浅析在价值工程项目团队中运用建导法

价值工程(VE)经常采用项目团队工作方式进行。因此,价值工程成功与项目团队的绩效存在密切关系。团队目标、团队沟通和团队冲突等团队过程因素是影响团队绩效的重要因素,团队目标依靠团队互动达成共识,而团队沟通和团队冲突更是团队互动过程的行为要素,因此团队互动对于项目团队绩效具有重要意义。建导法是一种引导和改善团队互动过程的技术,在价值工程项目团队中运用建导法,可以使项目团队互动取得更好的效果。     

Turn to the material: Remote diagnostics systems and new forms of boundary-spanning

To learn and adapt, organizations engage widely in Information Technology (IT)-mediated boundary-spanning. This involves making sense of a swath of peripheral information made available by digital means so as to expand local knowledge. Prior research on boundary-spanning has paid scant attention to material differences between IT systems in enabling or constraining such activity. In this article, we argue that material features do matter: features afforded by IT systems have a significant impact on the form and content of boundary-spanning. We analyze material features and related affordances provided by remote diagnostics systems – a family of ubiquitous IT systems. These features allow remote diagnostics systems to collect, store, and continuously analyze data about the state of machinery and related production processes across space, time and organizational boundaries. Organizations use these systems to determine when maintenance intervention is needed, or to improve their production processes. Often, these systems are run by external service providers at remote sites, which become the new ears and the eyes of a focal organization’s production processes. Building on a longitudinal multi-site case study of two organizations, we explore the impacts of remote diagnostics systems on boundary-spanning. We observe that material features afforded by the remote diagnostics led the organizations to change their boundary-spanning in contradictory ways. On one hand, they reinforced existing boundaries. On the other hand, they crossed or cut down others, or created new ones. This suggests that the material features of these systems, when combined with new knowledge creation and sharing practices, within and between the local and the remote sites generate richer, multi-faceted inter-organizational knowledge flows. We surmise that IT’s new material features will continue to significantly shape organizing logics that determine where and when organizational boundaries are drawn and crossed. Future boundary-spanning will increasingly be shaped by socio-technical assemblages brought together by increasingly pervasive IT capabilities.     

在供电企业“党政分设、交叉任职”的领导体制下如何当好党委书记

文章从“党政分设、交叉任职”背景和理论依据出发,研究在“党政分设、交叉任职”领导体制下当好党委书记的重要意义,从桂林供电局这一视角,总结当好党委书记的主要做法与基本经验,提出在新的经济形势下,在供电企业当好党委书记、支部书记的一些建设性思考。     

论思想政治工作在公路体制改革中的科学实践性

体制改革是大势所趋,是公路系统完善自我、与国际市场接轨的一项重要举措。思想政治工作要有超前性。要加强和改进思想政治工作方法,注重科学性和实效性,掌握思想政治工作标准,确保公路系统改革顺利进行,首先要站在“三个代表”重要思想的认识高度理解认识改革当中思想政治工作的重要性和必要性,扩大和挖掘思想政治工作的广度和深度,积极践行思想政治工作的科学方法,同时要把握好思想政治工作的系统性、针对性、超前性和实效性。     

改制企业党建与思想政治工作的思考

文章阐述了改制企业党建与思想政治工作存在的问题,并提出了对策和措施。     

深入学习实践科学发展观推动高职院校团学工作上水平

深入学习实践科学发展观,是解放思想、深化改革、解决新时期学院团学工作所面临问题的必然要求,是推动学院团学工作上水平的重大举措。文章就开展学习实践科学发展观活动的重大意义、现实紧迫性以及如何结合实际努力践行科学发展观进行探讨。     

‘I didn't feel like I was alone anymore’: evaluating self‐organised employee coping practices conducted via Facebook

The long‐term fracturing of the labour movement has led to increased attention to employee coping practices under new management practices and labour processes. However, the literature caters little for the recent rise of employees taking to social networking sites (SNSs), such as Facebook, to find ways to cope with the pressures of contemporary employment. To explore the self‐organised coping qualities of SNSs, interviews were conducted with front line workers, employed by a large anti‐trade union US retailer, who contribute to a self‐organised Facebook group set up as a place for fellow employees to deal with collective employment‐related problems. The main findings suggest employee self‐organised Facebook groups represent an important development and extension to the coping practices available to individual and groups of employees. The main implication of the findings is that Facebook groups appear to strengthen and widen the options for employee resilience in an age of continuing trade union retreat.     

按劳分配与收入公平分配

按劳分配与收入公平分配存在正相关,主要表现在按劳分配存在前提和分配主体转换的公平性、分配依据和利益结构及其主体地位的合理性五个方面.按劳分配的实践与收入公平分配存在负相关,主要表现在由于理解上的偏差、应用中的偏差、实施对象客观条件不同而导致收入分配中事实上的不公平.为了强化按劳分配与收入公平分配的正相关、弱化按劳分配的实践与收入公平分配的负相关,必须采取相应对策.     

谈市场经济条件下的高校思想政治工作

面对市场经济大潮的冲击,高校思想政治工作如何顺应历史发展的趋势,充分发挥其应有的强有力的作用,这是一个重大的课题。笔者认为,在经济体制的变革中,高校思想政治工作应当牢牢把握有利时机,解放思想,转变观念,主动适应,改革创新,通过扎实有效的工作,进一步促进高等教育的改革和发展,从而为社会主义市场经济体制的建立和完善发挥作用。     

The HR quadriad: a framework for the analysis of HRM in project-based organizations

This paper introduces the idea of the ‘HR quadriad’ as a framework for the analysis of HRM as a collective, configurational, and complementary system of roles and practices. The framework highlights the interplay between HR specialists, line managers, project managers, and project workers in the implementation of HR practices. On the basis of a multiple case study comprising six project-based organizations, two organizational factors are singled out as important for the design of the HR quadriad: (1) the nature of project work as either intra-functional or inter-functional, and (2) project participation as either focused or fragmented. The paper gives empirical support to recent research on HRM favoring the synergic integration of the elements of HRM systems designed in a way that acknowledges internal coherence and organizational conditions.