学生创新实践平台的构建与探索

近年来,高职学生的专业能力获得了很大的提高,但是高职学生的整体素质仍有不少弱点,集中表现在缺乏创新意识,以及缺乏主动学习的能力。本文构建了一个自动化专业学生创新实践平台,通过学生的培训、交流、参加技能竞赛、实验室设备维修等活动,实现学生创新能力的培养,取得了不错的成果。     

The Government Transformation Programme of Malaysia: a successful approach to public service reform

The 2009 Malaysian Government Transformation Programme (GTP) could be useful as a model for reform given its positive impact on improving public services in targeted key result areas. This paper assesses the GTP's approach in the context of the wider debate on whether reforms should be based on best practices or whether they should be diagnostic or problem-solving in approach. The GTP's success was largely the result of blending both approaches. The GTP experience in Malaysia provides a number of insights and lessons for delivering intelligent reforms quickly and effectively.     

湖北科技学院大学生实践创新基地的可行性研究报告

艺术设计专业的教学具有实践性,艺术设计院校90%的课程都属于实践教学。艺术设计教育改革与发展的现状,也凸显了建立实践基地的现实必要性。     

环境微生物学实践教学模式改革的探讨

通过对环境微生物学实践教学模式改革探讨,结合学科发展的特点,建立科学的实践教学模式,明确学生兴趣源,体现学生主体本位,拓展学生的发展空间,给予合理的评价体系,以促进学生综合素质和应用能力的全面提高,对进一步推动实践教学改革的进程提供新的思路。     

On the causes of increasing world poverty and inequality,or why the Matthew effect prevails

The purpose of this article is to analyse one of the very first European-level instances of trade union and social movement interaction in defence of the public sector, namely, the Coalition for Green and Social Procurement, an alliance of European trade unions and green and social non-governmental organisations (NGOs), and its campaign for an amendment of the new public procurement directives from 2000 to 2003. It will be examined to what extent this campaign was able to change the directives and counter neoliberal restructuring effectively as well as what the possibilities but also limits of trade union and social movement cooperation are as exemplified in this particular case study.     

亲历实验 提高大学生实践能力

大学生的实践动手能力,是提高大学生创新能力的重要途径,是培养大学生科学研究能力的基础,也是制约高等教育发展的重要因素。通过亲历实验过程,大学生可以接触到课本以外实际的东西,对培养学生理论联系实际的学风、实事求是的科学态度和探究问题的科学方法都具有重要的意义。本文对大学生实验教学与实践能力的培养提出了切实可行的方法。     

辅导员实践交流社区对提升辅导员专业素养的作用初探

本文试图探索利用建立辅导员实践交流社区的方式逐渐提升辅导员的专业素养,首先介绍了辅导员实践交流社区的概念与内涵,其次从四个方面分析了其对提升辅导员专业素养的作用。     

关于我系如何培养高素质团总支、学生会学生干部的思考

系团总支、学生会中的学生干部是系学生中的突出群体,在服务同学、协助学校管理、构建和谐校园的各项工作中具有十分重要的作用,是系人才培养和各项建设的重要部分。加强团总支、学生会学生干部队伍的素质培养,是系精神文明建设、系风学风建设和学生思想政治教育工作的重要环节。本文结合作者实际工作体会,分析了系团总支、学生会学生干部的特点,指出存在的问题,探索了培养高素质团总支、学生会学生干部的方式方法,对系学生干部的培养和校园文化建设具有积极的现实意义。     

Emerging Consensus on Labour Market Institutions and Implications for Developing Countries: From the Debates in India

Abstract

This paper makes a critical intervention to on-going theoretical and policy debates in the economic analysis of labour market institutions (LMIs) in the context of recent debates in India. It focuses on the internal inconsistency of mainstream economic analyses of LMIs, in particular those based on the new institutional economics (NIE) approach, and what appears to be an emerging policy consensus on LMIs within the World Bank and the International Labour Organization (ILO). The paper draws out the possible ideological parallels in these two developments, despite different intellectual origins and intentions of those engaged in these debates. A corresponding modification in policy debates in India is observed in the shifting perspectives from the Second National Commission on Labour (SNCL) to the National Commission for Enterprises in the Unorganised Sector (NCEUS). The apparent emerging consensus in both the theoretical literature and policy debates reveals the tendency for researchers to focus on labour market outcomes and phenomenal forms of LMIs rather than the structures, processes, agencies and relations that underpin them. While this can be seen as an advancement from the traditional distortionist-institutionalist dichotomy, the tendency of this consensus to explain the persistence of seemingly inefficient institutions within the micro-level choice theoretic framework and its appeal to policy agendas on good governance, social capital, trust and civil society, render it vulnerable to appropriation by the mainstream. The paper argues that the emerging consensus on LMIs is an inadequate framework to inform effective policy propositions, and highlights the scope and opportunity for a political economy alternative.     

Mobilizing consent: paternalism and cellular manufacturing

In this paper we explore the dynamics of the introduction of New Systems and Structures of Work Organization (NSSWO) in the context of the forces impacting upon organizational change in the unionized sector of manufacturing industry throughout the Thatcher period. This we do by way of a detailed case study of a major UK auto-components manufacturer. We explore a number of changes in work organization, including the introduction of a cellular-based system of manufacturing, from its initial strategic conception through to its implementation; the delegation of responsibility for quality to shop-floor operators and the use of more flexible working practices. In doing so, we reconsider the context of change, the detailed processes of change and the pattern of accommodation between labour and management. Drawing upon our previous work on the nature of paternalism (Ackers,and Black, 1991), we explore its significance in terms of management’s constant drive for more economic work practices and patterns of organization. Specifically we explore the significance of paternalism as a relevant concept in interpreting the case, and hence, also, as a relevant concept in understanding HRM. The case challenges the prevailing ideology that the ‘successful’

economic organization requires (a) a de-regulated labour market and (b)

a trade union free environment, or, failing this, that management needs to

develop an individualistic approach towards the work-force, moving from the

more pluralist‘industrial relations’approach towards an essentially ‘unitarist framework, as found in certain interpretations of ‘uman resource management’(Guest, 1987)

The paper is thus a contribution to the continuing analysis of those ‘tensions and struggles through which the open ended potential of labour power have been managed, through shifting patterns of coercion, accommodation and compliance into profitable forms of production’(Elger and Smith, 1994: 12; Thompson, 1990). By means of this case we attempt to explore this issue with respect to three interconnected

themes:

The place of paternalism as a relevant concept in the age of HRM.

The extent to which organizations may be better advised to look towards ways

to build upon their existing organization culture, rather than seeking solutions

from overseas models.

Linking with previous work on the ‘Joint Process’in the US (Black and Ackers, 1994), the paper raises issues concerning the ‘strategic issue . . . which managers have to face . . . the balance between joint regulation and joint consultation’(Storey and Sissons, 1993: 221), and hence the role of trades unions in organizational change programmes.