论我国法官制度改革的外部障碍

迄今为止,法官制度改革已进行十余年,各项改革措施在不断推出,但实际效果却并不理想。这些改革措施大多针对法官制度的内部障碍,对其外部障碍触及较少,这是法官制度改革进展缓慢,诸多改革措施得不到落实的根本原因之一。现代法官制度的建立,牵涉到一个法治国家上层建筑的方方面面,单靠司法体系自身的力量是远远不够的,它必须得到社会制度、意识、文化等各方面的支持,才能对阻碍法官制度改革的各种外部因素提出最佳解决方案。     

"双师型"中职师资结构模式及队伍建设

中等职业教育迫切需要建立"双师型"师资队伍,要以任职资格而非职称为标准,来界定"双师型"中职师资资格,并将此作为新教师的培养目标、老教师的发展方向和整个师资队伍建设的结构框架.中职师资由三类教师构成:编制内专职教师、从社会各界聘请的兼职教师和在实习中企业指派的实习师傅,以此结构为基础,提高师资整体素质.     

职业化背景下的检察人员分类管理

我国检察机关自行侦查权及机构人员配置与法律职业要求的专业、自治、独立等品格不能兼容。要形成职业化的检察官群体,必须重新配置检察机关的内部设置,对检察人员进行分类管理。成立相对独立的主要由司法警察组成的侦查机构行使职务犯罪侦查权;检察机关内部行政事务和技术鉴定等工作由普通公务员承担;检察官只行使具有司法属性的检察职能。     

高职院校实验室管理现状与对策研究

通过时高职院校实验室调查，分析了实验室建设与管理工作中存在的问题；按照应职应岗能力本位、优化结构重组资源原则，提出了独立设置、加强评估、校企合建、师资保障的实验室管理优化方案。     

论自由概念(下)

自由与实行自我意志的障碍之消除,并不完全相同:自由仅仅是实行自我意志的自身之外的外在障碍之消除;实行自我意志的自身内在障碍之消除,并不是自由,而是利用自由的能力或条件。柏林与格林都误将利用自由的能力当作积极自由,而将自由本身当作消极自由。只不过,格林是直接将利用自由的能力叫作积极自由;而伯林虽然反对将利用自由的能力与自由本身等同起来,但是,由于他误将理智支配感情当作自由,因而也就间接地将利用自由的能力———亦即实行自己意志的自身内在的感情障碍之消除———叫作积极自由罢了。     

试论新形势下如何加强高校青年教工思想政治工作

文章针对新形势下青年教工队伍中存在的新问题及青年教工思想政治工作中出现的新情况,从更新思想观念、改进工作方法和创新工作内容等三个方面提出举措,以此加强新形势下高校青年教工思想政治工作.     

论我国行政组织的对外传播

我国行政组织的对外传播是通过其代表机构以一定形态实现的,为了强化我国行政组织对外传播的效果,增强行政组织的行政能力以及优化行政组织的形象,需要整合运用公共关系传播战略和CIS传播战略。     

The scholarship of teaching: A comparison of conceptions held by experts and regular academic staff

Over the past decade the scholarship ofteaching has received considerable attention inthe higher education literature as a reactionto the widely cited Carnegie Foundation'sreport ``Scholarship Reconsidered'; however, theconcept has remained devoid of a unifieddefinition. A recent Delphi study conductedwith a selective group of scholars whoseexpertise lies in the area of universityteaching and learning indicated the extent towhich these ``experts' agreed with each other onimportant features and unresolved issues theyassociate with the scholarship of teaching. Building on the results of the Delphi study,the present article discusses the results of asecond survey comparing these ``experts' 'conceptions with those of a larger group ofscholars whose expertise lies in a differentacademic field (``regular academic staff'), inorder to identify the similarities anddifferences in the conceptions of thescholarship of teaching held by each of the twogroups. While regular academic staff werefound to associate the scholarship of teachingmore with good or effectiveteaching ``experts' pointed to notions such aspeer review and scholarly standards. Thediscussion of the results focuses on the notionof consensus reached within and betweenthe two groups. It is argued that in order topromote changes in policy with respect to whatis to count as scholarship, identifying andreporting ``experts' ' conceptions, thoughclearly necessary for promoting moreenlightened discussions on the issue, willremain insufficient. Policy change in academeis more likely to ensue as a result of thewider academic community reaching consensus onthe meaning, and nature, of the scholarship ofteaching. The wider academic community includes``experts', as well as colleagues in departmentsand disciplinary associations. The articleconcludes by exploring the notion of consensusthrough the lens of critical social theory.     

以人为本与民族地区地方高校图书馆职工队伍建设

以人为本对于民族地区地方高校图书馆职工队伍建设有现实意义。民族地区地方高校图书馆职工队伍建设应做到:以人为本,在配备职工时重点考虑有志于民族文化研究的人员;以人为本,增强职工事业心,建设为民族文化研究服务、科研型职工队伍;以人为本,结合民族地区实际,培养感情,建设和谐的职工队伍。