试论高校学科团队之建设   总被引：5，自引：0，他引：5  

余建森  戈芝卉 《科技通报》2007,23(1):151-154

从现代科学的发展和高校科研工作现状入手,对高校科研团队建设的必要性进行了阐述,并从观念、制度、机制层面提出了加强高校科研团队建设的若干设想和建议。  相似文献   

基于绩效管理流程的团队绩效影响因素分析     

吴照蓉  孙福滨 《技术与创新管理》2006,27(6):99-102

从团队绩效管理流程的角度出发,利用“投入—过程—产出”模型,全面探讨了影响团队绩效的各种因素,并指出团队高绩效的产生过程不是一个单项的流程,而是一个动态的循环系统。  相似文献   

新兴技术辨识的组织理论解释   总被引：1，自引：0，他引：1  

井润田  刘萍  傅长乐 《研究与发展管理》2006,18(5):82-88

新兴技术的辨识至关重要但也非常困难．比较了职能论者与战略选择理论对组织战略的不同解释;分析了新兴技术与组织战略的匹配性．进一步,建立了以战略选择理论为基础的新兴技术认知模型,重点分析了高层管理团队对新兴技术管理的重要影响．通过对IBM和Seagate两家企业的案例分析,验证了模型的应用价值．  相似文献   

基于合作网络中心性指标的科研团队学术带头人识别研究     

李纲  刘先红 《科技管理研究》2016,(8):127-132

合作网络中心性指标越来越多地被应用于科研团队学术带头人的识别,但识别的合理性与有效性有待论证。基于此,归纳科研团队学术带头人的胜任特征,并分析合作网络中心性指标测度这些胜任特征的合理性。以14个受资助的国家自然科学基金创新研究群体为对象,从识准率和识全率两个方面对网络中心性指标识别科研团队学术带头人的有效性进行实证分析。  相似文献   

知识经济下的虚拟团队管理对策探讨   总被引：4，自引：0，他引：4  

蒋剑勇 《软科学》2003,17(5):56-59

本文首先阐释了团队的内涵,又将团队发展的最高阶段———虚拟团队与一般传统团队进行比较,分析虚拟团队的优势与不足,最后提出了虚拟团队的管理对策。  相似文献   

坚持对标对表 秉持优良传统 建强力学领域“国家队”     

刘桂菊 《中国科学院院刊》2021,36(S2):5-11

中国科学院力学研究所（以下简称“力学所”）作为我国力学领域的“国家队”，是一支重要的国家战略科技力量。新时期、新要求，明确力学所的使命、责任和目标，为国家作出重大贡献，是建强“国家队”的基本要求。为此，文章对标对表“充分体现国家意志、有效满足国家需求、代表国家最高水平” 3个方面要求，阐述了力学学科及力学所发展历程与国家重大需求的关系，分析了力学领域“国家队”的特征与使命任务、新征程中面临的新形势和新挑战，对如何建设好力学领域“国家队”提出了构想与举措。  相似文献   

基于角色的虚拟研发团队构建方法及其约束机理研究   总被引：1，自引：0，他引：1  

刘建昌  侯光明  王俊鹏 《科学学与科学技术管理》2005,26(4):123-128

提出了角色依赖图的概念，并在此基础上给出了基于角色的虚拟研发团队构建方法。以此为基础，结合周界理论，分析了影响虚拟研发团队开放度和交换率的主要因素，揭示了虚拟研发团队的内在约束机理。  相似文献   

Project-based learning in engineering design in Bulgaria: expectations,experiments and results     

Regina Pavlova Raycheva  Pavlina Minkova Vodenova 《European Journal of Engineering Education》2017,42(6):944-961

Using a students’ workshop as a laboratory, this article summarises the observation of three years’ implementation of a new study module for a Bachelor Program in Engineering Design (Interior and Furniture Design) at the University of Forestry, Sofia, Bulgaria. The article offers an analysis of group dynamics and the difficulties and issues observed during the process. Data from survey questionnaires are interpreted; proposals are made for future research. The conclusion of the authors includes the following points: positive response by students, important encounter with successful professionals and companies; creative fulfilment and experience of team work. On the weak side is the experienced discomfort in public presentation, lack of verbal and graphic skills, interpersonal issues and pressure of real requirements from teachers and company; lack of adequate attention by the tutors. The need of better understanding a team ‘code’ of behaviour and preparation for an active learning method was felt. A proposal leading to a mixed-team organisation for better support of first-time participants in the module is made.  相似文献   

Profiling perpetrators of interpersonal violence against children in sport based on a victim survey     

《Child abuse & neglect》2017

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Action learning as an element within an assessed and supported year in employment for newly qualified social workers: a three-role perspective     

Carol Wells  Ikedola Animashaun  Anneliese Gibb 《Action Learning: Research and Practice》2017,14(2):167-173

The assessed and supported year in employment (ASYE) is employer-led and provides a programme to support and assess newly qualified social workers (NQSWs) working with children and families and adults during their first year of employment. Action learning was brought into Cambridgeshire County Councils ASYE programme as a 12-month pilot from October 2015 to September 2016, with the view of providing an opportunity for the 55–60 NQSWs to develop critical thinking, problem-solving and leadership skills. This paper gives an account of the journey from the perspective of the roles of the accoucheur and action learning lead, ASYE Programme Lead and Evaluator and identifies key learning points. In writing this paper, the authors acknowledge the contribution of their colleague facilitators and the NQSWs who participated in action learning sets.  相似文献