老子的管理心理学思想

管理心理学研究人的心理活动,以实现企业的高效益。老子提出许多很有价值的管理心理学思想,主要集中在人性论,需要激励理论,领导理论和人力资源理论。     

Ensuring technical competency for management of research-focused organizations

Does a national research-focused organization need a technically competent leader? This study provides preliminary answers to that question using a natural experiment underway at the Department of Energy (DOE): a leader with significant high-level management experience superior to that of his predecessors, but no relevant technical experience was appointed to run the vast scientific research operation. The following hypothesis is proposed: A major risk of allowing technically-unqualified leadership is that an amateur can be more easily manipulated by special interests against the best interests of the nation. The hypothesis is tested by technically analyzing three case studies on proposals from the Secretary of Energy. The results show 1) requests for budget cuts undermining DOE's mission, 2) requests for redundant studies wasting DOE resources, and 3) counter-productive recommendations derived from a misrepresentation of the studies' results, which indicate technical competence is important for DOE leadership. These preliminary results indicate technical competency is important for leaders running organizations that oversee research. Finally, a potential policy safe guard to the risks of extreme technical incompetence is provided, which can be applied to either independent- or politically-appointed bureaucrats.     

Progress in Literacy Coaching Success—A Dozen Years on

Literacy coaches are most successful when they: develop strong, trusting relationships; provide clarity about their roles; communicate well; spend much of their time in coaching conversations; and monitor their perspectives about their work and those with whom they work. However, challenges still persist for literacy coaches, particularly in relation to administrators' understanding of literacy coaching, training for literacy coaches, and the amount of time allocated for literacy coaching. This article describes each of these successful practices and each of these challenges, based upon the author's experience over more than 12 years as an international consultant on literacy coaching and supported by research from the literature on coaching, with the goals of summarizing current knowledge, providing practical suggestions for improvement, and encouraging forward movement in the field of coaching.     

Why principals often give overly high ratings on teacher evaluations

Recent research found that principals who are required to evaluate their teachers often give higher ratings than what they think these teachers deserve. This study aimed to explore principals' considerations while evaluating teachers. Participants were 39 Israeli principals. Data were collected through semi-structured interviews and were analyzed in four stages – condensing, coding, categorizing, and theorizing. Four considerations emerged for principals' over-evaluations: (1) time constraints/prioritization (low perceived value for high time investment); (2) evaluation's ineffectiveness for improving teaching (via teacher development or dismissal); (3) the imprecision of teacher evaluation measurements; and (4) impingement on interpersonal relationships. This study demonstrated how principals serve as local mid-level policymakers by actively buffering, rather than bridging, the policies imposed on their schools from above.     

A leadership development programme for agricultural entrepreneurs in Sweden

Purpose: This article describes the five-phase process of a leadership development programme conducted with agricultural entrepreneurs who own and manage dairy farms in Sweden. The programme primarily focused on leadership of employees and on self-leadership. The article’s purpose is to present a template for leadership development programmes that can be used in the agricultural sector and in other industry sectors as well. Design/Methodology: The empirical data come from interviews with agricultural entrepreneurs, agricultural advisors and authors of a book on leadership in its various forms. Observations were also conducted of the instruction in the leadership development programme. Findings: First, agricultural entrepreneurs (and possibly entrepreneurs in other sectors) benefit from leadership development programmes in which the concept and practice of self-leadership are emphasized. Second, such programmes are more valuable to participants if other actors (e.g. academics and advisors) are participants. Third, coaches are useful as support for the programmes’ participants. Practical Implications: An implication of this study is the finding that working with the knowledge transfer and dissemination to advisors and entrepreneurs in the agricultural sector can enhance leadership competences in the industry. Role transformation (e.g. advisor to coach) can also enhance the transfer of such leadership competences. Theoretical implications: An implication for theory is to include a self-leadership module in leadership theories about learning leadership in development programmes. Originality/Value: Knowledge transfer and dissemination through leadership development programmes for agricultural advisors and entrepreneurs can have a beneficial effect on industry leadership and management. In addition to the traditional leadership skills that many leadership development programmes teach, such programmes also need to emphasize self-leadership.     

Leadership development: Towards a more systematic approach in technology management

Technology leadership research pays little attention to leadership differences across organizational levels. Research at the upper echelons is particularly sparse despite the importance of strategy in technology management. The “leadership pipeline”, with its specification of six levels of organizational leadership, the leadership challenges at each, and the appropriate leadership preparation for each, can be adapted to technology management to provide an integrated, systematic, approach to technology leadership development and practice. A review of technology management research reveals shortcomings which could be remedied through the application of a pipeline approach. Future research should focus more on reliably differentiating the hierarchical levels of technology management, particularly at the middle management and executive levels. From there, the differing demands at each and the requisite capabilities for meeting them can be determined. This would facilitate the development of more effective leadership preparation for technology mangers as they transition from level to level, to their career benefit and for the competitiveness of their organizations.     

试论我国衍生金融交易监管的路径选择

全球性的金融危机与衍生金融交易密不可分,世界金融界的一项重要课题。通过对不同国家和地区、金融交易监管模式的解决路径。如何有效监管和控制衍生金融交易的风险,已经成为经济组织监管模式进行系统分析,提出优化我国衍生     

耗散结构理论下体育赛事危机生成机理及对策研究

利用耗散结构理论分析体育赛事危机生成机理,即：赛事内在的脆弱性导致内部熵增是体育赛事危机的根源;体育赛事系统的不确定性正熵的引入是体育赛事危机生成的条件;突发事件的随机涨落对体育赛事危机起着关键作用。最后提出：引进先进管理策略减少内部熵增;收集致险因子,建立综合集成风险评估体系;建立突发事件预警系统控制随机涨落;完善突发事件应急预案等管理策略。     

Case analysis of capability deployment in crisis prevention and response

The topic of effective crisis prevention and response is attracting significant interests from corporations and governments. It is evident that the nature within any crisis is unpredictable, erratic and difficult to prevent. Organizations are therefore preparing for unexpected events by outlining their crisis response strategies. The fact that crises may not repeat themselves and a given crisis solution might not be directly applicable to another crisis represents radical shifts in routines. As such, an organization may have to improvise when putting together a set of resources and capabilities for a response. This case study complements existing crisis management research that emphasizes both prevention and response by focusing on how an organization may adapt and deploy resources and capabilities accordingly. To meet the objective, the research draws upon an in-depth case study of Singapore's response tothe Asian Tsunami disaster in 2004. Our findings offer a useful contribution to organizations’ knowledge of mobilizing resources and capabilities during dynamic crisis situations. The case concludes with several research and practical implications.