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В разделе собрана информация о статьях по экономике, социологии и менеджменту. Во многих случаях приводятся полные тексты статей. (подробнее...)

Статьи

Всего статей в данном разделе : 297

Опубликовано на портале: 18-05-2006
Олег Борисович Томилин Университетское управление. 2006.  № 1(41). С. 7-14. 
Понятие «миссия» стало нынче модным словом. Университеты России, как классические, так и профильные, считают обязательным атрибутом своего современного имиджа иметь миссию. Характерная ошибка, которая допускается при этом, - непонимание, что миссия - это только один из элементов построения современной системы управления вузом, а не пиар-акция. Декомпозиция миссии позволяет сформулировать стратегические приоритеты и стратегические цели развития университета в среднесрочной и долгосрочной перспективах, построить взвешенную систему мероприятий по их реализации, обеспечивающую устойчивое положение высшего учебного заведения в среде производителей образовательных и исследовательских услуг. В статье исследуются подходы при формулировании миссии университета, рассматриваются технологии формулирования миссии, процессы и проблемы самоидентификации университета.
ресурс содержит прикрепленный файл
Опубликовано на портале: 09-12-2005
Владимир Евгеньевич Третьяков Университетское управление. 2005.  № 6(39). С. 13-16. 
В статье ректора Уральского государственного университета рассказывается о процессе становления высшей школы на Урале, о рождении вуза нового для России типа, ведущего подготовку специалистов для всех отраслей народного хозяйства, о вузе, который сыграл исключительную роль в развитии промышленности Урала. Рассматриваются проблемы и задачи, которыми вуз живет в настоящее время, о международной образовательной деятельности, о работе вуза в области социальной и внеучебной работы и т. д.
ресурс содержит прикрепленный файл
Опубликовано на портале: 17-06-2005
Университетское управление. 2004.  № 5-6(33). С. 7-11. 
Статья посвящена юбилею Кемеровского государственного университета. В 2004 г. Кемеровский государственный университет отмечает 50-летие основания своего предшественника — КГПИ и 30-летие функционирования вуза в статусе университета. За эти годы он не только превратился в ведущее образовательное учреждение Кузбасса и один из крупнейших вузов Сибири, но и обозначил себя в регионе, как ведущий научный и культурный центр.
ресурс содержит полный текст, либо отрывок из него
Опубликовано на портале: 10-01-2003
Chris Dawson, Vanessa Barrett Personnel Review. 1990.  Vol. 19. No. 4.
A discussion is presented of the elements in Human Resource Planning and how they can be incorporated into a common denominator of costs. This is the framework for a report on a study of loss and recruitment of nurses in a typical district general hospital and analysis of the nurse labour market in the light of future developments proposed for the NHS.
Опубликовано на портале: 16-02-2003
Chintana Monthienvichienchai, Sirintorn Bhibulbhanuwat International Journal of Educational Policy. 2002.  Vol. 16. No. 6.
Описывается межкультурная коммуникация в Международной Школе Saint John, возникшая в результате привлечения в ее работе учителей-эмигрантов. Исследование (в форме опроса), проведенное среди приглашенных преподавателей, было призвано оценить способность учителей к контактам и налаживанию отношений с представителями иных культур. Результаты указали на позитивную связь между уровнем культурного сознания и коммуникативными способностями.
Опубликовано на портале: 10-01-2003
J.M. Beggs Journal of Managerial Psychology. 2002.  No. 7. P. 564-579. 
This study of hospital nurses (n = 154) examined the influence of dimensions of work satisfaction on types of organizational commitment. Significant results were found for the two affective commitment types tested but not for the instrumental type evaluated. The results indicate that satisfaction with professional status was a significant predictor of moral commitment. Dissatisfaction with organizational policies, autonomy, and professional status were significant predictors of alienative commitment. None of the dimensions of work satisfaction were predictors of calculative commitment. The results of this study suggest that understanding how various factors impact the nature and the form of an individual's organizational commitment is worth the effort. If managers do not know what causes an attitude to take on a particular form, they cannot accurately predict what behavior might follow.
ресурс содержит полный текст, либо отрывок из него
Опубликовано на портале: 29-08-2003
Reva B. Brown Journal of Management in Medicine. 2002.  No. 5. P. 327-344. 
This paper introduces the concept of the emotional climate of the workplace and explores how it both shapes and is shaped by the emotions experienced, expressed and redefined by nurses. It extracts emotional aspects of an organizational climate framework developed by Litwin and Stringer and examines these with respect to nurse's experiences. The primary research was carried out at a general hospital NHS Trust in the East Midlands of the UK using a grounded theory methodology. The research methods included semi-structured interviews and observation. The themes identified include many of those found by Litwin and Stringer, others which represent variations upon these, and a new set, which, when combined, identify the emotional climate of the organization. The findings have confirmed that the "experiment" of using a 33-year-old positivistic framework to investigate aspects of qualitative research has enabled a robust contribution to the conceptual area of emotional climate.
Опубликовано на портале: 10-01-2003
Artur Jazdon Library Management. 1995.  Vol. 16. No. 8. P. 37 - 41. 
Explains how managers of Polish research libraries face many problems provoked by the changes which have taken place both in these institutions and in their surroundings on the one hand, and by the obsolete rules which their operations regulate. Among the most serious financial obstacles are the following: a prolonged delay in the confirmation of a library's budget; too many financial sources; financial dependence of the majority of the libraries; restrictions on self-governing, profit-oriented activities; and criteria for the allocation of funds. Among the problems connected with the personnel the following are at the top of the list: disproportional employment in the various types of libraries; inappropriate educational background; lack of certain types of qualified professional (e.g. information scientists, computer technicians); very low earnings; and the degraded status of the librarian, which discourages candidates from this profession. The management and the structure of the organization of the library are also outdated and there are too few competent professionals to make the necessary transformations efficiently.
Опубликовано на портале: 10-01-2003
Amos Paphani Ndabu Thapisa Library Management. 1994.  Vol. 15. No. 4. P. 22 - 29. 
Aims to shed some light on the modalities and the need for human resources planning in Swaziland libraries. Systematic forecasts of the libraries' future demand for, and supply of labour should be meticulously undertaken so that Swaziland libraries can put themselves in a better position to plan for the recruitment, selection, training, and career paths of staff. Swaziland's lack of trained personnel with sufficient knowledge to handle the intricacies of automation has necessitated the external recruitment of expatriate staff, with serious implications for the budget. Swaziland assumed the chairmanship of the SADC Regional Training Council (RTC) which now controls the affairs of the Human Resources Development Sector. One of the projects of this sector has been to create a Regional Human Resource Information System (RHRIS). This project has provided guiding principles to those in the region whose responsibility is human resources planning and development. It is essential that SWALA should develop a human resources database for the library profession through its Sub-Committee for Human Resources. The development of a human resources audit in Swaziland libraries will help to determine what skills, knowledge, and abilities are required for particular vacancies or jobs. The idea is to collect enough information which will enable library managers to match their employees to the available jobs.
Опубликовано на портале: 10-01-2003
Hubert W.N. Schrijver, Alex H. Vermeulen International Journal of Public Sector Management. 1996.  Vol. 9. No. 2. P. 52 - 56. 
The Dutch Ministry of VROM (Housing, Physical planning and Environment) employs more than 4,000. Discusses its progressive track record over recent years on organization and personnel management. Shows how the Ministry, by a process of "learning by doing", is adopting and adapting new ways in personnel and organizational development.
Опубликовано на портале: 11-12-2003
Denise Rousseau Group and Organization Studies. 1990.  Vol. 15. No. 4. P. 448 - 460. 
В статье профессора Школы менеджмента Келлога при Северо-западном университете штата Иллинойс (США) Д. Руссо описано исследование нормативных убеждений в 32 отделениях Общенациональной добровольной организации обслуживания. 236 штатных сотрудников попросили заполнить опросник организационной культуры (Organizational Culture Inventory) Р. Кука и Дж. Лафферти. Данные об успехах в области основной деятельности организации (сбор денег на благотворительные нужды) были получены из архивных документов. Руссо смогла показать, что определенные культурные нормы связаны с реальной производительностью так же, как с восприятием работниками ясности ролей, ролевым конфликтом, общей удовлетворенностью и склонностью остаться в организации. В частности, нормативные убеждения, ориентированные на безопасность, были отрицательно связаны с эффективностью деятельности организации и отношением сотрудников к работе, в то время как нормы (культуры), ориентированные на командную работу, были связаны с установками работников позитивно. На основании полученных результатов автор сделала предположение, что эффективное исполнение связано с децентрализацией функции принятия решений, постановкой ясных и четких целей исполнения, наделением работников полномочиями.(С.А. Липатов)
Опубликовано на портале: 10-01-2003
Michael Jackson Personnel Review. 2001.  Vol. 30. No. 4.
Until recently UK universities have paid little attention to managing the personnel function. However, matters changed in the 1980s, and surveys at the beginning of the 1990s suggested that all institutions had established personnel departments. Discusses research recently completed in 14 universities. Finds that there is still considerable variation in the conduct of the personnel function, and that the boundaries of the personnel department and the roles played by personnel differ from one institution to the next. Suggests that much more thought remains to be given to the way that responsibility for human resource functions is devolved to heads of departments. Further, it suggests that while greater recognition may have been given to the importance of the human resource function within universities (and that it may be seen to have a more important role in strategic planning) this has not led necessarily to an increasing role for the personnel department as such.
Опубликовано на портале: 10-01-2003
Maria Luisa Arenas Franco, Rosita Iniguez Diaz Library Management. 1995.  Vol. 16. No. 3. P. 15 - 23. 
To achieve the strategic objectives necessary for an organization to face the future with confidence, human resource planning has been implemented in the library system of the Pontificial Catholic University of Chile (SIBUC). Analyses the environment and its impact on SIBUC using an organizational model, which also permits strategic objectives to be established and personnel to be analysed in terms of strengths, weaknesses, opportunities and threats. Based on this approach, specifies human resource objectives, and assures optimal achievement with well-defined individual strategies that also include plans for action and control measures. Finally, and as a result of the whole methodology, creates a matrix to structure an organizational design of the direction of human resources in the library system.
Опубликовано на портале: 09-01-2003
Vanja Orlans Personnel Review. 1991.  Vol. 20. No. 2.
The focus is on the planning and implementation of stress interventions within trade union organisations in the UK. Case material from two trade union projects is presented, together with an overview of some of the key areas of potential stress in such organisational settings. In addition, an approach to stress diagnosis and management is outlined which does not separate the individual from the organisation in an artificial way. The emphasis is rather on the interactive processes which underpin individual and organisational existence. This theoretical stance has a number of implications for intervention strategies, and these are also outlined. A review of some of the key points which are relevant to the planning of stress interventions in the organisational setting is presented in conclusion.
Опубликовано на портале: 10-01-2003
Norman Flynn International Journal of Public Sector Management. 1995.  Vol. 8. No. 4. P. 59 - 67. 
If we try to look at the future of public sector management in the UK, it might be more useful to think about what is happening in the rest of Europe, rather than looking at the USA ("reinventing government", etc.) and especially New Zealand. There are some common pressures on the public sector in Europe, but not a unified or convergent approach to management. In the areas of structural arrangements about policy making and service delivery, relationships between tiers of government, goal setting, planning, budgeting, evaluation, "user" orientation and personnel management, there are choices to be made.