党的执政能力分层建设之思考

中国共产党这一概念所包含的主体可区分为:党的整体、各级党的组织和党员个体。这三种不同的主体在党的执政实践中,分别具有不同的职能。我们只有在区分它们各自职能的基础上,对其能力有针对性地分别加以建设,才能把党的执政能力建设落到实处,有效地推进“党的建设新的伟大工程”。     

宗教组织在民族地区社会经济发展过程中的功能——以西道堂为例

宗教组织在民族地区社会经济发展中的功能主要体现为：通过采取一系列措施来规范教徒的社会、经济生活，使自身逐步形成一个在经济、社会等诸多领域均有规范的社区，从而在本组织内部实现一种制序化。     

Making it Work: Supporting Group Representation in a Liberal Democratic Organization

Providing oppressed social groups with rights of representation is one suggestion for counteracting bias towards privileged groups in society. In order to counteract a bias towards their white, male, heterosexual, able‐bodied membership, a number of trade unions have provided social groups with resources to self‐organize and represent their group interests to mainstream decision‐makers. However, enabling group representation at the same time as individual representation is problematic in trade unions that are organized along liberal democratic lines. This case study of UNISON shows that while the union supported the self‐organization of oppressed social groups, these groups were excluded from matters affecting pay and working conditions. The article argues that this outcome reflects the difficulty of reconciling the representation of social groups with the representation of individuals in a liberal democratic organization. The implications of this organizational framework are illustrated by contrasting the organizing strategies of two women's self‐organized groups. While one strategy (the organization of women shop stewards) fits the prevailing organizational structure, the other (the organization of all women) attempts to be different and may have more potential for counteracting the bias towards privileged groups in the future. The article argues that a radical organizational framework is required if oppressed social groups are to gain real power within trade unions.     

组织发展理论背景下的角色转化——从组织发展的视角看当代人力资源管理

随着人力资源管理理论和实践的不断发展．组织发展理论摆脱了传统意义上的培训理论和实践，从战略的高度为组织创造变革和强化变革，最终使组织获得竞争优势，推动人力资源管理领域的丰富和完善。人力资源管理音作为组织变革的促成者，在服务和推动组织发展的过程中不断地塑造自己和完成角色转型，即从一名人事专员向组织观察者和组织发展专家的角色转变。人力资源管理者完成角色转型将成为历史的必然。     

论机关管理的价值目标取向

作为与广义行政管理具有密切联系的机关管理,其价值取向必然与行政管理的价值取向具有一致性,与农业、工业、信息社会相对应,行政管理的价值取向经历了由稳定→效率→治理服务的转变,相应的机关管理的价值目标也应经历这三个阶段和境界。当前机关管理的价值目标取向是以以人为本为核心,以治理理念为框架的服务社会理念。     

杭州银行公会组织运营研究（1945年～1949年）

杭州银行公会是民国时期杭州地区重要的金融业同业组织之一,以维护银行业利益、推动银行业发展为基本宗旨。杭州银行公会所具有的基本原则、制度、权力分配、内部关系等各种关系和方式是发挥公会各项职能的组织保障。组织制度是在工作中形成的一套制度化的关系、结构方式和责权分配,包括会员制度、权力机构设置制度、选举制度、奖惩制度。经费是杭州银行公会开展活动的重要经济支柱。杭州银行公会采取各种方式,千方百计扩大经费来源,来加强自身的活动能力。杭州银行公会整理后,非常重视同业交流,研究行业业务,扩大行业影响,其中最具代表性的是建立杭州银行公会同人业余进修服务社和杭州银钱业联合准备会。     

Separation,Connection, and the Ambiguous Nature of Émigré Houses in Rural Highland Madagascar

ABSTRACT

The houses that educated migrants from highland Madagascar build in their home villages are generally large in scale and modern in style. They are also usually empty and in a very poor state of repair. This article is about how these houses articulate the ambivalent relationship of migrants to their ancestral land and the family they have left behind there. The argument goes beyond analyses of émigrés' houses that simply see such constructions as ways of maintaining links to their point of origin and suggests that they also act as means of attenuating such connections. In fact, they embody and symbolize a range of contradictions and tensions typical of the migrant experience, such as presence and absence, connection and separation, individual ambition and communal obligation.     

地方政府文化管理职能与机构改革模式比较

我国以职能和机构整合为核心的地方政府文化管理体制改革已经由试点改革进入到全面推行阶段。本文主要通过结合典型调查法与比较研究法，对典型地方政府改革方案进行分析研究，探求在文化领域进行政府管理职能定位与组织设置改革的相关影响因素。调研结果表明，这些地方政府的改革实施方案存在较大差异，大致可以归纳为六种模式。根据各自职能与机构整合方式的不同，这些改革方案共同构成改革模式类型连续体，不同地方政府改革方案在这一连续体所占的具体位置由许多重要因素所决定。     

意识形态与组织凝聚力

探讨组织凝聚力的问题，是一个许多人都在议论但又缺乏新意的问题，但它是一个实践中的急迫问题。自20世纪80年代以后，中国社会中的单位组织发生了根本性的变化。单位成员的离心力增大，许多单位整体的凝聚力和活力较少。培养一个单位的好风气，是形成单位凝聚力和活力的主要途径。形成单位凝聚力不能仅仅限于制度建设和所谓文化建设，而应立足于政治思想教育工作。政治思想教育是一项意识形态很强的社会实践活动，因而更清晰地反映了政治统治的直接需要。形成单位凝聚力的关键是认清单位风气与意识形态的联系。     

Selecting a Computer-Based System to Assist Fund-Raising and Development Operations

Abstract

Increasingly, non-profit organizations and agencies must turn to the private sector to raise money to finance their work, and to increase the scope of their services. Computer software is available to assist and enhance organizational development efforts involving direct mail, “events,” and broadcast appeals. Social Work professionals may be responsible for selecting software systems for their agencies. What functions should such software perform? What criteria should it meet? The software should contain features that support each stage of a development cycle, manage mailing lists, provide financial and fund-accounting functions, produce letters and other communications, and generate statistics and reports for management control. Each of these functions is examined in some detail, as considerations to bear in mind when evaluating systems are discussed.