基于小组合作学习的任务型教学法的教学应用——以“综合英语”课程为实例的教学研究

在大学英语的综合英语课程教学中,运用基于小组合作学习的任务型教学主要可以通过三个任务阶段进行设计和实施,每个阶段可以设计多样的小组活动,以调动学生学习的积极性,从而促进任务时效性的实现,提高大学英语课堂的教学质量。通过分析大学中综合英语课程中单元实际课堂教学任务的设计理念,演示了基于小组合作的任务型教学在课堂教学中的实施方法,证明了此教学方法在大学英语课堂中的显著效果。     

LCCM理论框架下词汇隐喻的意义构建

“词汇概念和认知模式”（LCCM理论）以词汇概念为出发点,提出了一个语义构建和理解的认知框架,兼顾了语言组成成分意义和概念知识结构在意义构建中的作用。基于这个理论,文章通过一个具体的实例分析探讨了词汇隐喻的意义构建和理解过程。     

Exploring team mental model dynamics during strategic change implementation in professional service organizations. A sensemaking perspective

The purpose of this paper is to provide a deeper process understanding of team mental model dynamics in a context of strategic change implementation. To do so, we adopt a change recipient sensemaking perspective with the objective to identify salient determinants of team mental model dynamics. We aim to contribute to the managerial and organizational cognition literature by identifying critical micro-foundations that shape team cognition and interpretation processes during strategic change implementation. This adds to the field’s understanding of the under-researched collective dimension of strategic processes in general and strategic change implementation more specifically. Through an explorative case study conducted at a professional service organization, we identified five determinants of team mental model dynamics: coherence between ostensive and performative aspects of organizational routines, equivocality of expectations, dominance of organizational discourse, shifts in organizational identification and cross-understanding between departmental thought worlds. Case findings reveal that implementation processes of strategic change become intricate and difficult if change recipient sensemaking is not effectively acted upon. The five determinants identified require adequate managerial attention in order to avoid slipping into organizational inertia. As a consequence, professional workers are unable to ‘drop their tools’ and fail to integrate the strategic change effort in updated team mental models.     

Leadership across levels: Levels of leaders and their levels of impact

This article assesses 25 years of empirical leadership research in 11 top journals with the goal of understanding current practice and future needs for drawing solid conclusions about leadership at different hierarchical levels of the organization, as well as leadership’s effects on individuals, teams, units and organizations. We summarize the hierarchical level of leader and outcome level of analysis studied in different theoretical perspectives on leadership (traits, behavioral, transformational, LMX, strategic, shared) and by journal outlet. Among our findings, we observe that significantly less attention has been devoted to team- and unit-level emergent processes and outcomes, despite its conceptual relevance for leadership theory and practice. Four critical opportunities for advancing leadership science are presented.     

尤纳斯执教中国男篮述评

在北京奥运周期中,外籍主教练尤纳斯为中国男篮带来了先进的篮球理念与执教方法,帮助中国男篮提升了竞技能力,在北京奥运会男篮比赛中突破重围完成既定任务.奥运会后,将其在中国男篮的执教过程作一个客观的述评,是对外教带给中国篮球宝贵财富的总结,并能为今后中国篮球的发展与水平提高提供有益的借鉴.     

从工人阶级到大众——自治主义马克思主义建构政治主体的理路

自治主义马克思主义的阶级构成学说力求从工人阶级的视角读解资本主义发展全程,宣称工人阶级斗争是引领资本主义历史发展的本体力量。工人阶级不断通过自身的转型,从专业工人,到群众工人、社会工人,推动着资本主义历经自由资本主义、计划资本主义、危机资本主义的不同阶段。这一独特的历史阶段论恰恰是哈特、奈格里帝国与大众逻辑的理论前提,有必要加以考察以反思批判当代西方左派的“帝国”话语以及全球化时代的革命主体学说。     

从儒学领悟经营之道

搞经营主要是跟人打交道。儒家讲人道学,并不是经营学,但对经营者能从中获得多方面的启迪。经营者可以从中悟出团队建设方式、两手并重策略、拿捏做事分寸的智慧、示范效应的必要性、与人交往的诚信规则,有助于提高经营水平。     

Network brokerage and the perception of leadership

We renovate a classic experiment to define a research platform that provides data on network behavior and the causal effect of access to structural holes. Our hypothesis is that people are perceived to be leaders when they behave as network brokers, which is to say, when they coordinate information across structural holes. We focus on the perception of leadership to connect with the many field studies in which access to structural holes predicts success measures keyed to leadership. Our hypothesis is clearly supported. The broker-leader association we report is very similar in strength and form to broker-success associations reported in previous research. At the same time, it is also clear that people adapt to their randomly assigned network, re-shaping it to suit preferences that in some part emerge in team deliberations or outside the experiment. A modification to our hypothesis — at least for these small laboratory teams — is that monopoly brokerage is key to being cited as team leader. Leadership is ambiguous when multiple people are positioned to be brokers unless one person emerges by his or her network behavior as a monopoly broker. Our summary conclusion is that access to structural holes can be causal to the perception of leadership, a characteristic implicit in many success measures used to document the broker-success association.     

社工专业与非社工专业大学生团队角色倾向的差异研究

采用贝尔宾团队角色问卷,对社工专业、非社工专业共460名学生进行调查,并根据调查结果进行差异检验和聚类分析。结果发现：社工专业学生团队角色均衡型显著少于非社工学生,对凝聚者、实干家维度的倾向性显著高于非社工专业。讨论认为社工学生的专业认同以及社工专业教育的专业方法和价值伦理教学三重路径共同塑造了学生的团队角色倾向。     

Impacts of Rivalry on Types of Compensation – Competition vs. Co-operation between Multiple Agents under Technological Interdependencies

This paper addresses the question, what metrics should be used for performance evaluation and in particular how they should be weighted and combined in the presence of technological interdependencies when agents exhibit a social preference for rivalry. We find that the principal reacts to his agents’ competitive preferences through a reallocation of incentive intensity. As a consequence, depending on the underlying sort of technological interdependency, various differences in the weighting of performance measures compared to the case of purely selfish behavior arise and changes in the agents’ basic types of wage compensation can occur. We further show that the principal does not want both of his agents to behave equally competitively. Instead, he can only profit when the agents are asymmetrical. Then the principal wants the more productive agent to exhibit rivalry while the other ideally should behave completely selfishly.