The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and hum...The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and human resources management）. This paper presents employer branding as an approach based on effective strategic organizational resources and a precise employer branding management process. In this paper, the target is to define a possible frame in order to interpret employer branding techniques as control and regulation mechanisms. Control in organizations has long been a topic of interest for researchers and practitioners, alike who generally recognize that control mechanisms are needed to ensure that organizations may achieve their goals. It has been carried out a field work on the Italian Aeronautical Meta district, that generates annual revenues equal to EUR 8.7 billion and employees 36,300 people, of whom approximately 10% are employed in the space sector. Through this field work, the intention aim is to understand if and how employer branding may create, enforce, and set up internal and shared meaning and values. In particular, stemming from the empirical research＇s evidences, this paper tries to conceptualize employer branding as a factor to persuade and influence the way that organizational actors enact in a socially constructed context. In this effort, the aim is to understand how managers may affect meanings, values goals, and opinions through an effective action on employer branding that can play a crucial role in affecting sense-making processes, meanings, interpretations of the symbolic environment. The paper therefore opens up to new horizons, since it embraces a new application for employer branding, considering it as a modern control system and proposing an innovative approach in managerial control, founded on organizational identity as a key concept in an organizational citizenship＇s perspective展开更多
In this paper we show a boundary result of controllability by a new approach using a linear, continuous and surjective operator built from the solution of the heat system. And, subsequently, the border exact controlla...In this paper we show a boundary result of controllability by a new approach using a linear, continuous and surjective operator built from the solution of the heat system. And, subsequently, the border exact controllability of the 1D heat equation through a compactness criterion and the use of strategic zone actuators were established.展开更多
Under the principal-agent relationship, there are two major factors that directly affect subsidiary strategy’s implementation and performance—enterprise groups’ internal interactive control and subsidiary managers...Under the principal-agent relationship, there are two major factors that directly affect subsidiary strategy’s implementation and performance—enterprise groups’ internal interactive control and subsidiary managers’ strategic behavior. Prior research showed that the parent companies hope their subsidiary managers to be obedient and active, i.e. to keep a high degree of strategic identity and subsidiary initiative. We build and analyze a model to test the mediating role of strategic identity and subsidiary initiative based on data collected from Chinese groups. The results show that interactive control, strategic identity and subsidiary initiative all could improve subsidiary performance, furthermore, subsidiary initiative is a mediator between decision-making decentralization and subsidiary performance, and also a mediator between horizontal communication and subsidiary performance, the mediating role of strategic identity is not tested, but vertical communication can improve strategic identity. In the conclusions, we provide guidance on how parent companies to choose excellent subsidiary managers, and then how to develop a suite interactive control system.展开更多
The aim of this work is to improve the minimum time of null controllability of the 1D heat equation by using the notion of strategic zone actuators. In fact, motivated by the work of Khodja on the null controllability...The aim of this work is to improve the minimum time of null controllability of the 1D heat equation by using the notion of strategic zone actuators. In fact, motivated by the work of Khodja on the null controllability of the heat equation and of El Jai on the controllability by the use of strategic zone actuators, we managed, in this work, to improve the minimal time of null controllability to the 1D heat equation. However, the restrictions and difficulties to establish the inequality of coercivity of the parabolic operator, require to seek other methods of internal control. Thus in this paper, a mixed method combining the method of moments and the notion of strategic profile was used to find a better minimal time of null controllability of the 1D heat equation.展开更多
Strategic management (SM) practice was as-sessed in all HCFs both in the public and private and some chemical shops within the Dangme West district using semi-structured question-naires. In-depth interviews were carri...Strategic management (SM) practice was as-sessed in all HCFs both in the public and private and some chemical shops within the Dangme West district using semi-structured question-naires. In-depth interviews were carried out with healthcare managers in their clinical setting. The study utilized both qualitative and quantitative methods in describing the SM practice. Healthcare managers were using all the elements of SM in the management of malaria but these were not holistically coordinated. Present were short ranged informal planning based on the objectives of NMCP and day-to-day operation of the HCFs especially with Ghana Health Service facilities. Due to homogenous nature of Dangme West district, management of culture wasn’t given much attention by healthcare managers though healthcare providers were acutely aware of its importance to quality service delivery. Competition was woefully absent in the healthcare environment. No formal structure has been created for the management of malaria control activities with the exception of the involvement of Community Based agents. The district was widely implementing all the strategies of the NMCP with favourable outcomes.展开更多
文摘The issue of employer branding has always had an intrinsic interdisciplinary content, since it builds a bridge for cross-fertilization between different disciplines （strategic marketing, strategic management, and human resources management）. This paper presents employer branding as an approach based on effective strategic organizational resources and a precise employer branding management process. In this paper, the target is to define a possible frame in order to interpret employer branding techniques as control and regulation mechanisms. Control in organizations has long been a topic of interest for researchers and practitioners, alike who generally recognize that control mechanisms are needed to ensure that organizations may achieve their goals. It has been carried out a field work on the Italian Aeronautical Meta district, that generates annual revenues equal to EUR 8.7 billion and employees 36,300 people, of whom approximately 10% are employed in the space sector. Through this field work, the intention aim is to understand if and how employer branding may create, enforce, and set up internal and shared meaning and values. In particular, stemming from the empirical research＇s evidences, this paper tries to conceptualize employer branding as a factor to persuade and influence the way that organizational actors enact in a socially constructed context. In this effort, the aim is to understand how managers may affect meanings, values goals, and opinions through an effective action on employer branding that can play a crucial role in affecting sense-making processes, meanings, interpretations of the symbolic environment. The paper therefore opens up to new horizons, since it embraces a new application for employer branding, considering it as a modern control system and proposing an innovative approach in managerial control, founded on organizational identity as a key concept in an organizational citizenship＇s perspective
文摘In this paper we show a boundary result of controllability by a new approach using a linear, continuous and surjective operator built from the solution of the heat system. And, subsequently, the border exact controllability of the 1D heat equation through a compactness criterion and the use of strategic zone actuators were established.
文摘Under the principal-agent relationship, there are two major factors that directly affect subsidiary strategy’s implementation and performance—enterprise groups’ internal interactive control and subsidiary managers’ strategic behavior. Prior research showed that the parent companies hope their subsidiary managers to be obedient and active, i.e. to keep a high degree of strategic identity and subsidiary initiative. We build and analyze a model to test the mediating role of strategic identity and subsidiary initiative based on data collected from Chinese groups. The results show that interactive control, strategic identity and subsidiary initiative all could improve subsidiary performance, furthermore, subsidiary initiative is a mediator between decision-making decentralization and subsidiary performance, and also a mediator between horizontal communication and subsidiary performance, the mediating role of strategic identity is not tested, but vertical communication can improve strategic identity. In the conclusions, we provide guidance on how parent companies to choose excellent subsidiary managers, and then how to develop a suite interactive control system.
文摘The aim of this work is to improve the minimum time of null controllability of the 1D heat equation by using the notion of strategic zone actuators. In fact, motivated by the work of Khodja on the null controllability of the heat equation and of El Jai on the controllability by the use of strategic zone actuators, we managed, in this work, to improve the minimal time of null controllability to the 1D heat equation. However, the restrictions and difficulties to establish the inequality of coercivity of the parabolic operator, require to seek other methods of internal control. Thus in this paper, a mixed method combining the method of moments and the notion of strategic profile was used to find a better minimal time of null controllability of the 1D heat equation.
文摘Strategic management (SM) practice was as-sessed in all HCFs both in the public and private and some chemical shops within the Dangme West district using semi-structured question-naires. In-depth interviews were carried out with healthcare managers in their clinical setting. The study utilized both qualitative and quantitative methods in describing the SM practice. Healthcare managers were using all the elements of SM in the management of malaria but these were not holistically coordinated. Present were short ranged informal planning based on the objectives of NMCP and day-to-day operation of the HCFs especially with Ghana Health Service facilities. Due to homogenous nature of Dangme West district, management of culture wasn’t given much attention by healthcare managers though healthcare providers were acutely aware of its importance to quality service delivery. Competition was woefully absent in the healthcare environment. No formal structure has been created for the management of malaria control activities with the exception of the involvement of Community Based agents. The district was widely implementing all the strategies of the NMCP with favourable outcomes.
