人质危机事件战术性谈判处置模式研究

劫持人质事件中警队谈判组与攻击单位是处置的核心力量,现场规范架构中谈判小组与攻击单位的配合是处置的关键所在,在和平谈判无望或情况危机时,谈判小组通过及时转入战术性谈判来提供准确情报与引导攻击行动,在保障多方安全的同时可提高攻击效率,最大可能减少伤亡与降低事件处置成本。     

Labor Economics Explanation of Offshore Outsourcing: An Analytical Perspective of Wage,Labor Efficiency and Labor structure

The outsourcing decision of enterprises depends on cost comparison and price game, while the implementation of a country’s offshore outsourcing is closely related to wage level, social labor efficiency and labor structure. These factors directly affect the job selection, outsourcing scale and the choice of providing countries in offshore outsourcing. The research result shows that transnational outsourcing is actually a kind of specialized division of labor resources among countries, which is essentially due to the obstacle of resources elements’ free flow among countries. It is the realistic optimal choice for a country to make up for the contradiction between supply and demand of labor in the short term. In addition, the nature of the job, the volume of business, the level of technology, and the design of the national political system will have an important impact on the implementation of offshore outsourcing.     

Negotiating democracy with authoritarian regimes. EU democracy promotion in North Africa

ABSTRACT

In order to better understand the dynamics of international cooperation on democracy promotion with authoritarian regimes, this article looks into the processes and results of negotiations on democracy (promotion) between the European Union (EU) and two of its North African neighbours (Morocco, Tunisia) in the decade leading up to the Arab uprisings. Asking if, how, and to what effect the EU and its Mediterranean partners have negotiated issues related to democracy promotion, it analyses official documents issued on the occasion of their respective association council meetings in 2000-2010. It shows that partners have indeed addressed these issues since the early 2000s, however, without engaging in substantive exchanges. Most of the time, conflicts have been neither directly addressed nor resolved. Where there are traces of actual negotiations leading to an agreement, these are clearly based on a logic of bargaining rather than arguing. These findings challenge the picture of harmony and cooperation between the EU and Morocco. Furthermore, they point to the low quality of these exchanges which reinforces the dilemma of international democracy promotion in cooperation with authoritarian regimes.     

Focal Points and Turning Points in Negotiation: A Comparative Analysis

In this article, we examine the roles of focal points and turning points in negotiation. Both concern impasses in negotiation, and negotiators can exploit them to move past impasses. Each term uses the word “point” differently, however. A focal point refers to a single salient coordinating concept shared by the parties. A turning point is a departure that takes place during the course of a negotiation, when the course seems to change. Precipitants precede turning points and consequences follow them. In this article, we focus on the relationship of these two negotiation concepts. We raise the following questions: Does the development of focal points precipitate departures, and, if so, how? Do departures lead to the development of focal points, and, if so, how? Are there circumstances in which focal points do not precipitate turning points and vice versa? Do negotiations that feature focal points create more or less durable agreements? Do negotiations that include turning points create more or less durable agreements? To help answer these questions, we have analyzed four cases. In the German Foundation Agreement negotiation, the development of focal points precipitated turning points. In the South African Interim Constitution negotiations, turning point departures precipitated the development of focal points. And in the negotiations to end the Burundi civil war and to reach the Nouméa Accord between France and New Caledonia, parties shared focal points that did not precipitate turning points. These case analyses provide insights into the role of focal points in producing effective and durable agreements. They also suggest opportunities for further research on the interaction between these concepts.     

中国性别工资差距实证研究综述

本文对近年来关于中国性别工资差距的实证研究作了系统综述。对每一项研究,本文都从内容、方法、使用的数据、结论等方面进行了分析,发现该领域的研究有两个发展趋势:第一,由研究男女在平均工资上的差距发展到研究他们在整个工资分布上的差距;第二,由单纯研究男女在工资方面的差距发展到研究性别工资差距与性别职业(或行业)隔离、性别劳动参与率差别等的相互关系。     

Level Two Negotiations: Helping the Other Side Meet Its “Behind‐the‐Table” Challenges

A long analytic tradition has explored the challenge of productively synchronizing “internal” with “external” negotiations, with a special focus on how each side can best manage internal opposition to agreements negotiated “at the table.” Implicit in much of this work has been the view that each side's leadership is best positioned to manage its own internal conflicts, often by pressing for deal terms that will overcome internal objections and by effectively “selling” the agreement to key constituencies. Far less frequently have analysts considered how each side can help the other side with its “behind‐the‐table” barriers to successful agreement. Following Robert Putnam's two‐level games schema, I characterize such “behind‐the‐table” or “Level Two” barriers more broadly, offer several innovative examples of how each side can help the other overcome them, and develop more general advice on doing so most effectively. As a fuller illustration of a Level Two negotiator helping the other side with its formidable behind‐the‐table challenges, I pay special attention to the end‐of‐Cold‐War negotiations over German reunification in which former American Secretary of State James Baker played a key role.     

Using "Shocks and Rumors" to Teach Adaptive Thinking

The business landscape is constantly changing. Moreover, because of globalization, increased competition, and instant communication, the rate of change is accelerating. A student who has practiced only static scenarios is ill prepared to recognize, process, or adapt to changing negotiation issues and interests. Thus, negotiation instructors must change our practices to prepare students to succeed in the increasingly dynamic negotiation situations they will face by utilizing simulations that are also dynamic. This article reviews research on adaptive thinking, applies it to negotiation training, and provides examples of dynamic simulations that require students to adapt. Finally, it offers advice on how to make existing cases dynamic by using "shocks and rumors."     

政府干预与劳动者权益--兼与王一江先生商榷

最低工资制度在中国的实施是有效的,并不会出现劳动经济学理论规范分析得出的"获益者是被覆盖部门,损失者是未覆盖部门"这种现象.主要原因是,中国规范部门的工资高于均衡工资,更高于最低工资;中国不规范部门,实际上是雇主垄断型劳动力市场.政府应该干预劳动力市场、劳动关系的运行,政府干预的价值取向是,确立劳动者主体地位、追求经济效率.     

Rethinking Conflict: Perspectives from the Insight Approach

In this article, the authors present the “insight approach” to conflict as an analytical and methodological framework that addresses the dynamic interactions between conflicting parties. According to the insight approach, conflict is relational, dynamic, and adaptive, generated from the responsive interpretive frameworks that parties use to construct meaning. Conflict arises as a result of parties' experience of what insight theorists call “threat‐to‐cares,” which generates defend–attack patterns of interaction between them. The authors suggest that rethinking the nature of conflict so that it is seen as an interaction embedded in meaning making enables conflict interveners to help parties gain insight into, and articulate, the values that are being generated, advanced, threatened, and realigned within the complex interactions that define us as social beings. In doing so, parties develop abilities to generate new patterns and solutions that can limit and even eliminate the experiences of threat that generate conflict between them.