关于统一领薅组的同名异字问题的探讨

领薅组在运用的过程中因各种原因出现了3种写法——领薅组、领?组和领好组。这是一种同一名称的同一地层单位,出现用字不同的现象,称为同名异字。文章提出以中国地层委员会确立的地层单位命名的优先权原则作为处理同名异字问题的基本原则。

The Automorphism Group of the Lie Group T（D（V_N,F））

In this paper,the authors determine maximal connected automorphism group of the Lie transformation group T（D（VN,F））,which acting on the normal Siegel domain D（VN,F）is simple and transitive,and prove that the maximal connected automorphism group of T（D（VN,F））is its maximal connected inner automorphism group.

Sustaining the Gains of Change： Lessons for Organizational Leadership

With the aim of drawing valuable lessons for the management and planning of similar business transformation initiatives, this paper critically evaluates a change project at an organization in South Africa, from three inter-woven dimensions： creating the climate for change, engaging and enabling the organization, and sustaining change. Firstly, a key achievement demonstrates that attempts to create a conducive climate for change should recognize that the unit of change in any organization is, ultimately, the individual. Levers for such initiatives should navigate the macro-organizational change narrative and translate change generalities into specific individual actions and behaviors. Secondly, learning from an implementation gap, similar efforts would gain better traction in engagement and empowerment by leveraging on an influential cross-functional team made up of enthusiastic supporters of the required change, to foster ownership and to embrace change across the organization. Key characteristics that should be represented on the team include leadership skills, expertise, credibility, effective communication, and a sense of urgency. Thirdly, in terms of sustaining change, twin lessons surge to the fore. On a positive note, by progressing its values-set into an annual staff award, there is a pointer to the potential of innovatively encouraging and rewarding employees to live the value qualities. And, on the flip side, a need is underscore of the critical role of seamless executive leadership, providing ongoing co-creating windows for instilling positive attitudes and creating synergies among related strategic initiatives.

Cancer field： A new concept

The proceeding of cancer development seems to be driven by the complex interaction among cells, stroma and adjacent tissue. Here we advocate a new conception, cancer field, to describe the development of cancer, a complex adaptive system. Cancer field may be divided into center of tumor, periphery of tumor and adjacent tissue. The balance of inhibitors and inducers, including the interaction among cancer cells, niche and adjacent tissue, governs the switch of development of cancer field, which mimic embryonic development, a dynamic process of self-organization. The radial component of intra-tumor heterogeneity raises the field change effects in cancer field. Research strategy may be changed from single cancer cell to cancer field, from malignant transform to cancer development biology.

Benchmarking ESSQ Management Systems

This study addresses current status of ESSQ management and integration in steel production organisation. The idea is to benchmark maturity levels with the leading Finnish international companies. The examination has been done in compliance with applied maturity model developed by the target corporation. When examining the benchmarked companies through the ESSQ framework, we found that a similar framework cannot be found in any other company as such; instead, operations are distributed under different organisations. Although many sources criticise system-based development, the results of this study indicate that it is nevertheless an efficient way to develop operations.

Ministerial Leadership： The Servant Leader as a Transformational Leader

This paper provides a different meaning on the role of the Pastor or Ministry Leader as a ＂servant leader＂ referencing the text--＂Pastor： The Theology and Practice of Ordained Ministry＂ by William H. Willimon （2002）, where the author describes the ordained ministry as ＂a is a gift of God to the church＂ which usually does not mean that it is an easy task but rather, more complex and challenging as ministry leaders or pastors feel a call to transforming societies beyond their calling. In post-modern society, the pastors＇ role has differed and extended to form in line with creating a just and beloved community. In such communities, the pastor has more interaction with the community and the day to day activities of its neighbors or hosts. The purpose of this paper is to understand leadership and the role of the Ministry leader as a transformational leader, that goes beyond the role of being a servant leader.

Characteristics of Organizational Leadership and Motivation as a Factor of Change in the Public Health System

The purpose of this study is to investigate the characteristics of organizational leaders in the health system and the factors that motivate health workers, in order to improve health care. The research was conducted in the public health institutions in Montenegro. The objectives of the research were to investigate whether leaders affect the motivation of employees in order to implement changes in the health system. The study was implemented through the interview method on the representative sample of 603 employees in public health institutions. The factor analysis revealed the latent characteristics of the organizational leader and the factors that motivate employees in public health institutions. The result of study indicates that employees in public health perceive organizational leadership to have a good quality. Result also exposes that the strongest motivation factor is a financial incentive. Financial incentive is the main motivator for employees in the public health sector, while the participation in decision-making was the least important motivational factor. The results obtained indicate that employees are primarily focused on individual goals, which influence the acceptance of change within the health system. The role of organizational leaders in motivating is poor because obtained factor scores are not correlated. The research has shown that organizational leaders do not have a great impact on the motivation of employees in the public health sector. This has effect on the process of accepting changes, where the roles of leaders are very important, especially in providing support to employees.

Heuristic web service composition method based on domain ontology

In order to realize automatic web service composition, a heuristic web service composition method based on domain ontology is proposed. First, this method integrates the domain ontology and the artificial intelligence （AI） planning algorithm. Then, it uses the domain ontology and its reasoning capability to infer the semantic relationship among parameters. Finally, it transforms the web service composition problem into the planning problem based on the AI planning heuristic algorithm. The preliminary experimental results show that the above method compensates for the lack of semantics in the previous AI planning method and it can satisfy the requirements of quality and efficiency of composition, thus generating composite web services according to customer requirements automatically and efficiently.

Culture and Leadership in the 21 st Century

Some factors that have contributed to the need for organizational leaders to adapt, and adjust to other national cultures are the globalization of the workforce, the expansion of international companies, and exposure of many national organizations to increased business competition. The increased competition has forced organizational leaders to engage in the understanding of the cultural limitations of organizations and their leadership practices. In addition, cross-cultural leadership researchers in 21st century are cognizant of the fact that culture is a condition, and a boundary to previous leadership theories and practices. Using Gerte Hofstede＇s cultural dimension model, culture and organizational leadership as they relate to the leadership practices of participants, and National and Family Cultures are examined in this revised paper.

Correlation of Leadership Style and Culture Type for Public Accounting

Organisational success has been considered dependent on leadership style and organisational culture, especially with the increase in firms collapsing throughout the recent recession. Literature has found that the success of organizations indicated with sustained profits, performance indicators and high financial returns are achieved using superior leadership. This research evaluates the impact leadership style has on culture within an organisation. This research uses two well-used surveys to find the link between an organisation＇s leadership style and culture within an accounting firm. Results indicate that the local accounting fn＇m has a dominant leadership style of Democratic and a dominant culture of Hierarchy followed closely by Market. Further work is needed to identify if these styles persist in other accounting firms.

Leaders or Managers to the Army

In recent years, the status of leaders has been highlighted and their role has been often overstated. The aim of the contribution is to show that in conditions of the armed forces, the role and the competence of the manager are often more important than competence of a leader. On the basis of the experience of the authors and more experienced officers, and by means of methods of targeted interviews and discussions, the areas have been identified where management capabilities are more important than leadership capabilities. More than 30 experienced officers have contributed their views on the presented results. There are areas, such as strategy, environment, organizational culture, external and internal changes, efficiency, and results and performance. In conclusion, authors suggested solution for nomination of leaders and managers to command positions.

Could One Transformational Leader Convert the Organization From Knowledge Based Into Learning Organization, Then Into Innovation？

This paper examines the role of transformational leadership in transforming an organization into a knowledge based, then into learning organization so that it becomes an innovative company. Important features of the leader such and ability to assist in developing and accommodating the implementation of knowledge management programs, learning organization concepts and innovation protocols are discussed in this paper. This paper demonstrates that shifting the organization to become a knowledge based and then to be learning organization and finally to become innovative company could involve some unique attributes of a transformation leadership. In that regards, the paper also demonstrates that organizations need first to create, capture, transfer, and mobilize knowledge before it can be used for learning and then for innovation. The paper will present a method of a studying how successful innovation leaders of companies could found themselves acting in three roles namely： knowledge leader, learning leader and then innovation leader.

Women in Leadership and Decision-Making： Understanding Different Styles of Leading

Women in leadership and decision-making roles influence the policies and directions of organizations （Ahuja, 2002）. Women in leadership value supports from their organizations. Pro-social outcomes of relationship competence are mediated by the development of empathy, collaborative approaches to conflict, self-disclosure, and social interest （Jogulu ＆ Wood, 2006）. Decision-making perspectives have uncertainty as the sole reason for organizational leaders to search for additional relevant information to solidify or clarify the information at the leader＇s disposal. A phenomenological qualitative research study which explored the preferred style of leadership based on three leadership and decision-making styles is presented in this paper1. The researcher gathered insights into the lived experiences of like-minded sample of respondents from the research population as they described their leadership and decisionmaking experiences within their organizations.

Developing Public Sector Cost Accounting Systems Case Finnish Defence Forces

This paper addresses the relationship between ＂new＂ and the ＂old＂ public performance management; the dialogue between imported idealistic designs and the inherently stable existing （performance） management systems （Carmona ＆ Gronlund, 2003; Hyvonen, Jairvinen, Pellinen, ＆ Rahko, 2009; Scapens ＆ Ter Bogt, 2009）. We see the co-existence of imported and traditional, both idealistic and realistic models of performance management as problematic. Such performance management models are based on different institutional logics that are the taken-for-granted rules guiding behavior of field-level actors, and related practices that predominate in an organizational field. These logics help to explain connections that create a sense of common purpose and unity within an organizational field （Scott, 2001; Kitchener, 2002）. The purpose of this paper is to analyze and illustrate how institutional pressures for management accounting change are formed. Most studies on change and stability of management accounting pay little attention on how institutional pressures for accounting change are formed, especially on the political field level. Our study demonstrates how various actors at the political field level participate in creating institutional pressures in diverse and sometimes contradictory ways. Drawing on archival data and 20 interviews with public officials, we seek to illustrate how different organizational field-level actors＇ views on implementing cost accounting differ, and how these views have influenced the outcome of cost accounting development in the Finnish Defence Forces. Our results suggest that contradictory institutional logics exist in relation with Finnish central government management-by-results, performance management and cost accounting systems. A value-for-money ideology in the armed forces sector （see e.g., Gr6nlund ＆ Catasus, 2005） at times seems to challenge and even contradict the ＂legalistic＂ tradition of developing cost accounting that conforms to budgetary laws and statues. Similarly, the New Public Management based performance prism model （Fryer, Antony, ＆ Ogden, 2009; Neely, Adams, ＆ Crowe, 2001）, when implemented at a local level, seems to conflict with notions common in accounting literature, according to which management accounting systems should be aligned with organizations＇ strategy and structure （see e.g., Abemethy, Lillis, Brownell, ＆ Carter, 2001）.

Organizational Leadership in a Postmodern World： Practical Implications for Contemporary Religious Leaders

We live in an increasingly postmodern society. American Christianity, however, is imbued in a modem---even pre-modern--paradigm. As a result, many contemporary religious leaders find it difficult to communicate with their postmodern constituents, as evidenced by declining attendance rates and religious affiliation. The present study explores this dilemma by offering potential implications for contemporary religious leaders to communicate more effectively with emerging/emergent generation（s）. The author begins this exploration, first, by outlining the philosophical tenants of postmodemism： its epistemological, ontological, and axiological assumptions. Second, the author delineates several key characteristics of postmodern religious communication. Next, the author offers three practical implications for organizational leaders： （1） increased use of personal narrative, （2） removal of hierarchal boundary structures, and （3） increased awareness and appreciation for divergent perspectives. The author concludes this study with directions for future research.

The Construction of＂New Woman＂ in Chen Hengzhe＇s Autobiography

This essay examines the autobiography of Chen Hengzhe （1890-1976） （see Appendix）, a relatively less studied woman writer, historian, and critic in modem China. Through the study in four aspects, namely, the pursuit of modem education, simple appearance, great leaders, and the ambassadors of culture, the author＇s research indicates that Chen＇s construction of＂new woman＂ has been influenced by complex historical and cultural forces such as the Chinese traditional culture, Western culture, and the iconoclastic spirit of ＂the New Culture Movement＂. Meanwhile, Chen＇s gender consciousness is also an important element. Moreover, Chen＇s pioneering standing and her own experiences of studying abroad makes her take the lead in conceiving women＇s leadership and their roles in global culture communications. In the late Qing and the early Republic, traditional values and norms of womanhood were severely challenged. Chen＇s construction of＂new woman＂ is her conscious effort to define a new womanhood and is an integral part of the ongoing exploration of Chinese women for modem womanhood. Through the examination of Chen＇s ＂new woman＂, this paper seeks to enrich our understanding of the complexity of modem Chinese women＇s exploration of modem womanhood.

Deeper SCO Cooperation Promises Regional Peace and Development

LEADERS of the Shanghai Cooperation Organization（SCO）member states gathered on September 11 and 12 in Dushanbe,capital of Tajikistan,for a summit that is set to chart the course of the regional group’s development for the next decade.

An Examination of the Traits of Successful Entrepreneurs in Hong Kong： The PAST Model

Entrepreneurs have a unique status in Hong Kong, who are seen as world leaders in building and developing its economy. These entrepreneurs constitute a majority of businesses and employ a significant part of the population, thus, they are vital for the economy of Hong Kong. This research looks into and studies this phenomenon to evaluate the various components of the success of these entrepreneurs and to draw conclusions that will benefit the educators, the legislators as well as the new entrants who wish to become entrepreneurs. By interviewing Hong Kong entrepreneurs, it has been found that the main source of entrepreneurial success in Hong Kong is of very complex origin. The Hong Kong＇s entrepreneurs seem to succeed, when they are able to blend the best qualities of the East and the West. Based on the research outcomes, the perceptions, achievements, strategies, and traits （PAST） model has been developed to assist Hong Kong entrepreneurs in the future.

An investigation on tether-tugging de-orbit of defunct geostationary satellites

In recent years,defunct satellites mitigation in the geostationary orbit(GEO) has become a hot issue in the space field.How to transfer defunct geostationary satellites to the graveyard orbit safely,economically and efficiently presents new challenges to spacecraft dynamics and control.This paper conducts an in-depth investigation on tether-tugging de-orbit issues of defunct geostationary satellites.Firstly,a four-phase tether-tugging de-orbit scheme including acceleration,equilibrium,rotation and return is proposed.This scheme takes into consideration how to avoid the risks of tether ripping,tug-target collision,and tether twist,and how to achieve the mission objective of fuel saving.Secondly,the dynamics model of the tether combination system is established based on Lagrange equation,and the four phases of tether-tugging de-orbit scheme are simulated respectively.Simulation results indicate that the scheme is theoretically feasible and satisfies the design objectives of safety,economy and efficiency,providing a technical approach for engineering application.

On Bounded Positive(m,p)-Circle Domains

Let D be a bounded positive （m, p）-circle domain in Cu. The authors prove that if dim（Iso（D）^0） = 2, then D is holomorphically equivalent to a Reinhardt domain; if dim（Iso（D）^0）=4, then D is holomorphically equivalent to the unit ball in C^2. Moreover, the authors prove the Thullen＇s classification on bounded Reinhaxdt domains in C^2 by the Lie group technique.