的力度,实现国际贸易发展和劳动力素质相匹配。     

Power law behavior and world system evolution: A millennial learning process

Is social change on the scale of the human species a millennial learning process? The authors answer in the affirmative, demonstrating that world system evolution, viewed as a cascade of multilevel, nested, and self-similar, Darwinian-like processes ranging in “size” from one to over 250 generations, exhibits power law behavior, which is also known as self-organized criticality. World social organization, poised as it is on the boundary between order and chaos, is neither subcritical nor supercritical, and that allows for flexibility, which is a necessary condition of evolution and learning, and these in turn account for the major transitions marking world history and serving as the general framework for long-range forecasting. A literature review confirms the close affinity between evolution and learning, mathematical analysis reveals the crucial role of the learning rate as pacemaker of evolutionary change, and empirical evidence supports the concept of a cascade of evolutionary processes. The general equation describing world system emergence shows it to be a project whose current period is now 80% complete, suggesting that its major features might now be in place.