试论国有企业文化建设需要把握的几个原则

企业文化,是企业在长期的生产经营活动中培育形成的全体员工共同享有的一系列规范和价值观,是一种管理文化、经济文化和微观组织文化,对企业员工的行为、企业决策行为和管理方式有着很大的影响,进而影响着企业长期的经营业绩.中国的企业能否在机遇和挑战面前迅速转变观念和机制,关键取决于企业文化.国有企业文化建设,作为有中国特色社会主义文化建设的一个重要组成部分,需要把握好系统性原则、激励性原则、创新性原则、长期性原则.     

Cultural integration through shared learning among resettled Bhutanese women

ABSTRACT

The multidimensional needs of recently resettled refugees have been well documented and range from elevated rates of mental illness and health care challenges to difficulties accessing resources due to language and literacy barriers. These factors are largely responsible for the challenges resettled refugees face in acquiring and maintaining stable employment. It is possible that achieving financial stability through steady employment and purposeful money management may alleviate some stressors associated with the resettlement process, though research in this area that is specific to refugees is in its infancy. What is clear, however, is that a traditional approach to mental health treatment (i.e., therapy in a traditional office setting) may lack effectiveness because of the lack of attention to extraneous stressors such as poverty, transportation, and language and literacy challenges that impact resettled refugees. The purpose of this study was to qualitatively assess the impact of a group-based financial education course and social enterprise on the self-reported mental health (i.e., post-traumatic stress symptoms, depression, anxiety, and somatization) of Bhutanese refugee women resettled in the United States. The study also sought to evaluate the acceptability and overall satisfaction with various components of the intervention. This qualitative study was a follow-up to a larger quantitative study that included 65 Bhutanese women who were resettled to the southwestern United States by a large resettlement agency. The results of this study offer insights into the lived experiences of Bhutanese refugees in the United States, particularly related to cultural integration bolstered by group-based education and shared learning opportunities.     

高新技术开发区全要素生产率指数研究--与高新技术产业和大型工业企业的比较分析

各地大型工业企业、高新技术产业和高新技术开发区作为国民经济的重要基础,对国民经济的健康可持续发展起着举足轻重作用.对于各地大型工业企业、高新技术产业和高新技术开发区生产率的研究具有重要的理论价值和现实意义.本文在相关文献研究的基础上,运用 MALMQUIST 指数模型对1998-2009年各地大型工业企业、高新技术产业和高新技术开发区进行了技术效率、技术变化率、纯技术率、规模效率和全要素生产率的时间序列评价和综合评价;结果显示大中型工业企业、高新技术产业和高新技术开发区的技术效率、技术变化率、纯技术率、规模效率和全要素生产率平均值分别为1.011、0.842、1.011、1.000和0.852.     

集团企业授信风险识别和防范研究

集团企业组织结构庞大,业务交易复杂,地域跨度大,信用状况参差不齐,在信息不对称背景下,给商业银行授信风险管理带来很大的困难,以致屡屡遭遇集团企业授信风险。集团企业的关联和风险,最终表现为以资金为纽带的财务风险,都可以从财务管理和财务报表的真实性上找到原因。文章从财务角度分析了集团企业授信风险的成因,并就识别和防范集团企业的授信风险提出了应对策略和政策建议。     

企业转型升级与提升核心竞争力

企业转型升级,努力构建核心竞争力是大势所趋,其目的是提升企业核心竞争力。坚定的信心和自信、积极进取的主体精神是推动转型升级、提高企业核心竞争力的首要条件。企业的转型升级、构建核心竞争力是系统工程,必须要与政府、社会和谐共振。     

符号学在商业空间设计中的文化传承研究

在审美与文化日趋多元化的今天,人们对民族化、本土化的设计理念日益重视,传统符号的优点也更加充分的显露,并在现代商业空间设计中得到广泛的运用.怎样将现代元素与传统符号结合,形成独特的商业空间环境风格,积极创造既能够刺激消费、促进经济发展也要同时注重文化传承的商业空间环境.     

地方工科院校学生实践创新能力培养新探——以南京工业大学化学化工学院为例

实践创新能力培养是高等工程教育的重要环节,离开创新意识指引的工程实践教育往往沦为一种失去实践意义的职业教育。创新意识的引入意味着学生以更加积极主动的心态参与日常学习,创造性地将自己的知识储备与工程实践所需相结合。分析了工科院校实践创新能力培养重要性及其制约因素,并以南京工业大学化学化工学院为例对学生实践创新能力的培养方式进行了探索。     

个人与组织匹配对工作绩效影响的实证研究——以通信企业为例

通过对不同省份通信企业的问卷调查,运用结构方程模型,实证研究了个人与组织匹配、自我效能对工作绩效的影响。结果表明,个人与组织匹配和自我效能都对工作绩效有着显著的正向作用,其中,自我效能在个人与组织匹配对工作绩效的作用过程中起着中介作用。继而根据研究结果对通信企业的人力资源管理提出了相关的建议。     

Challenges of Commercial Sexual Exploitation of Children in India Need for Legislative Reforms in Partnership with the Social-Work Profession

This article examines the challenges of commercial sexual exploitation of children in India, ranging from the traditional religion-sanctioned commercial sexual exploitation of children, to child trafficking for brothel-based prostitution, to the recent trends in child-sex tourism. It then reviews India's legislation to deal with these problems. Identifying the gaps, the article concludes with recommendations for a child rights-based comprehensive legislation for child protection and the role of the social-work profession to support such legislation.     

关于集团企业财务预算管理的探讨

企业集团管理工作的核心是预算控制,要发挥预算的管控功能,保证预算的准确性是前提,采用适当的预算考核与激励机制是保障。考核激励指标及其评价方法的选择、考核激励的频率以及激励方案的设计是影响预算考核激励效果的主要因素。