校企合作办学过程中利益相关者利益博弈及协调研究

在利益相关者理论的基础上，通过问卷法、深入访谈法和文本分析法分析酒店管理专业校企合作办学过程中主要利益相关者的利益冲突及其对校企合作办学的影响机制。研究发现：利益相关者的利益诉求是影响校企合作办学的重要因素；学生自身的冲突主要包括实习前的期望和实习后的满意；学生与酒店企业的利益冲突主要包括：学生对知识技能的学习和接受培训与酒店对实习生劳动力的充分利用，学生对薪酬福利的要求与酒店以较低的人力成本获得经营绩效，学生实习工作和身份需要得到价值认同和受尊重与酒店管理工作欠完善的冲突；学校与酒店的利益冲突主要包括：学校公益性质与酒店的营利和追求经营绩效，学校注重对学生培养和综合素质的提高与酒店对学生廉价劳动力的获得和人才培养的相对欠缺。最后从构建有效利益沟通协调机制、满足合理诉求及完善校企合作办学保障体系三个方面提出利益诉求协调措施，为推动校企合作办学顺利实现提供参考和借鉴。     

Marketing Relationship Management: Antecedents to Survival and Dissolution

ABSTRACT

Though investing in relationships in order to continue them seems intuitive, is every relationship worth further investment? For those partnerships in unstable conditions, it is important to know which ones are headed for dissolution and which ones have the potential to survive.

In addition to assessing the economic value of continuing a partnership, this paper argues that the behavioral quality of a relationship should also be considered if relationship management is to be successful. A Partnership Survival Framework (PSF) is offered, wherein conflict response behaviors are shown to be predictive of not only survival but also the quality of a relationship. Here, the PSF is proposed and tested. Support is found for the framework and theoretical and managerial implications are discussed.     

论召回制度中缺陷产品认定标准之冲突与对策

根据现行法律,召回制度中的缺陷产品认定存在不合理危险标准的地域冲突、不合理危险标准与技术标准及企业标准之间的冲突。解决冲突的症结在于明确召回制度的价值取向。应采用不合理危险的单一标准来界定产品缺陷;结合有关的国际标准,建立健全我国的法定标准体系;实行产品召回保险制度。     

Furthering Organizational Priorities with Less Than Truthful Behavior: A Call for Additional Tools

Though codes of ethics exist in many businesses, employees still view less than truthful behaviors to be a significant ethical problem. The current study examines the related and somewhat counterintuitive issue of less than truthful behaviors intended to further organizational priorities. Such behaviors risk violating one organizational priority (e.g., adhering to a code of ethics) to achieve another. Data indicated four unique though non-mutually exclusive motivations: (1) to avoid confrontation or conflict; (2) to ensure quality in the delivery of a product or service; (3) to buy time for an organization’s strategy to play out; and (4) for self-protection or self-enhancement. The evidence further suggests that enhanced managerial training, particularly in handling confrontation and conflicts, could reduce the contradiction between stated codes of ethics and actual behaviors.     

詹姆斯·乔伊斯《偶遇》中的矛盾冲突

在《偶遇》中,乔·迪伦不是一个可有可无的人物,他是所有冲突的开始。他是一个伏笔。对于这些教会私立学校的学生来说,其行为规范全包括在巴特勒神父所说的那些话当中,就是说,他们始终处于某种压制之下。他从某种意义上可以看作促成＂我＂寻找冒险动机的一个重要因素。我计划并终于开始了我的冒险：拜访鸽子房,不过最终没能达成,意味着一个表面的冒险的受阻和未完成。不过正是这个中断,才促成另外一个冒险,也就是真正冒险的开始——偶遇。这个过程体现了各种各样的冲突：＂我＂和马赫尼,我和所处社会都柏林以及自我和本我的冲突等。     

化干戈为玉帛

本文通过对职业学校师生冲突现状的调查,从不同角度分析师生冲突的成因,并努力探求解决冲突和预防冲突的策略,以期使教师明确如何正确面对冲突,采取科学策略预防冲突,采取有效策略解决冲突,从而化干戈为玉帛,建立民主和谐的师生关系,构建和谐文明的校园。     

The straitjacket at workplace： Mobbing

Mobbing has been defined as a chronic asymmetric pattern of power relations and a consequent conflict transformed into a systematic discrimination or mistreatment at workplace which is expressed through unethical or aggressive communication （Leynman, 1996）. Mobbing occurs when an employee in the workplace is steadily subjected to aggressive behavior from more than one colleague or supervisor over a period of time, in a situation where the target finds it difficult to defend him/herself to escape this dire situation. Such a long term incivility tends to stigmatize the mobbed victim and may cause severe psychological trauma since （s）he is metaphorically in a straitjacket. In this double-bind and double-squeeze condition where （s）he can neither get out of the situation nor endure the ordeal, a positive outcome is unlikely. How do we differentiate mobbing from conflict in organizations and how are disputes converted into mobbing behavior, and if one may even do research on mobbing in a culture of＂organizational silence＂ and ＂obedience/submission＂ in a developing country will be the first theoretical research question. Whether systemic silence as a collective level phenomenon is not only an obstacle to healthy organizational communication and relationships, but also a serious barrier to development, participation and learning from malpractices is another relevant question. Most researches investigating the background of mobbing are based on either experiences of targets as victims or the critical cases including the perpetrators as mobber; Therefore, the findings are often at individual level and subjective. They are often ＂ex post facto＂ analysis of psychological dimensions （e.g., personality characteristics of mostly of mobbed victims and rarely of mobbers） or legal dimensions. There are few ＂ex ante＂ analyses of organizational culture dimensions so that preventive measures may be taken prior to any serious mobbing case is reported. This paper＇s objective is to approach mobbing as a function of group conflict and rumor that is uncontrolled for a long time. By exploring the background of mobbing in ten companies from service sector in IstanbuI-Turkey, this view is assessed. The findings confirmed that mobbing is a function of relational conflict and gossip particularly in companies with high positional power distance and highly centralized decision-making where high power imbalance between supervisors and subordinates are salient. Such organizations seem to be more conducive to concealed mobbing and survival than to development and participation of employees as ＂modus operandi＂.     

冲突管理浅谈一二

在管理学领域中,冲突是可以适当利用的。可以说,一个组织内部绝不能允许没有冲突,哪怕他们的冲突手段会对组织造成轻微影响。因为如果利用好这样的冲突,将对组织的管理十分有利。我们需要对冲突管理加以认识,本文对冲突管理中的些许要素进行简单分析,希望对管理领域有所帮助。     

Forced Versus Voluntary Dividend Reduction: An Agency Cost Explanation

We examine whether the agency cost arising from shareholder‐bondholder conflict is an important determinant of the timing of dividend reduction decisions. Firms forced to reduce dividends owing to bond covenant violations experience lower earnings, more frequent losses, and greater earnings declines around the dividend reduction year than do firms that voluntarily reduce dividends. Relative to voluntary‐reduction firms, forced‐reduction firms have higher debt‐to‐equity ratios and managerial holdings. These findings coupled with the increased dividend payout ratios and lower announcement period returns suggest that financially distressed firms that anticipate poor performance have greater incentives to delay reducing dividends to avoid a wealth transfer to bondholders.     

“泛珠三角”区域合作中的利益冲突与政府协调

“泛珠三角”的经济合作,由于涉及多重利益主体,不同的体制安排及利益需求导致区域内诸多的利益冲突的存在。如何协调各方利益、促进区域经济协调发展,使得区域合作不留于形式是区域各方政府必须正视的问题。本文特就该地区存在的利益冲突进行了探讨,在分析原因的基础上提出政府协调的重要性。