管理学原理(英文版.第6版)(高俊山著)(2)

2012-10-31

　　《管理学原理(英文版·第6版)》是由教育部高校工商管理类教学指导委员会双语教学推荐教材,工商管理经典教材·核心课系列。

商家名称	信用等级	购买信息	订购本书
		管理学原理(英文版.第6版)(高俊山著)
		管理学原理(英文版.第6版)(高俊山著)

顺应这样一种大的教育发展趋势，中国人民大学出版社同众多国际知名的大出版公司，如麦格劳一希尔出版公司、培生教育出版公司等合作，面向大学本科生层次，遴选了一批国外最优秀的管理类原版教材，涉及专业基础课，人力资源管理、市场营销及国际化管理等专业方向课，并广泛听取有着丰富的双语一线教学经验的教师的建议和意见，对原版教材进行了适当的改编，删减了一些不适合我国国情和不适合教学的内容；另一方面，根据教育部对双语教学教材篇幅合理、定价低的要求，我们更是努力区别于目前市场上形形色色的各类英文版、英文影印版的大部头，将目标受众锁定在大学本科生层次。本套教材尤其突出了以下一些特点：
保持英文原版教材的特色。本套双语教材根据国内教学实际需要，对原书进行了一定的改编，主要是删减了一些不适合教学以及不符合我国国情的内容，但在体系结构和内容特色方面都保持了原版教材的风貌。专家们的认真改编和审定，使本套教材既保持了学术上的完整性，又贴近中国实际；既方便教师教学，又方便学生理解和掌握。
突出管理类专业教材的实用性。本套教材既强调学术的基础性，又兼顾应用的广泛性；既侧重让学生掌握基本的理论知识、专业术语和专业表达方式，又考虑到教材和管理实践的紧密结合，有助于学生形成专业的思维能力，培养实际的管理技能。

文摘

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Is Labor in Short Supply？Is skilled labor in the United States abundant？ Or is there a shortage？ The simple answer toboth of these questions is yes. Of course, simple answers don't adequately address theissue or begin to describe how both situations （a shortage and a surplus） can exist simulta-neously. In the sections that follow, we'll provide you with that explanation.Why Do Organizations Lay Off Workers？At one time in corporate America, organizations followed a relatively simple rule: In goodtimes you hire employees; in bad times, you fire them.62 Since the late 1980s that "rule" nolonger holds true, at least for most of the largest companies in the world. Throughout thepast decade, most Fortune 500 companies made significant cuts in their overall staff. Thousands of employees have been cut by organizations such as IBM, AT&T, Boeing, andSears. In fact, in the fourth quarter of 2006 alone, more than 255,000 jobs were cut in U.S.companies; nearly l million lost jobs in all of 2006.63 This downsizing phenomenon isalso going on outside the Uflited States. Jobs are also being eliminated in almost all industrialized nations.64
Why this trend for downsizing？ Organizations are attempting to increase their flexibil-ity to better respond to change. Quality emphasis programs are creating flatter structuresand redesigning work to increase efficiency. The result is a need for fewer employees. Arewe implying that big companies are disappearing？ Absolutely not！ It is how they are oper-ating that is changing. Big isn't necessarily inefficient. Companies such as PepsiCo andHome Depot manage to blend large size with agility by dividing their organizations intosmaller, more flexible units.
Downsizing as a strategy is here to stay. It's part of a larger goal of balancing staff to meetchanging needs. When organizations become overstaffed, they will likely cut jobs. At thesame time, they are likely to increase staff if doing so adds value to the organization. A betterterm for this organizational action, then, might be rightsizing. Rightsizing involves linkingstaffing levels to organizational goals.65 Rightsizing promotes greater use of outside firms forproviding necessary products and services——called outsourcing——in an effort to remain flexi-ble and responsive to the ever-changing work environment. Lucent Technologies, for example,has reached an agreement with Solectron to not only lease Solectron a plant but to also provideSolectron with more than 400 Lucent employees to work at the pla, at.66 In doing so, they areattempting to create flexible and rapid response systems.