加强学习把握思路--新形势下高校学生思想工作者必须关注的两个重要方面

着重论述了新形势下高校思想教育工作者应该关注的两个重要方面。其一为加强学习提高自身素质 ,适应时代要求 ,其二为在具体学生工作中应当把握的几个重要方面 ,包括工作思路、道德教育、价值取向 ,以及实践教育、心理素质教育、创新教育等。学习与育人 ,构成了思想工作者提高工作成效的两个基本方面     

从“三个代表“的高度谈高校网络思想政治工作

随着信息技术特别是网络技术的飞速发展 ,思想政治工作从内容到形式、方法、手段、载体等方面都发生了重大变革。高校作为实践“三个代表”的前沿阵地 ,开展思想政治工作应该密切按照“三个代表”的要求。从“三个代表”思想的高度加以论述 ,提出了三个观点 ,即 :高校网络思想政治工作要为发展先进社会生产力提供强有力的支持 ,要为中国先进文化导向领航 ,要牢固确定为师生员工服务的宗旨     

The Interlocking of Gender with Nationality,Race, Ethnicity and Class: the Narratives of Women in Hotel Work

Whilst gender in the workplace is has been extensively researched, investigation into how gender interacts with other factors such as ethnicity and class has been less explicitly considered. This article explores the interlocking of gender with other categories such as class, ethnicity, race and nationality in the context of hotel work. It draws on the narratives of women describing their experiences of working in hotels. Findings from this empirically based examination suggest that gendered and other representations at work are not constructed as a process of adding difference on to difference, where categories are considered as separate and fixed. Instead, what emerges is a negotiation of the many categories shaping identities at work, which exist simultaneously and shift according to context.     

“以人为本”与高校思想政治工作的实效性

在正确认识“以人为本”的科学含义和高校思想政治工作实效性的重要意义的基础上，提出坚持“以人为本”能够从创新性、目标性、针对性和自律性四个方面取得高校思想政治工作的实效性。从了解学生的思想实际入手，把“以人为本”体现在认知教育对象的过程之中，充分理解和尊重学生，热情服务学生，可以把“以人为本”贯穿在思想政治教育的实际工作之中，科学引导学生把“以人为本”落实在大学生健康成长成才的培养过程之中。     

'Polyphonic' welfare: Luhmann's systems theory applied to modern social work

This article applies a series of concepts from Niklas Luhmann's systems theory in an analysis of modern welfare organisations. The point of departure is that social help in late modern welfare states has become 'polycentric' in that 'help' is today being defined by various different agents: public, voluntary and private care providers. Empirically, this article investigates re-housing work with homeless people, a kind of social work which involves several different welfare organisations. The case study shows how these organisations define themselves by making internal constructions of their surroundings, and how their self-enclosed nature creates a certain 'insensitivity' towards one another. How to coordinate and translate within this 'polyphony' of incomparable observations and values represents a major managerial challenge for present-day social workers.     

论大学生的阅读倾向及图书馆的服务对策

当前大学生的阅读倾向具有求知、求识、求美、求乐等特点，图书馆应及时了解和把握这些特点，加强对读阅读倾向的调研工作，提高服务针对性；在献资源建设上既要统筹兼顾，又要突出重点；要加快图书馆现代化建设，提高为读服务的水平，还要做好导读工作，尤其做好书目推荐工作。     

高职院校“双师型”教师队伍现状分析与对策研究

"双师型"教师是高职院校教育质量提高和教育目标实现的基本保证,但目前我国的高职院校"双师型"教师队伍建设存在着诸多问题,如师资力量不足、职称结构不合理且学历偏低、兼职教师所占比例偏低、教师培训环节薄弱、师资流出现象严重等。为此,国家必须制定相应的政策法规,高职院校也要建立和完善相应的机制,从而保证"双师型"教师队伍的建设。     

Gender differences in social workers’ assessments and help-giving strategies towards single parents

The study investigates Swedish male and female social workers’ assessments and help-giving strategies towards single parents applying for income support. The study was carried out with the help of a vignette distributed as a mail questionnaire. Results show that social workers tend to conform to assessments and help-giving strategies that are consistent with expectations linked to their own gender role.     

高等师范院校应重视学科基本概念的教学

文章从素质教育的角度出发,通过分析当前师范院校中所存在的一部分教师在教学过程中忽视基本概念的教学的现象,指出了这种现象产生的原因和由此产生的严重后果。从理论上阐述了高等师范院校更应重视学科基本概念教学的必要性和重要性,同时,也提出了作为高等师范院校的教师在概念教学中所应具备的态度和应掌握、熟悉的多种概念教学的有效方法。为目前高等师范院校开展的课程体系和教学内容以及教学方法的改革提供参考。     

Do Lets Work?

This study aims to uncover some of the reasons for differences in attitudes towards family‐friendly and equal opportunities (EO) policies for women between senior and junior staff and between male and female staff. This in‐depth case study of a multi‐national corporation in Hong Kong that included a survey questionnaire, interviews and participant observation suggests four categories of female employees according to their approach to EO: advocators, supporters, outsiders and rejecters. The approach adopted was dependent on the woman's level of empathy towards the situation of working women and the extent of her career ambition. Four categories of male employees can also be classified depending on their level of empathy towards women's situation (similar to women's case) and their extent of career satisfaction (in contrast to women's career ambition), namely, antagonists, outsiders, fence‐sitters and sympathizers. Women at higher levels were less supportive of EO than women at lower levels. No such clear relationship between organizational level and attitudes towards EO was observed among men. In Hong Kong, female managers had little expectation that their organization would be family‐friendly and women workers who consciously chose to balance work and family accepted that it meant fewer promotional chances. No such self‐adjusted depressed ambition was observed among men.