基于定货合同的供应商柔性分析和选择模型

供应链及供应链管理是目前国内外学术界和工商企业管理者共同关心的课题,他们提出了众多分析方法和分析模型,但由于计算复杂,在实际操作中运用较少。实际上,在供应链业务流程中,供应合同是最关键的法律文件,合同信息分析能很好地减少不确定性,降低风险。因此,供应商和购货商选择模型应包括以下参数:单位供应价格、定货周期、最小定货提前期、每个周期最小定货量、临时配送补偿系数、定货量小于最小定货量补偿系数。     

开放式数控切割机神经网络误差补偿研究

分析了影响数控火焰切割机加工精度的主要因素,利用开放式数控系统的软件开放性,提出了采用IGCAQBP学习算法的神经网络方法来对包括金属热变形、机械传动误差等非线性因素在内的多种因素造成的加工误差进行误差补偿,设计了嵌入开放式数控系统中的神经网络误差补偿器,给出了实用的补偿器使用方法,并对误差补偿功能进行了扩展,仿真结果和实际应用表明该方法稳定有效。     

数值解法中的单元形状函数技巧

本文介绍从一组互不相关的函数中推导数值法中单元形状函数的简便而有效的算法,以特定的一维内插方法导出各种二维、三维的内插方法,它们对奇异性的模拟是有益的;为了适用于延伸到无限远的单元,假设形状函数类似于Lagrange多项式,但包含了一个按指数衰减的项。     

柔性化:构筑高校教学管理框架的新模式

人类管理活动正在从刚性管理向柔性管理转移 ,柔性化的管理理念对高等学校教学管理同样具有深刻的意义。本文尝试性地阐述柔性化管理对高等学校教学管理框架构筑的适用性 ,以期对高等教育管理者提供一个考虑问题的新方法     

Working Time,Gender and Family: An East‐West European Comparison

This article provides a comparison of three West European countries with five Central East European countries in respect of working time and the integration of work and family life. The countries are the Netherlands, Sweden and the UK in West Europe and Bulgaria, the Czech Republic, Hungary, Romania and Slovenia in Central East Europe. As well as providing an East–West comparison, the article also takes into account the differing institutional and policy contexts in the selected countries and the different routes to flexibility. A further aim of the article is to extend our understanding of the culture and values which underpin the organization of family and work in each country. Whilst there is a clear East–West divide, all eight countries demonstrate diverse routes to flexibility and different mixes of social policies and gender cultures which have lead to considerable differences in the integration of work and family life.     

Book Reviews

Book reviews: Rosemary Crompton (ed), Restructuring Gender Relations and Employment: The Decline of the Male Breadwinner Susan Eisenberg, We’ll Call You If We Need You: Experiences of Women Working in Construction Fiona M. Wilson, Organizational Behaviour: A Critical Introduction Rohan Collier, Equality in Managing Service Delivery Joyce K. Fletcher, Disappearing Acts: Gender, Power and Relational Practice at Work Miriam Glucksmann, Cottons and Casuals : The Gendered Organisation of Labour in Time and Space     

Informal Caregiving at Working Age: Effects of Job Characteristics and Family Configuration

This article addresses the relationship between employment and providing informal care for sick, disabled, or elderly people in Great Britain. Hazard rate models for taking up caring and leaving work when caring are estimated using retrospective family, employment, and caring data from the British Family and Working Lives Survey 1994 – 1995 for 9,139 British men and women. Family roles but not employment characteristics were relevant for men and women taking up caring. Being in a lower social class was, however, an important predictor of female carers leaving the labor market. Starting caring and quitting the labor market were not affected by women working part time, nor by most aspects of job flexibility that were considered.     

A Numerical Solution to the Nonhomogeneous Two-Stage MVK Model of Cancer

In this article, we describe a straightforward method for solving the probability of at least one malignant cell by time t, and the associated hazard function, in the general (i.e., nonhomogeneous) two-stage Moolgavkar-Venzon-Knudson (MVK) model of cancer. The method consists of solving four coupled ordinary differential equations derived from the Kolmogorov backward equations for this process. The relationship of this method to previously proposed solutions is discussed.     

高新技术企业财务管理柔性研究

从系统的角度分析了高新技术企业财务管理的特点和不确定性,在此基础上提出了高新技术企业财务管理柔性的概念,构建了财务管理柔性、柔性净效益及其变动幅度的度量方法,运用预控图原理对财务管理柔性进行动态监控。应用实例表明,该方法易于操作,为财务管理柔性评价奠定了基础。     

The labour market flexibility debate in India: Re‐examining the case for signing voluntary contracts

A major focus of India's ongoing policy debate over labour market flexibilization has been the statutory requirement that firms employing 100 or more workers cannot dismiss employees without prior government permission. The case for repealing that requirement (or greatly increasing the workforce threshold) is notably underpinned by Basu, Fields and Debgupta (2009). Here, the author challenges their particular theoretical argument for hiring and firing at will based on the voluntary signing of contracts, demonstrating that their general policy conclusion is logically unsustainable even within the framework of that model. The case for labour market flexibilization through voluntary contracting thus remains unfounded.