Rebuttal versus Unmasking: Legal Strategy in R. v. Zundel

Conventional scholarly wisdom has it that most Italian Americans in the United States were loyal supporters of the policies of Fascism in the inter-war years but eventually rejected the antisemitic measures that Benito Mussolini's regime adopted in their ancestral country in 1938. Contrary to such an interpretation, Luconi argues that many Italian Americans themselves held antisemitic attitudes and, therefore, did not distance themselves from Fascism after Mussolini launched his campaign against Italian Jews. He also contends that these attitudes resulted less from an ideological commitment to Fascism than from both the strained relations between Italian Americans and Jewish Americans, and the antisemitic climate of opinion that characterized American society in the 1930s. Italian Americans and Jews were partners in the labour movement and the Democratic Party. Yet the former resented the latter's distrust in Italian Americans' labour militancy, as well as the earlier rise of Jews in the hierarchies of the unions and the Democratic Party. Furthermore, Italian Americans and Jews competed for jobs, political patronage, cheap housing and relief benefits, especially during the Depression years. Such ethnic rivalries and the appeal of right-wing organizations to Italian Americans contributed to make the latter prone to antisemitism. As a result, few Americans of Italian descent came out against the racial policy of the Fascist regime.     

坚持和平发展,果决反制挑衅——对南海问题的一点思考

中国必须坚持和平发展的战略,因为它符合中国的国家战略利益,也符合中国人民和世界人民的根本利益。同时,中国也必须果决反制菲、越的侵略挑衅行为。因为这是捍卫中国国家主权的需要,也是制止侵略行为、防止南海问题进一步复杂化失控化、捍卫南海和平的需要。果决反制挑衅,不仅不与我国的和平发展战略相冲突,反而是对我国和平发展战略的有力维护。     

The sketch of Brazil’s grand strategy under the Workers’ Party (2003–2016): Domestic and international constraints

After passage of the 1988 Constitution of Brazil, successive democratic governments worked to build bridges between the nation’s foreign policy and its defence strategy, thus fostering a dialogue among administrations and constituencies under the aegis of the rule of law. It was under the Lula da Silva and Dilma Rousseff administrations that Brazil laid out a grand strategy, implementation of which was interrupted by the controversial impeachment proceedings of 2016. The argument unfolds from a consideration of Brazil’s development model and domestic politics as key structural variables in analysing the challenges faced in the conception and implementation of its grand strategy. The article is organised into two sections: (1) The sketch of a grand strategy: when Brazil’s foreign and defence policies converged; (2) An ambition frustrated? Or, the impact of Brazil’s development model and domestic politics on the conception and implementation of its grand strategy.     

社会工作跨文化督导的本土含义与实践策略

跨文化实践是社会工作督导研究中的关键议题。基于对全国95位实践者的访谈,对社会工作跨文化督导的本土含义与实践策略进行了研究。研究发现,在本土处境下,跨文化督导具有三个层面的含义,即“跨境督导”实践中的文化碰撞、专业与行政两种文化之间的角力、一般化的社会工作专业知识与地方性知识之间的互动。跨文化的三种本土含义实际上反映了本土处境下的三种文化边界。为了突破文化边界的约束,实践者采取了自我觉察与审慎诠释、“借力打力”、培育本土督导者、促进行政与专业文化之间的互构、提升督导对象的体制适应能力、协同行动以及担任替代性角色等多种策略。     

基于创新环境下的高校人力资源开发管理研究

高校生存和发展的客观环境正在发生着日新月异的变化,对人才的合作能力、创新能力、解决实际问题的能力提出了更高层次的要求。传统的人才管理理念和模式已经不能适应社会主义建设事业对创新人才的迫切需求。创新性人力资源的开发和管理对于提升高校核心竞争力,构建和谐、完整的高校发展战略体系具有至关重要的作用。     

Performance Management in the Public Sector

There has been a great deal of work undertaken on employee performance management with the Australian Public Service (APS) over the last 4 years. The objective has been to focus upon achieving high performance rather than merely preventing poor performance. This refocus was adopted to reflect the increasing complexity of the work, a rise in the need for knowledge work, and escalations in the speed and frequency of change; all this within a context requiring a reduction in costs while still meeting the growing expectations of the public and government. This pair of papers reflects on where employee performance management has got to as a result of the work. Dr. Damian West from the Australian Public Service Commission identifies the continuing importance of effective employee performance management to the APS and public sectors more widely. He highlights the progress that has been made so far, demonstrating the importance of implementation of the process. He suggests that, now that a framework for assessing the potential for employee performance management processes has been established, accountability of the system implementation and adoption will become paramount. Professor Deborah Blackman, whilst echoing the real progress that has been made, suggests that for real improvement in performance management outcomes there needs to be a fundamental shift in thinking; not in terms of the processes or of ensuring compliance, but rather that organizations undertaking performance management need to be much clear as to the strategic direction such a process is going to support. She suggests that there has been too much emphasis on having a system and not enough on determining what such a system is for. When the papers are combined, it can be seen that much progress has been made in terms of the reorientation towards high performance and how to support organizations to work towards this. The next step, for there to be real outcome improvements, is for organizations to be more overt in determining what high performance will look like in their context, then clarifying that to all those involved in developing performance management so that accountabilities at all levels can be agreed, supported, and effective.     

沿海地区的绿色发展与静脉产业园建设

绿色发展是实现中国沿海地区经济发展与环境保护相协调,人与自然和谐统一的新模式。该文分析了走绿色发展之路,开展静脉产业园建设的必要性和国内外静脉产业园建设的成功案例,阐述了静脉产业园建设的意义,并提出了沿海地区静脉产业园建设的主要对策。