法律硕士人才培养特色教育研究——以上海大学法律硕士为例

上海大学在法律硕士人才培养过程中出现的一些问题,如缺乏个性化职业规划教育、与实践人才脱节、与学术型混同培养等。对此,根据目前的实际情况,从特色化、职业化和国际化等角度提出了实施法律硕士特色化教育的改革建议。     

地方高校大学生职业生涯规划现状调查与对策

对420名地方普通高校大学生的职业生涯规划做了问卷调查,从态度、需求、行为三个方面揭示了大学生职业规划的现状。在此基础上就如何做好大学生职业生涯规划对高校与大学生提出了一些对策建议,以期为大学生做好个人职业规划创造条件,使大学生的人力资源得到充分发挥。     

自我同一性理论对职业生涯规划的启示

职业生涯规划教育不仅要根据社会进行生涯规划,更重要的是要探索青少年的自我同一性。在自我同一性达成的基础上进行的职业规划才是理性的职业规划。促进大学生的自我同一性达成需要教育主管部门对目前的大学教育制度进行合适的改革,给予大学生足够的空间和探索体验的机会。     

益阳市高中生职业生涯规划现状及对策研究

高中阶段职业规划和指导的匮乏,使高中生职业规划意识淡薄,缺乏学习动力和生涯决策能力。目前益阳市高中生职业生涯规划和指导现状不容乐观,原因在于"唯成绩论"的影响、管理制度的不健全、经费的欠缺等,要改善这一现状,可以采取的措施有增加高中生职业生涯规划专项经费、完善学校考核体系、引导学生作好职业生涯规划等。     

浅谈我国公务员职业生涯管理

职业生涯规划作为人力资源管理的重要组成之一,对个体在组织中的职业发展有着极其深远的影响。在对职业生涯规划的基本理论以及我国公务员职业生涯规划发展现状的研究基础上,提出完善公务员职业生涯规划的建议如下:转变思维方式,学习和应用职业发展理论;加强公务员职业规划的阶段管理;公务员个人发展与政府目标结合;确立以职业发展为导向的考核评价体系。     

女职工:面临的挑战更严峻

改革开放,使我国的社会生活和人们的思想观念发生了深刻的变化。战斗在各条战线上的广大女职工,她们同男职工一样,思想异常活跃,真诚地欢迎改革,勇敢地迎接挑战,希望借改革的契机施展自己的才华。但毋庸讳言,由于社会的和她们自身的一些原因,在改革中她们面临的挑战似乎更严峻一些,因此她们的困惑也更多一些。 (一) 现在,全国女职工已达5000多     

大学生职业规划导师制模式的探索与实践

随着高校招生规模的扩张,大学生面临的就业压力越来越大,职业生涯规划能够帮助学生更好地作出职业取向,有利于大学生突出其核心竞争力,因而加强大学生职业规划对指导大学生就业具有重要意义。然而目前我国大学生职业规划现状不容乐观,因此首先对大学生职业规划存在的问题进行了分析,在此基础上提出了导师制模式,分析了导师在大学生职业规划中的作用,最后提出了完善导师制模式的建议。     

《内蒙古文化产业专题研究》的教学探讨

《内蒙古文化产业专题研究》课程是我校公共事业管理专业文化产业方向的核心课程.它以文化产业为依托,结合内蒙古文化产业的自身特点,开设的一门综合性强、实践性高的课程.《内蒙古文化产业专题研究》这门课程目前还处于不断的探索完善阶段,针对在教学实践中出现的一些问题,提出这门课程的需要进行改进的思路和方法,以期对内蒙古文化产业研究提出一些可借鉴的思路.     

民办高职院校《应用写作》课程教学漫谈

本文从写作课程开设的现状出发,根据民办高职院校开设《应用写作》课程的实践体会,对该课程的教学方面提出一些浅见,同时结合学生学习分析得出一些学习方法。     

对职业指导工作开展的几点思考

面临全球金融危机的影响,高校的职业指导工作将接受新的挑战。本文针对当代高职大专院校的职业指导工作,结合本校的实际情况,就学校如何开展职业指导工作进行了一些分析和探讨,为当代大学生的职业规划教育提供一些新的思路。     

Factors that impede and facilitate management careers of women in the Malaysian civil service

Female and male managers of the Malaysian civil service were surveyed in an attempt to elucidate the factors that have facilitated and hindered their careers. The emphasis in this article is on career differences between women and men. Many of the conditions which inhibit the careers of female managers elsewhere in the world were also reported by those sampled. Family requirements and resulting role conflict were evident. Many women have not married. There was some evidence of sexual harassment. There is a suggestion that women may suffer from low self-esteem and attribute their career progress primarily to luck. On the positive side, and despite a government policy that has resulted in more public resources for higher education being awarded to men than to women, women managers have achieved career success. This is largely because of the socioeconomic status of their parents and the apparent willingness of parents to educate female offspring who were not necessarily the first-born.     

论中国社会主义市场经济制度下的发展计划

“用市场经济手段来提高效率,用社会主义制度来保障公平”是社会主义市场经济这一概念的实质。由此可见,社会主义市场经济制度下的计划在相当长的时期内还会起着重要的作用,应当认真研究改进计划的制定及管理方法。着重分析了长期计划、中期计划、专项计划及年度计划四种发展计划的主要内容、制定方法与关键技术,强调了POSMEP法在编制发展计划时的重要作用。最后,建议设立负责全面策划和统筹协调的总体计划部门以便更好地促进建设中国特色社会主义事业的发展。     

Tribute to Richard E. Zody

Public budgeting is multifaceted. It draws from areas of study and practice ranging from management to administration to planning. Guided by analysis—enhanced by computational and technical advances—and political systems, it overlays the public sector at every level of government, including local, state, national, and international. It is also the domain of both academics and practitioners. This tribute honors Richard E. Zody by focusing on the multifaceted nature of public budgeting to reflect the career of a man committed to many of these dimensions. The central focus of his career was on improving public budgetary and management systems, and in doing so, he deftly drew from the many dimensions of budgeting. Dick demonstrated in his study, writing, teaching, and application an intellectual interest in two particular themes: the relationship between academics and practitioners; and budgeting and management, which includes the use of analytical skill and strategic planning. Through these interests, Dick impacted many lives.     

政治地位中的性别差距

全球范围内存在着程度不同的政治地位性别差距问题。造成政治性别差距的显性因素已经随着历史发展过程的推进而逐渐破除，但是形成政治地位上性别差距的隐性因素如文化、制度和人自身仍然在实践中大量存在，需要进一步关注和研究。去除我国女性政治发展边缘化隐性因素的关键在于：通过多种方式尤其是在媒体传播中增强社会性别意识，创造有利的文化舆论环境；公共政策尤其是党政干部的培养选拔要防止产生无意识损害女性群体政治权利的问题；女性领导者自身增强职业发展规划意识，实现从优秀到卓越的跨越。     

Cracked Ceilings, Firmer Floors, and Weakening Walls: Trends and Patterns in Gender Representation among Executives Leading American State Agencies, 1970–2000

Trends of female access to and presence in responsible governmental positions have gained substantial attention. The research reported here assesses and seeks convergence on several issues associated with gender representation. It extends the research by focusing on top executive posts in American state governments. In particular, the presence of women agency heads in all 50 states is examined from 1970 through 2000 using the lenses of passive representativeness and active representation. The authors find, first, that women face fewer blockages in securing top posts—the glass ceilings are cracking. Second, women's access to peak executive positions springs from more solid educational, career, and organizational foundations or "floors." Third, lateral career movements are penetrating the "walls" surrounding traditionally male-dominated agency types. The essay concludes with a framework for understanding relationships involving passive representativeness, active representation, and representative results. That framework assists in shifting attention toward the consequences of both passive and active representation.     

How Do Career Strategies,Gender, and Work Environment Affect Faculty Productivity Levels in University‐Based Science Centers?1

Recent studies have shown that in many science and engineering fields, almost 40% of faculty are affiliated with university‐based research centers ( Corley & Gaughan, 2005 ). As major science funding organizations continue to increase annual levels of funding for interdisciplinary science centers, it is likely that this number will increase significantly over the next decade. Moreover, some scholars have argued that the rise of university‐based science centers has already led to the development of a new institutional form for the execution of university‐based research ( Bozeman & Boardman, 2004 ). Yet, interestingly few researchers have studied the impacts of this new institutional form on the productivity of individual researchers. The purpose of this article is to begin to address how individual career strategies and perceptions of scientific work environments within university‐based science centers relate to the productivity of academic scientists who participate in these centers. In particular, this article investigates the relationships between productivity, individual career strategies, and perceptions of scientific work environment across gender. The results of the study demonstrate that university‐based science centers might serve as an equalizing mechanism for male and female productivity levels. Yet, women scientists affiliated with these centers are significantly more likely to feel discriminated against—and they are less likely to embrace the most promising career strategy for the current structure of these centers.     

Restructuring family planning in the health service: the case of young people's clinics

A review of the experience of adolescent reproductive health clinics in Liverpool and Bristol highlights the potentially disruptive impact of new National Health Service (NHS) policies and competing professional interests on the attempt to provide integrated, high-quality services. In particular, responsiveness to client needs often collides with NHS demands for efficiency. UK health authorities accept, in principle, the need for separate, informal family planning centers for young people. The 34 Brook Advisory Centers, which deliver confidential contraceptive and counseling services to adolescents, face pressure to become population rather than client-based and to reduce time spent on individual sessions. Moreover, new NHS contracting arrangements have greatly increased the role of general practitioners (GPs) in contraceptive provision, with serious implications for family planning clinics. At present, about 70% of UK women obtain contraceptive and sexual health services from a GP. This encroachment has further increased the marginalization of family planning practitioners, the majority of whom are female, within the medical profession. Concerns have been expressed, however, that GPs are not able to offer the comprehensive services available in clinics and lack sufficient female staff.     

What's in a Sector? The Shifting Career Plans of Public Policy Students

Recent decades have seen a trend in which public policy graduates shun government and enter private-sector employment. In part, the shift reflects changing sectoral opportunities, but its magnitude and consistency are puzzling—even troubling—in light of the need for public-sector talent. Data from a two-year series of surveys and interviews with policy students reveal that many begin their training with uncertain career goals and ambivalence about public-sector work. Interest in government declines from entry to graduation, and it appears that the policy curriculum—heavy on analytic methods and conveying cautions about policy making—does little to promote a public-sector orientation. Those planning to enter government are strongly motivated by a desire to have an impact, whereas those drawn to the private sector seek financial resources and professional development. Many anticipate fluid careers and choose positions expected to offer growth, a feature more commonly associated with private than public jobs.     

Lifetime earnings patterns, the distribution of future Social Security benefits, and the impact of pension reform

In order to assess the effect of Social Security reform on current and future workers, it is essential to accurately characterize the initial situations of representative workers affected by reform. For the purpose of analyzing typical reforms, the most important characteristic of a worker is the level and pattern of his or her preretirement earnings. Under the current system, pensions are determined largely by the level of the workers' earnings averaged over their work life. However, several reform proposals would create individual retirement accounts for which the pension would depend on the investment accumulation within the account. Thus, the pension would also depend on the timing of the contributions into the account and hence on the exact shape of the worker's lifetime earnings profile. Most analysis of the distributional impact of reform has focused, however, on calculating benefit changes among a handful of hypothetical workers whose relative earnings are constant over their work life. The earnings levels are not necessarily chosen to represent the situations of workers who have typical or truly representative earnings patterns. Consequently, the results of such analysis can be misleading, especially if reform involves introducing a fundamentally new kind of pension formula. This article presents two broad approaches to creating representative earnings profiles for policy evaluation. First, we use standard econometric methods to predict future earnings for a representative sample of workers drawn from the Survey of Income and Program Participation (SIPP). Our statistical estimates are based on a simple representation of typical career earnings paths and a fixed-effect statistical specification. Because our estimation file contains information on each worker's annual earnings from 1951 through 1996 as reported in the Social Security Administration's earnings files, we have a record (though an incomplete one) of the actual earnings that will be used to determine future benefit payments. Our estimates of the earnings function permit us to make highly differentiated predictions of future earnings for each member of our sample. By combining the historical information on individual earnings with our prediction of future earnings up through the normal retirement age, our first approach produces tens of thousands of predicted career earnings paths that can be used in microsimulation policy analysis. Our second approach to creating lifetime earnings profiles is similar in some ways to the traditional method. For example, it is based on the creation of only a handful of "stylized" career earnings patterns. An important difference with the traditional method, however, is that we define the career earnings patterns so that they are truly representative of patterns observed in the workforce. We use simple mathematical formulas to characterize each stylized earnings pattern, and we then produce estimates of the average path of annual earnings for workers whose career earning path falls within each of the stylized patterns we have defined. Finally, we calculate the percentage of workers in successive birth-year cohorts who have earnings profiles that match each of the stylized earnings patterns. Although this method may seem simple, it allows the analyst to create stylized earnings patterns that are widely varied but still representative of earnings patterns observed among sizable groups of U.S. workers. The effects of policy reforms can then be calculated for workers with each of the stylized earnings patterns. Our analysis of U.S. lifetime earnings patterns and of the impact of selected policy reforms produces a number of findings about past trends in earnings, typical earnings patterns in the population, and the potential impact of reform. The analysis focuses on men and women born between 1931 and 1960. Along with earlier analysts, we find that men earn substantially higher lifetime wages than women and typically attain their peak career earnings at a somewhat earlier age. However, the difference in career earnings patterns between men and women has narrowed dramatically over time. Workers with greater educational attainment earn substantially higher wages than those with less education, and they attain their peak career earnings later in life. For example, among men with the least education, peak earnings are often attained around or even before age 40, whereas many men with substantial postsecondary schooling do not reach their peak career earnings until after 50. Our tabulations of the lifetime earnings profiles of the oldest cohorts (born around 1930) and projections of the earnings of the youngest profiles (born around 1960) imply that the inequality of lifetime earnings has increased noticeably over time. Women in the top one-fifth of female earners and men in the top one-fifth of male earners are predicted to receive a growing multiple of the economy-wide average wage during their career. Women born between 1931 and 1935 who were in the top fifth of female earners had lifetime average earnings that were approximately equal to the average economy-wide wage. In contrast, women born after 1951 who were in the top fifth of earners are predicted to earn almost 50 percent more, that is, roughly 150 percent of the economy-wide average wage. Women with a lower rank in the female earnings distribution will also see gains in their lifetime average earnings, but their gains are predicted to be proportionately much smaller than those of women with a high rank in the distribution. Men with high earnings are also predicted to enjoy substantial gains in their relative lifetime earnings, while men with a lower rank in the earnings distribution will probably see a significant erosion in their typical wages relative to the economy-wide average wage. That is mainly the result of a sharp decline in the relative earnings of low-wage men born after 1950. In creating stylized earnings profiles that are representative of those of significant minorities of U.S. workers, we emphasized three critical elements of the earnings path: the average level of earnings over a worker's career, the upward or downward trend in earnings from the worker's 30s through his or her early 60s, and the "sagging" or "hump-shaped" profile of earnings over the worker's career. That classification scheme yields 27 characteristic patterns of lifetime earnings. Surprisingly, the differnce between men and women within each of those categories is quite modest. The main difference between men and women is in the proportions of workers who fall in each category. Only 14 percent of men born between 1931 and 1940 fall in earnings categories with the lowest one-third of lifetime earnings, whereas 53 percent of women born in those years have low-average-earnings profiles. On the other hand, women born in those years are more likely to have a rising trend in lifetime earnings, while men are more likely to have a declining trend. We find that the distribution of lifetime earnings contains relatively more workers with below-average earnings and relatively fewer with very high earnings than assumed in the Social Security Administration's traditional policy analysis. For example, the "low earner" traditionally assumed by the Office of the Chief Actuary is assigned a level of average lifetime earnings that we find to be higher than the average earnings of persons in the bottom one-third of the lifetime earnings distribution. The stylized earnings profiles developed here can be used for policy evaluation, and the results can be compared with those from the more traditional analysis. That comparison produces several notable findings. Because earnings profiles that are actually representative of the population tend to have lower average earnings than assumed in the traditional analysis, workers typically accumulate somewhat less Social Security wealth than implied in the traditional analysis. On the other hand, because the basic benefit formula is tilted in favor of lower-income workers, the internal rate of return on Social Security contributions is somewhat higher than detected in the traditional analysis. Moreover, the primary insurance amount measured as a percentage of the worker's average indexed earnings tends to be higher than implied by the traditional analysis. Finally, the stylized earnings patterns can be used to compare benefit levels enjoyed by workers under the traditional Social Security formula and under an alternative plan based on individual investment accounts. That comparison shows, as expected, that the traditional formula favors low-wage workers and one-earner couples, while an investment account favors single, high-wage workers. Comparing two workers with the same lifetime average earnings, the traditional formula favors workers with rising earnings profiles (that is, with lifetime earnings heavily concentrated at the end of their career), while investment account pensions favor workers with declining earnings profiles (that is, with earnings concentrated early in their career).     

军官职业高原现象浅析及对策研究

当前,部队军官面临的职业高原现象已经成为其职业生涯中值得关注的重要问题之一。它不仅造成军官面临个人职业困境,同时也阻碍部队的整体建设和战斗力生成。文章对军官职业高原现象进行了相应的阐述和分析,同时从组织和个人两个角度对如何解决该问题提出了相应的参考性对策。