转折,使你的讲话韵味十足

生活中,常听一些人说:"就怕领导在‘但是'后面做‘文章'."本来,在讲话中运用"但是"进行语意转折是很平常的事,为什么会让人产生"怕"的效果呢?     

Home surgical recovery program proves value

The evidence is overwhelming that sharp reductions in health care costs can be achieved by reducing or eliminating reliance on expensive hospital care. In surgery, this is not always possible. However, significant savings can be achieved through reducing the length of time that a surgery patient must spend in the hospital. In outpatient surgery, the hospital stay is reduced to a single day. In this article, the authors describe a home surgical recovery program that has had great success in reducing hospital stays for even more complicated surgical procedures, frequently matching the achievements of outpatient surgery programs.     

Can information technology enable profitable diversification? An empirical examination

Investments in information technology (IT) are now a major part of corporate investment, and the management of IT is essential to performance. In general, IT is expected to have performance effects when it is judiciously used to complement existing corporate capabilities. In this research, we examine how IT can complement diversification strategy. Using hypotheses and measures suggested by information processing theory and the theory of corporate strategy, testable hypotheses are derived to examine how IT can complement diversification. Results suggest that spending on computer technology significantly complements a strategy of unrelated diversification. Implications for theory and practice are discussed.     

Corporate social responsibility: a strategic and profitable response to entry?

This paper investigates whether an incumbent has an incentive to introduce corporate social responsibility (CSR) activities only as a response to entry by a competitor, i.e., the incumbent would eschew CSR if left uncontested. We assume that the entrant cannot provide CSR at least at the outset for two reasons: (1) it would not be credible due to its lack of recognition and (2) due to high fixed cost to pay e.g., for licensing. More precisely, this paper shows that monopolistic firms can have indeed the incentive to introduce CSR activities only as a response to entry. Therefore, increased competition can turn a firm “green”, providing a “win–win” for business as well as for the environment.     

Integrating acquired physician practices

Many strategies have been suggested to accomplish successful physician integration, including stock ownership in a for-profit entity created by the health system, sharing in the cost efficiencies caused by changing practice patterns, and compensation attached to service and access standards. One thing that executives overlook goes beyond financial concerns and yet hits at the heart of what is important to most physicians. That is maintaining their ability to make decisions regarding their own practice environment both clinically and administratively. United Health describes its physician-administrator team model, developed to enhance the physician integration process.     

Human capital practices of Russian enterprises

Abstract

The goal of this study was to explore current human capital (HC) management practices (including training and development, recruitment and selection, compensation, empowerment, diversity, and work/family balance) of Russian enterprises. The data were collected at 270 large, medium and small enterprises in Moscow and four representative regional centers. The study results suggest that Russian firms tended to emphasize current HC needs, not long-term HC development strategies. The firm size had an effect on differences in training, selection and compensation practices, with large firms being more long-term oriented. Correlation between elements of the HC management model provided some preliminary evidence that Russian firms tried to coordinate selection, compensation and training procedures. In addition, firms that empowered their employees were also putting more emphasis on long-term oriented training, selection and compensation practices. Finally, there were signs that diversity was gradually becoming an important issue for Russian enterprises of all sizes. However, compared to diversity, companies' emphasis on helping their employees to deal with the work/family balance issues was much stronger.     

High-involvement work practices and employee engagement

The purpose of this paper is to examine the relationships between high involvement work practices (HIWPs) and employee engagement. HIWPs consist of four main attributes: (a) power – employees have the power to make decisions and/or to participate in decision-making; (b) information – information is shared among employees; (c) reward – employees are rewarded for their good performance; and (d) knowledge – employees are provided with the necessary training to do their work. This paper investigates the connections between engagement and each of these practices, and proposes a conceptual model that links these relationships. It starts by providing a brief overview of HIWPs, followed by a discussion on the connections between HIWPs and engagement, and a conclusion and discussion of implications for practice and research.     

Enhancing standard performance practices with DEA

Data envelopment analysis (DEA) can be interpreted as a natural generalization of elemental practices for efficiency and performance evaluation used in diverse areas, some of which have evolved independently of each other and of the traditional efficiency framework of Charnes et al. [Measuring the efficiency of decision making units. European Journal of Operational Research 1978;2(6):429–44]. The paper aims to show that some standard “real-world” procedures employed by practitioners in the fields of retailing, finance, and social science can be interpreted as unconscious applications of DEA, and that such analyses could be enhanced by the explicit use of DEA. A supplementary aim is to demonstrate that DEA can be derived from concrete examples and first principles. The choice of the examples covers the two typical returns to scale environments of constant returns to scale (CRS) and variable returns to scale (VRS). Motivating and deriving DEA as a generalization of established performance evaluation practices will help to explain and disseminate this methodology to practitioners and to those who find their methods familiar.     

The emergence of sustainable manufacturing practices

Sustainable manufacturing appears to be a rapidly developing field and it would be expected that there is a growing body of knowledge in this area. Initial examination of the literature shows evidence of sustainable work in the areas of product design, supply chain, production technology and waste avoidance activities. Manufacturers publish metrics showing significant improvements in environmental performance at high level but information on how these improvements are achieved is sparse. Examining peer-reviewed publications focused on production operations there are few cases reporting details and there has been little prior analysis of published sustainable manufacturing activity. Moreover, the mismatch between academic and practitioner language leads to challenges in interpretation. This article captures and analyses the types of sustainable manufacturing activities through literature review. In turn, this can help manufacturers to access examples of good practice and help academics identify areas for future research.     

Employer branding practices for young talents in IT companies (Russian experience)

This article discusses the current Russian experience of information technology (IT) companies in building employer branding practices to attract and retain young talents. Focusing on generation theory and employer branding perspective, we identify the core employment values and preferences of young IT-professionals and consider the efficient employer branding tools used by three IT companies to cooperate with them in the conditions of ‘war for talents’.     

Modelling the impact of performance management practices on firm performance: interaction with human resource management practices

The paper draws on resource orchestration theory to investigate whether and how performance management (PM) practices interact with human resource management (HRM) practices in organisations as well as how this interaction affects firm performance. The proposed theoretical model was tested through a survey of 192 UK firms using Partial Least Squares approach for structural equations modelling. The findings show that the effect of PM practices on firm performance is better explained when the interaction between these practices and other organisational practices is considered. In particular, we examine the extent to which the interaction between PM practices and commitment-based HRM practices affects performance. We find that when HRM practices and PM practices are misaligned, their effect on performance can be negative. This is the first paper in the PM literature that establishes the relationship between PM and HRM practices in organisations and demonstrates the effect of this relationship on firm performance.     

Organizational wisdom practices and firm product innovation

Review of Managerial Science - The manner in which organizational wisdom-related variables or practices (e.g., reasoning, intuition, virtue, prudence, and aesthetics) are related to firm product...