Party unity and presidential dominance: parliamentary development in the fourth republic of Ghana

Political power in contemporary sub-Saharan Africa is often portrayed as being highly informal and heavily personalised. The assumption that personalised politics is how ‘Africa works’ has led to the neglect of the study of Africa's formal institutions, including parliaments. This article assesses the position of the Parliament of Ghana under the Fourth Republic. It displays evidence suggesting that over successive parliamentary terms parliamentary committees became increasingly adept at handling legislation, and inputting into the policy process. It also shows that the parliament was increasingly able to oversee the implementation of legislation. Although the findings of hitherto undocumented progress represent a valuable nuance, the argument that the parliament became increasingly able to input into the legislative process says exactly that; while the parliament became increasingly capable of amending legislation rarely was this witnessed. The article argues that parliamentary development in Ghana has been a function of three interacting structural factors: the constitution; unified government since 1992; and political party unity. The strong partisan identities of legislators from the two major political parties – the New Patriotic Party (NPP) and National Democratic Congress (NDC) – provide the executive with extra leverage to control the parliament. Throughout the Ghanaian parliament is juxtaposed with the Kenyan National Assembly. More substantially, the article seeks to force a revision of the dominant narrative that generalises African party systems as fluid and fragmented, and African political parties as lacking any recognisable internal cohesion or ideology.     

《气候变化框架公约》履行的环境法解释与方案选择

《气候变化框架公约》及其议定书是人类应对气候变化所制定的总体规划和实施细则,但是,由于其和其他环境法公约一样具有环境法的"软法"特质,一些《气候变化框架公约》的履行机制出现了许多值得探究的边白。以"震慑型"方案还是"激励型"方案为主,需要从《气候变化框架公约》的履行理论切入,深入剖析,对此两种方案进行理论、实证博弈分析,得出《气候变化框架公约》履行方案的应有选择,为今后其他国际环境条约的履行提供相关指导。     

论我国行政层级监督的现实困境与路径选择

在行政权监督体系中,行政层级监督是其中不可缺失的重要一环。然而,在长期的行政实践中,我国的行政层级监督囿于诸多因素限制并未发挥其应有的作用。基于此,本文在简要分析我国行政层级监督现实状况的基础上,针对目前行政层级监督中存在的问题提出有针对性的建议,以促进我国行政层级监督制度的完善。     

企业高层管理人员绩效考核：问题及对策

目前企业高层管理人员绩效考核存在考核机制与企业战略不相匹配、考核指标构建内容缺失、考核标准缺乏量化、考核完成后不重视结果的反馈与应用等问题,因此,需要采取一系列的措施加以改进：要制定与企业战略目标相一致的科学、有效的考核制度;注重考核指标构建内容的完整性;制定量化的计算标准;及时反馈与沟通,注重考核结果的应用。     

试论干部培训院校教师考核评价机制创新

随着教师聘任制改革的不断深入，原有的考核评价机制已不适应新形势、新制度的要求，因而如何建构与创新干部培训院校教师考核评价机制的问题日益凸显。干部培训院校教师考核评价机制的创新，只有认真抓好制定科学规范的考核流程，科学构建教师的考评指标体系，进一步完善平时考核办法，以及建立、健全绩效考评结果的反馈制度等四个环节，才能做到使教师的考謦、评价更加准确、科学和客观。     

加强政协民主监督 推进干部执行力建设

执行力是政府工作的生命力。当前,干部执行力不强,直接影响到组织决策和目标的实现,党和国家政策的落实,关系到党的事业的成效。民主监督是政协的基本职债,政协对干部执行力的监督是题中之义。要加强政协的民主监督,推进干部执行力的建设。     

The Executive and the Constitutional Reforms Process in Sri Lanka

ABSTRACT

The debate on whether the executive presidential system which was introduced to Sri Lanka in 1978 should be retained, reformed or abolished is not a new one. It is a topic which is central to constitutional reformation in Sri Lanka, but one which always carries the potential of either making or breaking any attempt made at reforming the Constitution. This article examines the character of the post of executive president in Sri Lanka and how the most recent constitutional reforms process (initiated in 2015–2016) has sought to engage with the topic of executive presidency. Departing from the more popular trend of unconditionally critiquing the executive presidency, this article calls for a more realistic and dispassionate assessment of not only the possibility of abolishing the executive presidency but also of the viability of a prime ministerial system in Sri Lanka.     

政府执行力与行政文化的隐性链接

“执行力”是衡量一个政府管理能力的重要指标。执行力的强弱关系到一个政府管理效率的强弱。如果缺乏强有力的执行效力,政府的公共政策和战略决策只能是无本之木、无源之水。加强政府执行力可以从多重角度考虑,尤其要注意到行政文化对政府执行力的潜在影响。从行政文化的角度出发,创建“执行力文化”,是提高政府执行效力的良好途径。     

试论治安管理处罚的执行——治安管理处罚程序研究之五

治安管理处罚决定的执行程序包括警告、罚款、行政拘留、吊销公安机关颁发的许可证以及限期出境、驱逐出境等治安管理处罚决定的执行。公安机关及其人民警察在治安案件调查和处理活动中,执行程序是最终程序,执行工作的完成标志着治安管理处罚程序的终结。     

试论国有企业经营者股权激励

对国有企业经营者实行股权激励,可以促使其利益与企业趋同,从而降低代理成本.目前,由于现有制度的问题,我国国有企业的股权激励不足与激励不当的问题并存,激励效果也不尽理想.为此,应当进一步完善相关制度,以实现对国有企业经营者的有效激励.