关于积极促进职工董事、监事工作的思考

坚持和完善职工董事、监事制度 ,是工会工作的一个重要方面。国有独资和控股的公司制企业 ,工会主席应当作为职工代表进入董事会 ,这不是一般的方法问题 ,而是建立有中国特色现代企业制度的根本原则问题。     

论企业文化建设及其工会作用

企业文化应是以职工为本的文化、和谐的文化和包容的文化,企业文化建设应以推动企业发展、实现职工利益诉求为目的。工会建设企业文化,应坚持以职工为本,组织动员职工全员投入到企业文化建设之中去;坚持以实现企业和职工双赢为目的,营造和谐的劳动关系;坚持并促进职工文化建设,通过开展各种文化活动,达到寓教于乐的目的。     

Global corporate responsibility in domestic context: lateral decoupling and organizational responses to globalization

This paper examines how the domestic reception of global corporate responsibility is significantly shaped by institutionalized differences among state, business and civil society actors in the domestic context. In the global diffusion of ideas and practices, the decoupling of global policies and domestic practice is endemic, a process that this paper argues results from competing domestic interests and orientations. I examine this process of ‘lateral decoupling’ in a case study of the reception of the United Nations Global Compact among corporate responsibility practitioners in the city-state of Singapore. Differences in ceremonial, pragmatic and non-adversarial orientations towards global corporate responsibility generated significant uncertainty for businesses around how to apply corporate responsibility principles. In response, businesses constructed distinct narratives: large transnational and domestic companies emphasized values, community and tradition, while small businesses focused on the competitive advantages of corporate responsibility. The paper concludes by discussing the implications of domestic institutions for mediating global principles and local outcomes.     

Change and continuity in Japanese corporate reform

Abstract

Confronted with critical business situations in the late 1990s, Japanese firms began to tackle reforms in both corporate governance and human-resource management. These reforms advocated that Japanese firms shift from being organization-based to market-based corporations, similar to their US counterparts. However, the actual reform did not produce such an overall change but occurred with incremental and cumulative changes within the existing institutional framework. This article examines continuing changes in Japanese firms, and demonstrates that they are diversified into different directions as a result of gradual institutional change.     

An Integrated Model for Communicating Within and About Corporate Social Responsibility

Corporate social responsibility (CSR) initiatives have two main objectives, namely, contributing to sustainable development; and adding strategic value for organisations. These objectives imply that organisations should communicate about CSR initiatives with stakeholders to add strategic value, whilst also communicating within CSR with the beneficiaries of these initiatives to contribute to sustainable development. In the field of CSR communication, however, the majority of the literature focuses on communication about CSR, while communication with the beneficiaries within CSR is often overlooked. This article presents an integrated model for communication both within and about CSR initiatives. The constructs of such integrated communication are analysed in order to identify similarities and point out differences. The ultimate aim is to present a holistic model for CSR communication that covers the content, nature and aims of such communication. The model is based on a literature study involving the two-way symmetrical approach, the reflective paradigm, strategic communication management and the participatory approach to communication for social change. Integrating communication within and about CSR in a single model is a complex undertaking, which entails incorporating constructs of communication from diverse theoretical fields flowing from different meta-theoretical assumptions. To date, this model is the first attempt to integrate communication within and about CSR on a theoretical level.     

Corporate Opportunities for Intergenerational Linkages

Abstract

The potential impact of dependent care needs on corporate employers and employees is described. Recommendations are made regarding the development of effective intergenerational approaches to meet these needs and reduce their associated expenses. The roles of human resource personnel, intergenerational program developers and intergenerational program researchers in such initiatives are described.     

Post-Feminist Spectatorship and the Girl Effect: “Go ahead,really imagine her”

Women and girls are currently positioned as highly visible subjects of global governance and development, from the agendas of the United Nations and the World Bank to the corporate social responsibility campaigns of Nike, Goldman Sachs and Coca Cola. This paper examines the representations of empowerment in visual (image and video) material from the Nike Foundation’s ‘Girl Effect’ campaign. Drawing on the works of Angela McRobbie and Lilie Chouliaraki, I suggest that this campaign is reflective of a mode of ‘post-feminist spectatorship’ that is now common to corporatised development discourses; it is manifested both in terms of the conservative mode of neoliberal empowerment proposed for distant others and the mode of ironic spectatorship imagined for the viewer. I conclude that the relations constructed in the ‘Girl Effect’ campaign between the (empowered) Western spectator and the (yet-to-be-empowered) Third World Girl work to erode bonds of solidarity and entrench structural inequalities by positioning economically empowered girls as the key to global poverty eradication.     

大学生兼职权益受损引发的企业社会责任之探讨

当前大学生兼职已成为社会一股潮流,他们在获取经济收入的同时,自身合法权益往往得不到保护。企业以利润最大化为追求目标,在追求这个目标的同时,一些不法企业将矛头指向了低成本、短时期、无权益保护意识的在校兼职大学生群体。在相应法律法规尚未完善的时候,企业社会责任的提出与探讨尤为必要。     

民族精神是创建当代企业文化的基石

民族精神是一个民族赖以生存和发展的精神动力和精神支柱。优秀的民族精神,在经过向现代转型之后,可以成为创建当代和谐社会和企业文化的基石。它不仅可以充分发挥我国传统文化的凝聚功能、整合功能,还可以提高中国应付经济全球化挑战的能力,推动中国的经济体制改革向健康方面发展。