现代性重建进程中的法治变革趋向

随着现代性的时代发展,现代性反思和重建已成为一个必须直面的问题,正是在这一境遇下,现代法治也开始发生了重要变革,形成了法律多元主义的规则秩序、互动平衡的功能取向、反思回应的程序主义诉求等发展走向。因此,我们应立足于现代性反思和重建的时代关怀,积极推进中国的法治进程。     

论印尼华人企业集团的经济转型与新进展

亚洲金融危机使印尼华人企业集团受到致命打击,在"后金融危机时代",华人企业集团进行了一系列战略重组、结构调整和产业转型,迄今这一进程仍在继续进行中.伴随着所在国经济的复苏,华人企业集团已开始走出经营低谷,竞争优势逐渐得到恢复并有新的发展.虽然金融危机结束了华人企业集团经营发展的黄金时期,但由于华人企业集团的经济转型近年出现许多有利条件,可以预期,印尼华人企业集团将通过不断调整内部经营结构和经营策略,逐步摆脱困境并重新获得生机.     

省际竞争、制度改进与江苏民营经济发展

江苏省民营经济发展的轨迹具有强烈的路径依赖特征。其中,省际竞争的外力驱动和存量改制的内生驱动,是决定江苏民营经济发展特征的两大重要因素。在1997年之前,江苏民营经济发展因受制于宏观政策因素,走过了一条完全有别于浙江和广东的道路。1997—2004年的政策创新,则主要是模仿性的制度改进型发展。     

Make or buy on the Russian railway? Coase,Williamson, and Tsar Nicholas II

There is a growing consensus among economists that the most procompetitive strategy for restructuring public utility enterprises includes complete vertical separation of the network or grid portion of a sector from other parts of the sector where competition is to be created. Although exceptions to this rule are readily granted, it is generally considered that any alternative strategy may pay a high cost in terms of discriminatory access to the grid by non-integrated entrants into the new competitive sector. This consensus is somewhat surprising in light of the simultaneous growth of transactions cost economics, with its emphasis on the benefits of close vertical relationships—including vertical integration—in the face of complexity, unforeseeable contingencies, and problems with contract law enforcement. These issues are considered in the context of a Russian railways restructuring plan which may, or may not, involve complete vertical separation.

Shareholder value and Financialization: consultancy promises,management moves

In the pages of the daily financial press, 'shareholder value' is a loose rhetoric. For business consultants who sell financial metrics and implementation, shareholder value is also a product and a promise that purposive management action will be rewarded. This paper begins by considering the consultant's promise and the more guarded academic responses. It then presents empirics on micro performance and the meso limits to shareholder value and argues that most corporate managements cannot easily deliver what consultants promise and the capital markets demand. The paper ends by taking a broader view of value-based management as part of a process of financialization. If the results are contradictory and disappointing, a persistent gap between expectations and outcomes can nevertheless drive management behaviours, which change the world.     

公安院校“体改班”教学改革的实践与思考——以甘肃警察职业学院为例

公安院校招录培养体制改革工作是当前乃至今后一个时期我国公安院校教学改革与实践的重点与发展方向。文章结合甘肃省公安院校招录培养体制改革实践,从培养对象的特点入手,对教学中存在的问题进行了系统分析,并对欠发达省份体改班今后的教学改革与实践进行了有益的探索,以期达到抛砖引玉之效。     

社会主义市场经济体制改革理论创新

党的十六大提出新世纪头20年全面建设小康社会的宏伟目标,从十六届三中全会确定的主题看,推进小康社会建设,首先应抓深化改革,从完善社会主义市场经济体制入手,按照“五个统筹”的要求完善新体制,使股份制成为公有制的主要实现形式,建立健全现代产权制度,这是一项现实的选择和正确的决策,必将有力地推进我国社会主义现代化建设事业的蓬勃发展。     

积极稳妥地推进农村社会保障体系的建立和健全

农村社会保障是国家社会保障的重要组成部分。没有农村社会保障制度的建立和完善,就没有全国的社会保障制度。加快建立农村社会保障体系,不仅是改革和完善我国社会保障体系的重大举措,也是我国农村经济发展和社会进步的必然要求,是全面建设小康社会的重要保证。     

大学英语写作教学的困境与出路

《大学英语课程要求》对大学英语写作教学提出了更高的具体要求,然而相关教学理论的缺乏、教学方法的落后、教材的不适当选用和处理、英语教师自身素质和能力的欠缺等问题使得大学英语写作教学处于困境之中。针对英语写作教学所面临的主要问题和学生写作的薄弱环节,提出了大学英语写作教学改革的五种路径与方法,以期切实提高大学英语写作的教学效果和对我国大学英语写作教学改革有所启发。     

Perceptions and Misperceptions of Major Organizational Changes in Hospitals: Do Change Efforts Fail Because of Inconsistent Organizational Perceptions of Restructuring and Reengineering?

Abstract

Over the past decade, many hospitals have invested in major restructuring and/or reengineering efforts designed to enhance their competitiveness by improving product quality and/or reducing costs. For a variety of reasons, these significant changes have not been systematically evaluated. This research provides an objective look at the results of restructuring/reengineering hospitals and an examination of the influences on employee perceptions of reengineering's outcomes. This research demonstrates that employees, including upper management, had little or no objective knowledge of the outcomes of their change efforts. However, perceptions of all employees involved in a major change effort are critical if their full participation is to be sustained. The ultimate sustainability of many hospital strategic change efforts may rest largely on subjective assessments of its outcomes. The research reported here suggests that such perceptions vary significantly by organizational level and may not be stable over time. While the passage of time sees improvements in managers' perceptions of reengineering results, line personnel become increasingly skeptical and less positive. Further objective research is encouraged to more definitely distinguish the impact of employee perceptions on change efforts' outcomes and sustainability.