Can former Soviet Union top managers of large industries become successful leaders of privatized corporations?

Management training as a facilitative process in organizational change is a complicated undertaking even in the most innovative companies in the West. The Russian context adds problems of cultural and management unfamiliarity with the socio-business and the political environment within which Western management trainers operate. In the early 1990s 180 Russian senior managers from four large state corporations participated in a training-needs analysis, which was to estimate the level of knowledge of how market economy concepts work in the West. They were asked to 1) state their organization's training objectives, 2) indicate their understanding of the process, and 3) indicate the level of their personal ownership in carrying out the training objectives. The results showed that Russian top industrial management had no experience of top decisionmaking processes, and individually they felt disorientated by the collapse of the former Soviet Union. Their historical understanding of their professional roles and distrust of the present changes left them demotivated and without any constructive personal aspirations. By 1998, after a period of focusing solely on financial auditing training, large Russian companies began to be interested in management training and development programmes. These findings have some basic cultural implications for Western trainers working with Russian management.     

企业人类学关于“成功”的案例分析——对马来西亚二十八位华商和经理人的访谈及其分析

作者2005年在马来西亚对二十八位华商和经理人进行了深入访谈，获得了不少口述的个人生活史资料。在近三十位受访人中，他们曾经或现在工作的单位五花八门，他们的经商或从业经历中有成功也有失败，有欢乐也有痛苦。影响他们成功是相当复杂多样的：有的成功可能是多种因素作用的结果，而不是某个单一因素作用的结果；有的成功是偶然因素促成的，而不一定是某种必然因素影响的结果。本文大致地分析和总结出了八点影响成功的关键因素。     

民营企业高层管理者胜任力实证研究——基于因子分析法的评价

为揭示中国民营企业高层管理者的胜任特征,基于因子分析法对胜任力特征进行了实证分析。分析认为：民营企业高层管理者胜任力建设所面临的具体问题是品德素养、基本能力、个人才能、组织协调、领导艺术;提出了针对民营企业高层管理者胜任力建设的模型,并从选拔、培训及绩效考评3个方面建设的策略。     

Gender of the immediate manager and women's wages: The importance of managerial position

One argument for increasing female representation in management is the expectation that female managers will be particularly beneficial for female employees through, e.g., role modeling, mentoring or providing other incentives to enhance female productivity. We explore this issue by analyzing the association between women's wages and the gender of their immediate managers using Swedish matched employee-employer data from 2010. Contrary to the expected positive association, we find that wages are overall 3% lower for female employees with a female instead of male manager. However, dividing the sample by managerial position and controlling for the sorting of employees with respect to, e.g., non-cognitive traits, work tasks, family commitment and establishment gender composition, the negative association is found only for female employees working for lower-level managers, not for women with a manager at the highest rank. One possible explanation could be a difference in decision-making power if lower-level female managers have more limited resources for their subordinates compared to lower-level male managers.     

企业管理者的管理角色

现代企业管理较传统的管理发生了很大的变化，管理内容和范围有了较大的充实和延伸。从管理的功能、任务、职责和方式的角度阐述了企业管理者在管理中应扮演的七种角色，即思想的倡导者、计划的制定者、组织的建立者、规则的推行者、行动的指挥者、过程的监督者和结果的评判者；思想的倡导者、规则的推行者、结果的评判者为笔者新近提出。     

广东企业员工培训费用问题的调查和思考

通过对广东7个地区42家企业员工有关培训问题的调查分析,探讨了广东企业的培训需求、培训内容、培训效益、培训费用现状,以及企业管理者和企业员工对于培训经费的看法,提出了政府应当加强引导和给予政策保证,确保企业培训工作的经常化和效益最大化等相关政策建议。     

产业基金经理的胜任力要素研究

随着我国资本市场改革的不断深入,针对国内企业融资渠道狭窄的现状,产业投资基金应运而生,并显示出了强劲的发展势头.面对这样一个新兴的金融市场,其运作者应具备怎样的专业素质是有待解决的问题.以此为契机,可探索产业基金经理胜任力要素及其对工作绩效的影响.研究结果表明:产业基金经理胜任力要素包括风险识别和风险缓释能力、个体特征、学习成长、业务拓展和客户维护能力、职业道德等五个维度,胜任力要素与工作绩效之间具有较强的路径相关.     

引入总部监督对内部资本市场效率的影响

内部资本市场的运作效率在一定程度上决定了企业集团优势的发挥。企业总部依据分部经理提供的私人信息,通过内部资本市场(ICM)对资金进行重新配置,而利己的分部经理会利用自身的信息优势,通过实施机会主义行为干扰总部的配置决策,因此分部经理的这种异化行为是影响ICM配置效率的关键因素。已有文献的研究主要集中在总部如何设计对分部经理的激励机制上,而较少关注监督对分部经理投机行为的影响。本文引入总部监督机制,考虑分部经理情绪敏感性因素,建立总部监督与分部经理行为之间的博弈模型,认为总部监督可以降低信息租金的支付,部分替代激励功能;总部监督可能造成分部经理消极怠工和出工不出力等现象,导致资金产出折损,即存在"负激励"效应;"替代"效应、监督成本效应与"负激励"效应共同决定ICM效率。     

产业集群下经理人隐性激励机制作用效果分析

文章认为产业集群内部同类企业较多、企业间交流比较频繁,同时也提供了一个有效的经理人市场,这些条件使得经理人的声誉传播更有效、岗位竞争更激烈、业绩的相互比较更容易,从而使得对经理人的隐性激励机制更有效。对此,文章采用博弈论的方法对上述观点进行了证明。     

基金经理人力资本特征对基金业绩影响的分析与研究——以开放式基金为例

在文献回顾与分析的基础上，以开放式基金为样本，对基金经理群体的特征作了定性分析；采用定量分析的方法，展开相关分析和回归分析，从而构建研究模型。研究发现基金经理的从业时间、任期和学历与基金业绩显著正相关，而年龄对基金业绩并没有显著影响。