驻村帮扶“接棒治理”的逻辑与归宿——基于豫南L行政村的田野调查

有效贫困治理需要强有力的村社集体,然而，废除农业税之后，乡村基层组织越来越“悬浮”于农民。随着国家扶贫政策的实施和大量扶贫资源持续输入农村，软弱涣散的村社集体却失去了与国家资源对接的能力，造成贫困治理的“内卷化”。村社集体的内生活力某种意义上需要外部力量予以激活和再造，以”第一书记”为代表的“驻村帮扶”是贫困治理的一种有益探索。驻村帮扶本身是连续性的，成员通常由同一单位选派，类似于接力赛，故称之为“接棒治理”。“接棒治理”能够为理解驻村帮扶贫困治理实践提供一种可取视角。在“接棒治理”的框架内，由同一单位选派的驻村帮扶成员有着共同的身份认同，在目标上是一致的，都旨在最大限度地为帮扶对象争取更多的资源、多办实事。作为外部嵌入力量，驻村帮扶不可避免地对村庄内部治理秩序产生影响，但由于退出机制的确定和可预期，驻村帮扶下的“接棒治理”不会完全改变村庄内部权力格局，更不会对村庄自治造成破坏，其旨在培育并回归自治，将“接力棒”最终交接给村社集体。     

宏观管理·自主自律·质量控制--英国高等教育管理学习考察报告

英国政府对高等教育机构进行宏观管理,主要包括制订发展规划、分配拨款和质量评估。英国的高等教育机构作为公共自治体,在机构设置、体制选择、校长选任、规划制订、人财物资源配置、组织教学、科研服务社会、国际合作等方面实行自主办学,又进行自律。英国高等教育机构教学管理的一大特色就是注重质量控制。尊重高校办学自主权,做好发展规划,管理重心下移,推进教育拓展,强化评估等方面,是值得学习借鉴的。     

法治的根本:私法自治

法治的明显特征是权利本位,权利是法治社会的基本细胞。权利本位的集中表现是私法自治。公法发达、私法 滞后的社会不是真正的法治社会。     

浅议大学英语的自主学习

近年来,培养大学生自主语言学习能力越来越受到外语界同仁关注。本文结合新颁布的《大学英语课程教学要求》(试行),阐明了大学英语自主学习的重要性、自主学习的涵义以及如何培养和提高大学生的英语自主学习能力。     

和睦共处:中亚五国民族政策的主线

分析了中亚五国独立十年来民族政策的主要特点、成因。认为中亚五国目前奉行的民族政策是基本符合国情的正确政策,但随着历史的发展和实践的丰富,中亚五国的民族政策尚需进一步完善。     

论专利权行政保护的正当性

作为贯穿于专利权保护的一项特色制度,专利权行政保护在中国专利权保护发展史上发挥了重要的作用。但随着专利权保护的发展,学界对于专利权行政保护的存废提出了不同看法。时逢专利法的第四次修改,有必要对专利权行政保护的正当性进行更深层的讨论。梳理近期相关学者关于专利权行政保护的重要论文,从私权属性、成本、效率三个角度进行分析,认为专利权行政保护的正当性是值得肯定的。     

Rethinking craft administration: Managerial position,work autonomy,and employment security in the building trades

The organization of work in the construction industry often has been presented as the exemplar of craft administration wherein managerial positions are of relatively low significance. Occupational control of employment and work structure in this context presumably is manifest through the craft union. On the other hand, research on other industries has shown the managerial position in the firm to be a source of extrinsic and intrinsic reward. This results from the manager's pivotal position in the bureaucratized labor process. This paper seeks to reconcile these perspectives. Data from a survey of 246 unionized construction workers and 14 local union officers from nine building trades are used to assess the impact of the managerial position and union involvement on work autonomy (self-direction and freedom from supervision) and employment security (unemployment and trade agreement infringements). In general, the results indicate that managerial affiliations to employers' firms are associated with greater autonomy and more employment security. Union involvement has contradictory consequences for individual tradespeople.     

Aging America:

No abstract available for this article.     

Elder Abuse in the UK:

This article evaluates the range of existing legal responses that may be utilized in cases of elder abuse in the UK. Because no single piece of applicable protective legislation exists, three possible levels of intervention have been identified: preventive measures, private law initiatives, and state intervention. In answer to the criticism of existing law, the Law Commission has published proposals for legal reform drawing on the child protection model. Questions are raised regarding the suitability of the approach given the intrinsic social and legal differences between children and adults.     

Reconciling autonomy and community: the paradoxical role of HRD

This paper examines the competing discourses of autonomy and community, so long a concern to social theorists but which we argue have been under-theorised by researchers of HRD. We argue that it is this tension, embedded in the assumptions and behaviours of those working within organisations, which has informed a growing concern by HRD practitioners to balance the needs of the individual with those of organisations, a preoccupation which dates at least to the appropriation by organisations of the socio-psychological theories of the human relations movement. The paper examines the most recent attempts to reconcile autonomy and community through the emergence of the new managerial discourses of spirituality and organisational citizenship. We conclude that this quest is inevitably elusive, based as it is on assumptions of trust within organisation relationships which are increasingly challenged by the short term nature of our post-bureaucratic organisational relationships and the fragmentation, instability and the blurring of boundaries. We conclude with a call for HRD to take on the mantle of critical educator and moral conscience raiser to encourage a deeper engagement with social, existential and philosophical questions that lie at the heart of organisational life.