民主社会主义不适合中国

民主社会主义源于19世纪末20世纪初的国际工人运动中的改良主义。其指导思想和理论来源是多元化的,信奉"自由、公正、团结互助"的基本价值,主张国家干预经济社会事务,建立福利国家。民主社会主义与科学社会主义在历史与现实中存在着联系乃至相似之处,两者都与国际工人运动有着密切的联系,在国际政坛中都属于左翼力量,都致力于政治民主和社会公正,都追求变革和革新。但两者在指导思想、行动原则、终极目标等方面,存在着根本性的区别与对立。民主社会主义不适合中国。中国特色社会主义道路是我们的正确选择。     

翱翔太空的侦探--"图像侦察卫星"

图像侦察卫星(也称照相侦察卫星)是利用所携带的光学遥感器和微波遥感器拍摄地面一定范围内的物体来产生高分辨率图像的卫星.     

Organizational development in the third world: values,closeness of fit and culture-boundedness(1)

This paper seeks to counterbalance some common arguments about the role of organization development (OD) in Third World settings. OD is a value-laden technology and this raises the issues of the closeness of fit of specific OD approaches or designs to different cultures, histories and settings. Most organizational theorists recommend a close fit, based upon an overall characterization of OD and estimates of the features of macro-cultures such as nations or regions. This paper urges a more differentiated perspective, based on evidence that OD works, on balance, in a broad range of contexts. Specifically, OD designs/approaches are not homogeneous, and neither are the nation-states or organizations in which OD is applied. The paper suggests a number of ways in which OD practitioners might become more sensitive to different contexts and thereby improve their judgments about the advisability of making OD interventions.

Since its earliest days, OD has been concerned with the issue of degree of fit. OD is a normative, re-educative strategy,⁽²⁾ and, for that reason, practitioners agree that “there” will be different from “here” in pervasive ways. Thus many ODers speak of “a new social order at work”⁽³⁾ and envision a new tomorrow, either in progressive steps, or via some frame-breaking effort. The key issue underlying how to get from “here” to “there” involves choices of designs for learning or change which are sensitive to beginning “here” and also capable of inducing systemic movement toward “there.”

Four emphases will carry this paper beyond these generalizations about why and how OD is concerned with the closeness of fit between its values and different sites of application. An initial section briefly describes OD as value laden, and hence as potentially at cross-purposes with other value laden aspects of sites of application -- national or organizational cultures, managerial climates, small work groups and so on. The second section describes three models of the relationship between OD and existing cultures, climates or styles. In addition, extended consideration is given to four generalizations about OD in Third World settings, in which closeness of fit and culture-boundedness are of special significance. The generalizations relate to success rates, the primacy of process and interaction in OD, the significance of a systems perspective, and an emphasis on specific OD sites and OD interventions. The final section presents my personal views as practitioner about closeness of fit and how to minimize cross-cultural blind spots.

Neither OD designs nor cultures are homogeneous; and change objectives can differ radically from case to case in their urgency and acceptable probabilities of success, with each case requiring judgments to be made about closeness of fit. The available literature tends to oversimplify in posing such questions as:

Is OD exclusively culturally appropriate to North America?

Does nation A have a culture that constitutes a close fit to OD values/interventions?

Are close fits preferable to distal-fits?     

One size does not fit all: an analysis of the corruption preventative approach of the Anti-Corruption Commission (ACC) in Bangladesh

ABSTRACT

This paper argues that the global citizens’ engagement movement against corruption does not always succeed in developing countries, such as Bangladesh. Drawing on the case of the preventative strategies of the Anti-Corruption Commission (ACC) in Bangladesh, this paper shows that government-driven citizens’ engagement processes through community-based organisations (CBOs) are a ceremonial adaptation in response to isomorphic pressure from the donors. The outcomes from isomorphic pressure suggest that such donor-funded actions produce ‘isomorphic mimicry’ of successful corruption prevention programmes from other countries that do not succeed in the recipient country. A micro-level analysis based on interviews with stakeholders in Bangladesh demonstrates why isomorphic mimicry has failed to produce a robust anti-corruption prevention approach in Bangladesh.     

Power and transformational and transactional leadership in public and private organizations

Ten public and 35 private organizations located in Central New York State participated in a university- sponsored research project to study the effects of organizational characteristics upon types of leadership (transformational/transactional) and power demonstrated by supervisors. Public sector organizations in which managers had low control over rewards were compared to private sector organizations in which managers had high control over rewards.

Followers perceived public sector supervisors as more inspirational by their followers and they used more active management-by-exception behavior than those in private organizations. Private sector supervisors had more reward, legitimate and coercive power than supervisors in public sector organizations.     

Russian stereotypes and myths of Ukraine and Ukrainians and why Novorossiya failed

This article discusses two inter-related issues. Firstly, the factors lying behind Russia's fervent belief that its Novorossiya (New Russia) project, aimed to bring back to Russia eight oblasts of Donetsk, Luhansk, Kharkiv, Dnipro, Zaporizhhya, Odesa, Mykolayiv, and Kherson in eastern and southern Ukraine and launched during the 2014 “Russian Spring,” would be successful. Russian identity misunderstood, and continues to misunderstand, Ukraine and Ukrainians through stereotypes and myths of Ukraine as an “artificial state” and Ukraine's Russian speakers as “fraternal brothers” and Russians and Ukrainians as “one people” (odin narod). Secondly, why Ukrainian national identity was different than these Russian stereotypes and myths and how this led to the failure of the Novorossiya project. Russian stereotypes and myths of Ukraine and Ukrainians came face to face with the reality of Russian-speaking Ukrainian patriotism and their low support for the Russkij Mir (Russian World). The article compares Russian stereotypes and myths of Ukraine and Ukrainians with how Ukrainians see themselves to explain the roots of the 2014 crisis, “Russian Spring,” and failure of Russian President Vladimir Putin's Novorossiya project.     

Natural Resources and Small Island Economies: Mauritius and Trinidad and Tobago

Abstract

Historically, small economies, especially resource-rich ones, underperformed on average relative to their larger counterparts. Small island economies appear still more disadvantaged due to remoteness from both markets and agglomeration economies. Yet a comparison of two small island economies with similar initial conditions other than their mineral endowment suggests that policy outweighs size, isolation and resource endowment in determining economic performance. Resource-poor Mauritius adopted an unfashionable policy of export manufacturing that systematically eliminated surplus labour, which drove economic diversification that sustained rapid GDP growth and political maturation. Like most resource-rich economies, Trinidad and Tobago pursued policies that absorbed rent too rapidly, which impeded diversification and created an illusory prosperity vulnerable to collapse.     

Earnings and ethnicity in Trinidad and Tobago

This study employs 1993 Continuous Sample Survey of the Population (CSSP) data for Trinidad and Tobago to investigate the determinants of earnings by ethnicity. The data, organised into three ethnic groupings, reveal lower levels of remuneration in the labour market for Africans and Indians than for individuals of other ethnicities taken as a whole. While the larger portion of the earnings differentials generally appears to be explained by ethnic differences in characteristics valued by the labour market, Africans and Indians would benefit substantially if they were to receive the same rates of remuneration for their educational endowments as workers of other ethnicities in the Trinidad and Tobago labour market. Notwithstanding Indians’ lowest average earnings, Africans appear more likely to be discriminated against.