Going outside for MIS implementation

Smaller businesses have limited experience with information systems and limited resources to spend on new developments. To overcome these limitations, they have begun using outside consultants and packaged software. This article proposes a strategy for MIS implementation based on the use of outside expertise. This strategy is directed at helping small businesses achieve effective and productive MIS in a fairly short time.One firm's successful implementation of this strategy is used for discussion. This firm leveled their administrative workforce while continuing their significant increases in sales. Their information system was put in on time and within budget. It is being used by managers and clerks from all functions within the company.     

论党政机关工作人员节约意识存在的问题及对策

建设节约型社会是近年来党和国家提出的重大举措与战略目标。党政机关作为社会的表率机构更应把节约放在重要位置,而提高党政机关人员的节约意识是建设节约型党政机关的基础和前提。本文通过对党政机关人员节约意识存在的问题及原因分析,提出了提高党政机关人员节约意识的若干对策,以减少党政机关的浪费现象,带动全社会节约。     

Leadership, Collective Personality, and Performance.

By viewing behavior regularities at the individual and collective level as functionally isomorphic, a referent-shift compositional model for the Big 5 personality dimensions is developed. On the basis of this compositional model, a common measure of Big 5 personality at the individual level is applied to the collective as a whole. Within this framework, it is also hypothesized that leadership (i.e., transformational, transactional, and passive) would predict collective personality and that collective personality would be significantly related to collective performance. The results supported these hypotheses using a sample of franchised units. On the basis of recent research at the individual level, several interactions among the various personality dimensions were hypothesized and supported. Implications are discussed. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

基于组织机构代码数据的广东生物医药产业布局研究

文章通过对组织机构代码数据的挖掘和分析,从地域、产业链、经济类型三个方面研究了广东省生物医药产业分布情况。研究发现,广东省生物医药产业在地域分布上高度集中,主要分布在产业链上游和下游,相关企业以股份制企业为主。     

基于非正式组织视角的煤矿工人不安全行为致因研究

为了探究非正式组织视角下煤矿工人不安全行为的致因,引入群体动力相关理论,采用文献综述和现场调研的方法,提炼影响煤矿工人行为的非正式组织因素,制定量表并发放问卷;应用SPSS25.0统计分析数据,运用结构方程模型(SEM)构建煤矿工人不安全行为路径分析模型,分析非正式组织因素对煤矿工人不安全行为的影响。结果表明:群体凝聚力、矿工自我安全行为对减少煤矿工人不安全行为具有正效应,其中群体凝聚力正向影响矿工自我安全行为;群体压力、矿工间参照作用对减少煤矿工人不安全行为具有负效应,其中群体压力正向影响矿工间参照作用。     

System vulnerability analysis of collaborative production networked organizations

为发现协同生产网络组织中的安全隐患和薄弱环节,提升系统稳定性,基于复杂网络理论,提出研究系统脆弱性的过程模型;结合协同生产网络的特征与影响因素,提出分析协同生产网络脆弱性的技术方案;对典型重化工企业协同生产网络组织进行仿真,验证了过程模型与技术方案的可行性,并讨论了三种失效模式下系统脆弱性与网络拓扑结构的关系。     

Vitalizing objects and psychoanalytic psychotherapy.

Patients, with some measure of unconscious hope and dread, seek vitalizing objects. These objects, which represent interactional processes, provide persons with subjective and intersubjective experiences of being alive and real. This article proposes that a constitutional structure of vitality, which is initially nonpropositional and preconceptual, is projected onto objects, rituals, and persons. Ideally this provides persons with subjective and intersubjective organizations and meanings of being alive and real. The development, transformation, and expansion of these organizations and experiences are contingent on the complex interplay of trusted significant figures, primary and secondary transitional phenomena, and the person's constitutional capacities. Patients often display varying degrees of constricted abilities to make use of shared objects to feel alive and real. A goal of therapy is facilitating the patient's capacity to risk creating, projecting onto, and making use of socially shared phenomena for more diverse and expansive organizations and meanings of feeling alive and real. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

Conflict across organizational boundaries: Managed care organizations versus health care providers.

This research examined conflicts that occur across organizational boundaries, specifically between managed care organizations and health care providers. Using boundary spanning theory as a framework, the authors identified 3 factors in the 1st study (30 interviews) that influence this conflict: (a) organizational power, (b) personal status differences of the individuals handling the conflict, and (c) their previous interactions. These factors affected the individuals' behavioral responses or emotions, specifically anger. After developing hypotheses, the authors tested them in a 2nd study using 109 conflict incidents drawn from 9 different managed care organizations. The results revealed that organizational power affects behavioral responses, whereas status differences and previous negative interactions affect emotions. (PsycINFO Database Record (c) 2010 APA, all rights reserved)     

美国政府对自愿协调一致标准的采纳及对其制定组织的特别法律保护

自上世纪80年代起,美国政府开始大力推行和采纳自愿协调一致标准,鼓励政府积极参与制定自愿协调一致标准从而降低成本并提高工业竞争力。其具体措施不仅体现在NTTAA立法和《公告A-119》上,还表现在通过制定专门法律SDOAA弱化原本严厉的反托拉斯立法,放松对于自愿协调一致标准组织的反托拉斯管制。本文针对上述问题予以展开并探讨对中国的借鉴意义。     

Self-Organizing Production and Exchange

Consider autonomous agents endowed with two goods and the capability ofproducing each. Regularly each agent can produce one (only) of the goods or trade with other agents. Each good yields utility according to a utility function. This paper studies how utility-maximizing agents optimize in these circumstances, examines the aggregate characteristics of the resulting economy, and investigates the internal organization of production and exchange.