企业信息化战略规划的一种新的分析框架模型

对已有的企业信息化战略规划方法进行了评述.基于业务流程的价值分析和变革性分析,提出了一种新的企业信息化规划的分析框架模型.模型强调对价值链设计的快速响应能力,着力体现信息基础设施与应用的动态一致性,同时希望具有较强的支持高层决策的能力.     

战略联盟寻租博弈分析

战略联盟中的超额利润是租金的重要来源,为了寻求租金,想加入战略联盟中的企业展开博弈。在此背景下,通过对比与古诺博弈与斯坦克伯尔格博弈中的个体和总体均衡支付的不同种情况,本文论述了战略企业先后行动的寻租博弈分析,并对这种寻租博弈提出有意义的结果。     

日美企业柔性之比较与借鉴

本文在阐明企业柔性本质的基础上 ,系统比较日美两国企业各维度柔性的高低 ,分析日本企业柔性整体水平较高和我国企业柔性较低的原因所在 ,提出增强我国企业柔性的建议。     

Estimating Fatality Reductions from Increased Safety Belt Use

Fatality reductions from increases in safety belt use are estimated taking into account that drivers who change from being nonusers to being users have lower accident involvement rates than the remaining nonusers, a process referred to as "selective recruitment." Analytical functions are derived which express expected fatality reductions in terms of changes in safety belt use rates from an initial rate. The function parameters are determined by requiring that computed average crash rates for nonusers be 53% higher than the rates for users, a recently determined empirical value. These functions show that, depending on the initial use rate and use rate increase, selective recruitment may increase or decrease expected fatality reductions. However, effects are relatively small, in no case exceeding +/- 5.3%.     

西部大开发中农业产业结构的战略性调整

自西部大开发之后,党中央又做出了解决"三农"问题的重大战略部署,使西部地区的农业经济无疑遇到了历史性的发展机遇和新形势要求的巨大挑战。在新形势下,如何充分发挥西部地区的比较优势,以市场为导向,形成合理的农业产业结构以振兴西部地区的农业经济,已成为我国农业发展迫切需要解决的重大问题,也是解决"三农"问题的首要问题。     

建构我国私营企业劳资战略伙伴关系——“三个代表”重要思想指导下的劳资关系发展方向述论

"三个代表"重要思想的提出及贯彻实施,为建构私营企业劳资战略伙伴关系提供了科学的理论基础和良好的外部环境,扫除了人们思想认识上的种种障碍,由此也对党和政府相关组织制度与工作思路的改进与创新提出了更高的要求.我国私营经济将迎来更加光明的发展前途.     

战略机遇期的有所作为——“和平崛起”理论的外交理念分析

"和平崛起"理论,作为目标指向非常明确的发展战略,其"崛起"含义给战略机遇期的中国和平外交注入了新的内容;对"崛起"所加的"和平"限定则标志着中国在意识形态战略制高点上的初步建构; "和平崛起"理论本身的深层含义,就是要在国际事务中争夺对中国问题的话语权.     

"亲美入亚”与冷战后的日本亚太战略选择

日本传统的亚洲观始终处于"脱亚”或"归亚”双重的困惑之中.随着冷战的终结,它开始向现实的"亲美入亚”战略转换.现实主义的势力均衡论是日美安全保障重新定义的依据;自由的制度论是建立日美经济同盟,实现日美自由贸易协定的框架;亚洲外交中心构图体现了日本充当亚洲盟主的企图."亲美入亚”战略转换,来自日本国内的支持力是保守、革新两党价值目标的趋同.经济主义是这一趋同形成的原因.     

What drives alignment between offered and perceived well-being initiatives in organizations? A cross-case analysis of employer–employee shared strategic intentionality

This study investigates the conditions of alignment between an organization's business strategy and the well-being initiatives (WBIs) offered to employees and employees' perceptions of the latter. We conducted a comparative study on the conditions of alignment between offered and perceived WBIs in three companies with different business strategies. Findings highlight that the alignment between offered and perceived benefits depends on what we label as “shared strategic intentionality”: (1) how employers use their understanding of the organization's business strategy to craft WBIs and (2) employees' attributions about why their employers offer WBIs the way they do and of the broader understanding of the organization's business strategy. We contribute to the strategic HRM literature by proposing an integrative position with regard to the macro (i.e., employer-focused) and micro (i.e., employee-focused) research traditions. Our position has the advantage of looking at employers' intentions and at employees' attributions of intentions simultaneously, and unravels the central role of business strategy in shaping their alignment. From a practical standpoint, not only do we bring a more nuanced understanding of the strategic HRM challenges faced by employers and employees in settings with different business strategies, but we also initiate a discussion about the traps and best practices associated with configuring effective WBIs in organizations.     

安徽省旅游业跨越式发展的战略思考

面对旅游业白热化的市场竞争,安徽旅游业要想实现省政府提出的战略目标——在2010年把我省旅游业培育成国民经济的支柱产业,就必须跨越式发展。安徽省旅游业实现跨越式发展的条件已经成熟,但还有一系列障碍急待排除,从战略高度考虑,安徽省旅游业跨越式发展可实行7条行动对策。