Organizing a Chamber of Commerce : a "how to" manual for communities planning to organize a Chamber of Commerce : organization structure, sample bylaws.

"March 1962."

Models of adding relations to an organization structure of a complete K-ary tree

This paper proposes three models of adding relations to an organization structure which is a complete K-ary tree of height H: (i) a model of adding an edge between two nodes with the same depth N, (ii) a model of adding edges between every pair of nodes with the same depth N and (iii) a model of adding edges between every pair of siblings with the same depth N. For each of the three models, an optimal depth N* is obtained by maximizing the total shortening path length which is the sum of shortening lengths of shortest paths between every pair of all nodes. (c) 2005 Elsevier B.V. All rights reserved.

Aligning Library Strategy and Structure With the Campus Academic Plan: A Case Study

Colleges and universities’ missions are typically comprised of educating students, training professionals, engaging in scholarship and research, promoting creative activity, improving healthcare, and providing public service. Academic libraries exist to support these core functions, yet most academic libraries are organized based on library functions rather than the primary missions of their college or university. This paper describes one academic library’s attempt to align library strategy and structure with its university’s academic plan.

Investigation of barriers to entry into the design-build market in the People’s Republic of China (PRC)

Although the design-build (DB) system has been demonstrated to be an effective delivery method and has gained popularity worldwide, it has not gained the same popularity in the construction market of China. The objective of this study was, theretofore, to investigate the barriers to entry in the DB market. A total of 22 entry barriers were first identified through an open-ended questionnaire survey with 15 top construction professionals in the construction market of China. A broad questionnaire survey was further conducted to prioritize these entry barriers. Statistical analysis of responses shows that the most dominant barriers to entry into the DB market are, namely, lack of design expertise, lack of interest from owners, lack of suitable organization structure, lack of DB specialists, and lack of credit record system. Analysis of variance indicates that there is no difference of opinions among the respondent groups of academia, government departments, state-owned company, and private company, at the 5% significance level, on most of the barriers to entry. Finally, the underlying dimensions of barriers to entry in the DB market were investigated through factor analysis. The results indicate that there are six major underlying dimensions of entry barriers in DB market, which include, namely, the competence of design-builders, difficulty in project procurement, characteristics of DB projects, lack of support from public sectors, the competence of DB owners, and the immaturity of DB market. These findings are useful for both potential and incumbent design-builders to understand and analyze the DB market in China.

Efficiency of knowledge integration in enterprise systems implementation

Recent literature has emphasized the pivotal role of knowledge integration in Enterprise Systems (ES) success. This research-in-progress paper, building upon Knowledge Based Theory of the firm (KBT), examines the efficiency of knowledge integration in the context of ES implementation and identifies the factors contributing to its enhancement. The proposed model in this paper suggests that the efficiency of knowledge integration in an ES implementation process depends upon the level of common knowledge and the level of coordination in the ES adopting organization. It further suggests that the level of common knowledge can be enhanced by proper training, improving ES users’intrinsic and extrinsic motivations and business process modeling and the level of coordination can be improved by articulating a clear unified organizational goal for the ES adoption in the organization, forming a competent ES team, enhancing interdepartmental communication and the cross-functionality in the organization structure.

O Psicólogo e sua inserção na Saúde Pública: estudo da situação dos profissionais maranhenses no Programa CAPS

Estudo sobre o psicólogo e sua inserção na saúde pública, a partir do programa Centro de Atenção Psicossocial CAPS, no estado do Maranhão, tendo como pressupostos as políticas de saúde mental, a atuação e a experiência profissional nesse programa. Trata-se de uma pesquisa empírica cujos dados foram obtidos a partir de instrumento constituído por entrevista semi-estruturada. Utilizou-se o Termo de Consentimento para garantia dos participantes de forma ética e segura. Os dados coletados foram analisados de acordo com o método da Análise do Discurso. O estudo teve como fundamento epistemológico as teorias do campo das Políticas Públicas, da Psicologia da Saúde e da Psicanálise. Os resultados confirmaram a hipótese levantada, sendo possível concluir que a experiência do profissional de psicologia no Maranhão está em construção no cotidiano dos CAPSs com pouca articulação teórico-prática e visibilidade dos gestores no que diz respeito às políticas públicas. Embora o programa CAPS esteja em expansão, dificuldades e desafios indicam ainda certa precariedade em sua organização, estruturação e funcionamento das ações e serviços oferecidos.

一种使用组织结构的访问控制方法

大型组织的信息资源往往根据组织结构维护,其中存在大量同构的、拥有同类信息资源的单元。传统RBAC模型在这种环境下进行访问控制时需要为每个同构部分定义权限和角色。其中存在大量冗余的工作,特别在同构单元数量很多时授权管理非常困难。该文提出了一个支持组织结构的RBAC模型,模型引入了组织结构,定义了抽象的角色,通过将抽象角色与组织结构单元关联解决上述问题。还给出了模型的扩展以支持角色的使用范围限制和细粒度访问控制。

黄土高原小流域生态系统健康评价指标体系研究

小流域是黄土高原地理环境与生态系统的基本单元,建立健康的小流域生态系统是该区可持续发展的基础。文章在深入理解小流域生态系统健康概念的基础上,阐述了黄土高原小流域生态系统健康评价体系构建思路与指标选取原则,并将评价体系分解为活力、组织结构、恢复力、生态系统服务功能和人类健康五个要素,建立了适于黄土高原小流域生态系统健康评价的指标体系,以期为黄土高原小流域生态系统健康建设与区域可持续发展提供科学依据。

同事关系质量及其作用机制

Although the research into coworker relationship quality has been recognized one of key factors related to organization performance, and has been thought a new trend in organization behavior research with the flatting of organization structure and complication of task assignment, there is relatively little empirical research on the mechanism between coworkers’ interaction, contraring to the fruitful results on member exchange research based on social network theory, say nothing of the influence of cultural differences such as GUANXI. This research developed the scale for the assessment of Coworker Relationship Quality by literature review, deep interview, and questionnaires, compared the predictable ability of Coworker Relationship Quality (CRQ) scale and Coworker Exchange (CWX) scale on employees’ work attitudes and behaviors. Finally, the mediating effect of Coworker Relationship Quality between employees’ similarities on personality and their work attitudes and behaviors was investigated. Following are main results. Firstly, we found that the interpersonal communication, trust, and mutual support are the key factors of coworker relationship quality, which is similar to the result getting from western samples. But Chinese people are more GUANXI ORIENTATION, means they want to build longtime relationship with others, not only when they are coworkers, but also when one of them left the organization. Secondly, though the core meaning of CRQ and CWX are same, their predictable ability on organization outcomes is different. CRQ is more powerful than CWX, especially on turnover intention. The result showed that after controlling the effect of demographic variables and CRQ, CWX cannot predict turnover intention significantly, but CRQ can still predict turnover intention significantly after controlling demographic variables and CWX. Thirdly, the partial mediating effect of CRQ between positive affectivity similarity and organizational citizenship behavior, coworker satisfaction, organizational commitment and turnover intention are validated, but we did not find the mediating effect of CRQ between demographic variable similarity and workers’ attitudes and behaviors. The Similarity Attraction Paradigm, Social Identity Theory, and Self Category Theory were supported.

Models of initial training of secondary school teachers in Spain from a European perspective

This paper seeks to analyse some key issues related to initial training models for secondary education teachers from an international perspective with more specific references to the Spanish model. First, we briefly mention secondary education and its training needs: purpose, organization, structure, character, duration, etc.. Secondly, the most typical models of initial training of these teachers: consecutive and simultaneous, academic and professional, are adressed. Thirdly, we analyse the structure of initial training containing more general scientific and professional knowledge, (its theoretical and practical components). Lastly, the relationship between initial training and access to the teaching profession will be established, as well as the possibility of academic and / or professional qualifications is analyzed. We then highlight the issue of "professional identity", which is closely linked to the initial training of future teachers and final conclusions are discussed.