加强国有企业领导班子建设 推进企业科学发展

国有企业是中国共产党执政的重要基础,是全面建设小康社会的重要力量,是中国特色社会主义的重要支柱。国有企业当前正处于推进科学发展、跨越发展、转型发展的关键时期。国有企业的这三个“重要”的地位和作用、三个“发展”的目标和任务,决定着国有企业领导班子建设越来越关键,越来越需要不断地提高科学化水平。在当前新的形势下,进一步推进国企领导班子建设科学化,对于增强领导班子的领导能力,对于加快企业的发展进程,对于构建和谐企业,具有十分重要的意义。     

The Story of Collective Action: The Emergence of Ideological Leaders,Collective Action Network Leaders,and Cross-Sector Network Partners in Civil Society

Collective action and community ecology theories frame this study of longitudinal interorganizational networks in Croatia during the country's political transition. As time progresses toward political stability, grass-roots organizing activities shift through participation in new networks. Although engaged cross-sector communication was important in early stages of the transformation, homophilous partnering emerged as the system stabilized. System stability left room for organizations to exit the collective action network but with costs associated with centralized organizing. Over time, organizations embodied roles as ideological leaders, collective action network leaders, and within-sector network partners. We offer a unique contribution to community ecology and collective action theories with a communication-centered framework that emphasizes the nature of communication in interorganizational networks over a 4-year period.     

企业党政一肩挑与职工民主管理

企业领导党政的一肩挑是历史遗留下来的现象．党政一肩挑与职工民主管理有较大矛盾。本文对此问题的利弊进行了辩证分析,并提了改革建议．     

绿色工厂照明系统设计体会

介绍国内首个获得LEED认讧白金级工业建筑案例。结合LEED认证体系对工业厂房照明系统的节能设计理念与方法进行探讨．展示绿色工厂良好经济效益和社会效益。     

中国应对美元霸权策略的现实主义视角分析

美元霸权指美元在国际货币体系中的特权地位,它是美国全球霸权的基石。美元霸权直接造成了人民币升值的压力,使中国处于“高储蓄两难困境”,给中国的经济安全和平稳发展带来巨大的风险。鉴于关国强大的综合实力和把持霸权的意志,美元霸权并不会在短期内消亡。为了维护国家利益,中国应当在“韬光养晦、有所作为、决不当头”的原则的指导下,对内发展自己的经济,对外不遗余力地推进人民币的国际化并与有关国家共同推进国际金融体系的改革。     

企业在推进卓越绩效模式时应注意解决的几个问题

企业以申报政府质量奖为契机,全面导入卓越绩效模式时,应营造一种"拿奖是表,提升是实"的文化氛围.在享受评奖过程的同时,应建立推进组织,重视卓越绩效模式知识的培训,培育出企业的自评师,按照标准进行自评,通过自评,寻找改进空间,针对改进空间,制定具体的措施,实施改进,持续追求企业的卓越绩效.     

互联网时代下虚拟团队领导行为探讨

互联网信息技术的发展使得虚拟团队成为组织管理的有效方式。与传统的团队管理不同,虚拟团队更加需要良好的团队文化与组织支持。文章基于行为理论,探讨虚拟团队领导行为对虚拟团队建设的作用,以期提升团队绩效。     

Do ‘green’ buildings have better indoor environments? New evidence

A post-occupancy evaluation (POE) of 12 green and 12 conventional office buildings across Canada and the northern United States was conducted. Occupants (N = 2545) completed an online questionnaire related to environmental satisfaction, job satisfaction and organizational commitment, health and well-being, environmental attitudes, and commuting. In each building on-site physical measurements at a sample of workstations (N= 974) were taken, including: thermal conditions, air quality, acoustics, lighting, workstation size, ceiling height, window access and shading, and surface finishes. Green buildings exhibited superior performance compared with similar conventional buildings. Better outcomes included: environmental satisfaction, satisfaction with thermal conditions, satisfaction with the view to the outside, aesthetic appearance, less disturbance from heating, ventilation and air-conditioning (HVAC) noise, workplace image, night-time sleep quality, mood, physical symptoms, and reduced number of airborne particulates. A variety of physical features led to improved occupant outcomes across all buildings, including: conditions associated with speech privacy, lower background noise levels, higher light levels, greater access to windows, conditions associated with thermal comfort, and fewer airborne particulates. Green building rating systems might benefit from further attention in several areas, including: credits related to acoustic performance, a greater focus on reducing airborne particulates, enhanced support for the interdisciplinary design process and development of POE protocols.

Il a été mené une évaluation après occupation (POE) de 12 immeubles de bureaux verts et 12 immeubles de bureaux classiques répartis à travers le Canada et le nord des Etats-Unis. Les occupants (N?=?2545) ont rempli un questionnaire en ligne portant sur la satisfaction environnementale, la satisfaction au travail et l'implication organisationnelle, la santé et le bien-être, les attitudes environnementales, et les trajets réguliers. Dans chaque immeuble, des mesures physiques in situ sur un échantillon de postes de travail (N?=?974) ont été effectuées, comprenant : les conditions thermiques, la qualité de l'air, l'acoustique, l'éclairage, la taille des postes de travail, la hauteur de plafond, l'accès aux fenêtres et leur occultation, et les finitions de surface. Les bâtiments verts ont affiché des performances supérieures par rapport aux bâtiments classiques similaires. De meilleurs résultats ont été obtenus concernant la satisfaction environnementale, la satisfaction à l'égard des conditions thermiques, la satisfaction à l'égard de la vue sur l'extérieur, l'aspect esthétique, la diminution des perturbations liées aux bruits provenant du chauffage, de la ventilation et de la climatisation (CVC), l'image du lieu de travail, la qualité du sommeil nocturne, l'humeur, les symptômes physiques, et la réduction du nombre de particules en suspension dans l'air. Différentes caractéristiques physiques ont conduit à une amélioration des résultats pour les occupants dans tous les immeubles, concernant notamment les conditions liées à la confidentialité des conversations, les niveaux inférieurs de bruit de fond, les niveaux de luminosité plus élevés, l'accès accru aux fenêtres, les conditions associées au confort thermique, et le nombre moindre de particules en suspension dans l'air. Les systèmes de notation des bâtiments verts pourraient bénéficier d'une plus grande attention apportée à plusieurs domaines, s'agissant en particulier des crédits relatifs aux performances acoustiques, d'un accent accru sur la réduction des particules en suspension dans l'air, d'un soutien renforcé en faveur du processus de conception interdisciplinaire et du développement de protocoles POE.

Mots clés: performances des bâtiments, bilan environnemental, bâtiments verts, environnement intérieur, Leadership in Energy and Environmental Design (LEED), satisfaction des occupants, évaluation après occupation     

The interplay between leadership and organizational culture in the Turkish construction sector

Organizational culture and leadership are purported to be deeply integrated and intertwined within an organization. Although there is a substantial amount of research demonstrating the importance of the interplay of culture and leadership, there exist few empirical examinations of the nature of this link. To examine this link, based on Cameron and Quinn's Organizational Culture Assessment Instrument and Hofstede's Values Survey Module, a questionnaire survey was conducted. The sample consists of 499 managerial personnel out of 107 contracting firms. With the aim of achieving a better understanding of how leadership style is influenced by organizational culture, Multinomial Logistic Regression was used. The findings demonstrate that managers in the contracting companies with different cultural characteristics tend to adopt different leadership styles to lead their employees to succeed in their business. Information contained in this paper will feed into country-specific understanding of leadership and organizational culture within the construction industry.     

The role of organizational culture and leadership in water safety plan implementation for improved risk management

Appropriate implementation of WSPs offers an important opportunity to engage in and promote preventative risk management within water utilities. To ensure success, the whole organization, especially executive management, need to be advocates. Illustrated by two case studies, we discuss the influence of organizational culture on buy-in and commitment to public health protection and WSPs. Despite an internal desire to undertake risk management, some aspects of organizational culture prevented these from reaching full potential. Enabling cultural features included: camaraderie; competition; proactive, involved leaders; community focus; customer service mentality; transparency; accountability; competent workforce; empowerment; appreciation of successes, and a continual improvement culture. Blocking features included: poor communication; inflexibility; complacency; lack of awareness, interest or reward and coercion. We urge water utilities to consider the influence of organizational culture on the success and sustainability of WSP adoption, and better understand how effective leadership can mould culture to support implementation.