应急动态联盟利益相关者分类与状态转化

引导和协调不同类型的组织共同构建高效的应急动态联盟,是应急管理的重要问题。应用利益相关者理论可以界定应急动态联盟利益相关者概念,并根据影响力大小、是否与应急管理事件之间有较强的法律或合约关系将其分为四大类,再根据其参与应急过程的程度细分为八类。应急活动中,不同类别的利益相关者分别构成应急动态联盟联邦模式的核心层、核心组织层和外围组织层,并随着不同政策和环境的影响而动态转化。优秀的组织个体会随着积极的政策环境由低影响力向高影响力、由低合约向高合约、由低社会性向高社会性转化。为促进应急动态联盟的发展,应加大有效资金投入,建立应急激励与约束型政策,推动应急技术创新,加强应急管理的评价工作,完善事后补偿措施等。     

历史风云中的女性成长解读——《玫瑰门》、《大浴女》、《笨花》

《玫瑰门》、《大浴女》、《笨花》为铁凝创作成熟期的作品,铁凝将三部小说的女主人公置于不断变幻着的历史场景之中,展示女性与他人、女性与社会以及女性个体与历史、文化、民族间的内在联系与纠葛,使这三部小说具有女性成长史的意味。三部小说如同女性成长三部曲,展示了女性从深陷生存和精神双重困境无法自拔到最终走出自身窘境、获得女性身份和社会身份双重认同的艰辛历程。     

Suggestive Selling by Waitstaff in Family-Style Restaurants

Two studies were carried out in family-style restaurants to increase suggestive selling by waitstaff and to assess some of the natural contingencies that may influence suggestive selling. In the first study a combination of goal setting, feedback, and positive reinforcement was presented to waitstaff for suggestive selling of cocktails, appetizers, and desserts. Increases were not uniform across the three categories with desserts showing the greatest increase. The second study was designed to assess some of the possible controlling variables for selling by observing when waitstaff typically suggested cocktails, appetizers, and desserts in over 50 restaurants. Suggestions were more probable after dinner than after lunch and waitstaff were more likely to suggest dessert when the restaurant was not crowded than when it was full and busy. Suggestive selling appears to differ across individual waitstaff and may be differentially reinforced during non-peak times during the day.     

Some Things I've Learned About Changing Behavior in a Fortune 100 Company

Abstract

The present study used a sign to increase the number of pushed in chairs within 2 sections of an undergraduate educational psychology course at a university in the southeastern United States. This may have increased the opportunity for students with mobility limitations to select from a wider variety of seating. After posting a sign, at least 20% more chairs were pushed in across each section. Following removal of the sign, chairs continued to be pushed in at a level consistent with intervention. Compared with other studies that have used signs to effect change, the fact that the same population of users was exposed to the sign may explain the discrepant results in the literature regarding level of behavioral persistence after signs had been withdrawn. Cost efficiency, support for using a behavioral prompt, and future research is discussed.     

Specificity of Performance Feedback in a Professional Service Delivery Setting

Although feedback is one of the most widely used intervention strategies, data on the specificity of effects has been sparse. The current study examined the effects of individualized public feedback on maintenance of client charts by therapists in a clinic setting. Four types of charting errors were tracked throughout the study. In Phase 1, feedback on two types of charting errors was provided and withdrawn in an ABA fashion. Phase II was a systematic replication of Phase I, using a second group of therapists, in which feedback was provided on the other two types of charting errors in an AB fashion. Results showed that feedback affected only those errors on which it was provided, thus supporting a specificity view of feedback effects. It is suggested that target behaviors be carefully selected and that generalization of feedback effects be assessed and not assumed.     

On the Necessity of Structure in an Arbitrary World

Abstract

The term response generalization has been poorly defined and has, over many years, been a source of controversy for applied researchers who must grapple with results that show changes in behaviors outside of the response class targeted by their intervention. The present discussion seeks to differentiate response generalization from such terms as response covariation and induction. Instead, response generalization is redefined in the context of response classes and concurrent schedules of reinforcement.     

Living in the shadow of OD: HRD and the search for identity

The paper attempts to describe the similarities and differences between organizational development (OD) and human resource development (HRD). While it is argued that HRD practitioners need to acquire some of the skills of OD consultants, these are likely to be limited to the development of personal skills and learning in the attempt to achieve intrapreneurialism and personal transformations. We argue that HRD is living in the shadow of OD because it is slow to recognize its roots in the debates of that discipline. It is therefore suggested that HRD will recognize its true potential only when it identifies its core knowledge and skills. We argue that HRD can find its essential identity in four main ways: by focusing on the organization's business strategy; by devolving responsibility to line managers; by adopting an employee-centred approach to learning; and by emphasizing workplace learning. However, a wider behavioural understanding and a greater degree of reflectiveness in relation to the politics of change and the skills of the change agent must inform this identity.     

Thank you!

The study focuses on the question of how HRD personnel employed in a large multinational company perceive learning at work. We are interested in how HR development staff describe learning at the individual, collective and organizational levels. The participants were Finnish and Chinese human resource professionals (n?=?17) who used an asynchronous web-based tool to study adult education. The empirical data consist of all the texts sent to a web-based discussion forum. The findings showed that the HRD practitioners' views of learning covered quite evenly all three levels of organizational learning. The practitioners paid special attention to practical learning taking place in connection with everyday work activities, to communication and collaborative learning and to the development of a learning organization. This reflects the multifaceted nature of learning at work and the necessity of using HRD to integrate individual- and organizational-level needs in order to enhance organizational learning. The participants frequently reported that they found this a demanding task that required a clear 'understanding of humans, people in the organizations and their learning'. If organizational learning is to meet its current challenges it should take note of messages like these from HRD practitioners, which emphasise the diversity of learning experiences. Promoting a shared understanding and especially awareness and recognition of the fundamental issues associated with learning at work is a possible first step.     

An evaluation of the effects of a National Health Service Trust merger on the learning and development of staff

Although mergers are increasingly common amongst National Health Trusts in the UK there is limited research on how National Health Service (NHS) mergers influence the learning and development of staff. This paper bridges the gap in the literature, through a case-study of a recent NHS Trust merger. It gives an account of the delivery of human resource development (HRD) post merger as seen through the eyes of staff from across the merged organization. The data were obtained from 21 unstructured interviews, nine group discussions, two focus group discussions and a form of micro-ethnography. In addition, quantitative data were used for triangulation purposes. Findings show that power differentials, cultural clashes and unequal access to training and development amongst staff have resulted in hostility towards the new organization. However, the strong management structures for professional members of staff have facilitated knowledge exchange across boundaries in the merged organization. The paper concludes by suggesting that without senior managers dealing with cultural issues and inequitable development opportunities, a number of unintended consequences of the merger are likely to occur.     

不完全契约理论研究综述

尽管基于不完全契约理论和产业组织理论的厂商理论之间的契约理论研究已经有很长的历史了，但这两个领域的研究并没有完全被整合。一种观点是组织性构想被恰到好处地引入，比如整合中的应用，或者可以认为纵向整合导致抵押品赎回权的取消；另一种观点是把这些越发丰富的厂商观点合并会使得事情更加复杂而不涉及新观点，尤其是那些介于组织理论和产业组织之间的新认识。这些观点没有说明的是，厂商内部组织设计的不完备性是否能够自己产生观点去解释市场不可预测的测试性含义。不完全契约在结构性产业组织为竞争组织理论提供实用性证明发挥了很大的作用。