现代中国多民族国家策略——“民族”识别的历史动因探源

以云南地区的多元和多样性表现为例探讨现代中国多民族国家的策略和历史境遇。通过梳理中国历史上民族国家策略的历史进程,发现中国近现代历史中国民党和共产党在民族国家策略上的差异,以及现代中国“民族”识别的出现,是中国深远的历史情境中的一个必然结果,亦是中国共产党建立现代国家与各民族达成共识的基本路径。     

EMIG 1.2: A Global Time Series of Annual Emigration Flows

EMIG 1.2 is a new, open‐source emigration database, based on over 6,500 observations covering 155 countries between 1850 and 2008, which can be used in both aggregate and TSCS analyses. Using comparisons, I show that EMIG 1.2 complements and extends alternative databases. Still, I need to solicit help from area specialists to broaden and deepen its coverage. In its aggregate form, I observe two important trends: (1) the level of emigration today is lower than it was prior to the First World War (when weighted by the number of countries or people); and (2) global emigration rates have been falling since 1994.     

Middle Managers Moulding International Strategy: An Irish Start-up in Jamaican Telecoms

This is a story of how a group of middle managers moved beyond just implementing their firm’s tightly prescribed strategy for developing an international venture to the point where it could be argued that they failed to accomplish the four clear strategic objectives set by the firm’s executive management. Instead, the authors suggest, their success was in collectively orchestrating an emergent strategy¹ which provided the executive with a better, more profitable and durable embodiment of their strategic vision.Operating between the parent firm’s original strategic intent and the political and economic realities of the host country environment, their strategic influence is worthy of close examination. They can be divided into two distinctive groups—parent country nationals and host-country nationals—and the extent to which they co-operate with or obstruct each other will have a significant effect on the success of the enterprise.² The middle management in this case example, an Irish company launching a mobile telecommunications network in Jamaica, is drawn from both groups. This article investigates the apparent autonomy from executive control afforded these particular middle managers to identify the contingent factors that appear to allow, or constrain, their positive transmutation of the original strategic objectives. The key questions addressed are first, how the two groups, both individually and collectively, played out their roles in shifting strategy, and second, once these contextual dynamics have been identified, how other executive management groups can learn from this Irish/Jamaican experience considering similar international ventures. The authors’ response highlights those elements of strategy design, organisational structure and human resource management that they believe are critical in maximising the strategic contribution of middle managers to international ventures, and hence providing a better chance of success.     

Specialised Perception, Selection, and Strategic Surprise: Learning from the Moths and Bees

This paper draws on comparisons between organisations and organisms to illustrate how peripheral vision can influence behaviour. Like biological organisms, organisations have sensors to inform them of threats and opportunities. The process by which these sensors are developed is ‘selection, adaptation and learning’, or SAL. While SAL’s influence is helpful, it is not always on the side of the organisation. However there are systems that can help an organisation detect oncoming challenges. These include: leveraging the peripheral vision of the CEO; improving general purpose sensors; a better reading of specialised sensors; and installing new specialised or routine sensors in areas where none presently exists.     

Analysing intangible resources and managing knowledge in a supply chain context

This paper reports the initial empirical work (and related findings) which has been carried out in a UK Government funded project titled `The Development of Partnership Strategies and the Management of Knowledge which Underpins Capabilities'. The companies collaborating in the research were Cellnet plc, Flymo Ltd and four of their strategic suppliers. This paper describes the validation of a technique for analysing the role of intangible resources in the development of partnership strategies. The technique codifies the tacit knowledge which a company's managers have of their company's strengths thereby enabling this understanding to be communicated to partners and used as a basis for joint strategic development. The paper goes on to outline a technique which is currently being tested for managing the knowledge associated with inter-organisational innovation.     

Hitting the Target…but Missing the Point: Resolving the Paradox of Strategic Transition

Many firms are undertaking a strategic shift from cost leadership (through process management) to differentiation based on radical product innovation. Success in such transitions has been mixed, as have findings on the role of performance measurement and management in the process. This study explores the challenges of managing this transition, with specific focus on the role of performance metrics. Conventional wisdom indicates that top management can use metrics - measures, standards and rewards - to communicate new directions and priorities. Based on findings reported in this paper, this approach is found to be potentially fatally flawed when applied to a situation where both the corporate goals and the means of achieving these goals have changed. Using detailed data drawn from a multi-level analysis of a major international corporation undertaking such a strategic shift, this study explores the process by which metrics are formed and deployed, and the impact of this process on the ability of the firm to successfully achieve the change. Using measures such as the percentage of sales from new products, top management in the case study had the impression that the strategy was being successfully carried out by the various operating divisions. However, radical innovation (the desired result) had been replaced by incremental innovation. This study identifies the reasons for this situation. A major finding is that the performance measurement and management system can both allow and conceal this failure. Firms trying to significantly change their strategic directions must change their selection of performance metrics to focus less on the intended outcomes and more on the means by which these outcomes are to be achieved.