Some problems have emerged in the development of the local universities in the west, such as running schools in different provinces or running schools in different provinces, blindly expanding the enrollment of the second universities, etc., leading to the construction of the library has not kept up with the new situation. In view of these problems, the local colleges and universities in the west should take strong measures to learn from the practice of constructing libraries in the eastern economic development areas, innovate and develop on the basis of learning, build the highland of the local colleges and universities in the west, and narrow the subject gap with the eastern colleges and universities.

Researchers have verified the significant effects of organizational ambidexterity on the long-term development of firms. To understand knowledge accumulation and how it fosters performance, recent researchers have shifted their focus from organizational ambidexterity to individual ambidexterity. They have investigated knowledge accumulation, knowledge flow practices of top-down/bottom-up/horizon, knowledge flowing of seeking and offering in individual ambidexterity, however few researches have paid particular attention to knowledge seeking process in individual ambidexterity. Thus, based on their research trend, this paper investigates knowledge seeking process in individual ambidexterity and discusses such suggestions’ significances for overcoming limitations of organizational ambidexterity. Our aim is to draw the attention of managers to the contribution of employee (individual) ambidexterity to organizational ambidexterity. Particularly, it suggests four types of knowledge seeking process and each has two stages: Stage 1(core)+Stage 2(outside → own), Stage 1 (core)+Stage 2(outside → others), Stage 1 (core)+Stage 2(core → own), Stage 1(core)+Stage 2(core → outside). This suggestion makes management for organizational ambidexterity more flexible and requires less coordination work from top management.

In the era of economic globalization, cities across the globe show very different economic development profiles. While a number of cities have enjoyed the benefits of global economic connections, Detroit’s economy shrunk sharply. Why would that happen? First, this article investigates how industrial re-orientation under global change impacts Detroit’s economic development. Next, this article focuses on the diversity of industries and how it influences Detroit’s urban growth through mechanisms of agglomeration economy. Then, this article points out the importance of human capital and how place-based strategy instead of people-based strategy influence Detroit negatively. Finally, this article explores further about social environment in Detroit that harms its economic performance. In conclusion, this article asserts that urban re-orientation in the global production network, diversity of industries, human capitals, social environment, and politically radical actions constitute Detroit’s failure, with human capitals as the most prominent factor.

With the continuous development of market economy, the competition among suppliers for enterprises has become more and more intense. It is understood that most enterprises in China have not yet formed a scientific and comprehensive supplier evaluation and selection system. In order to help enterprises make objective and specific evaluation of suppliers, this paper establishes a supplier evaluation and selection system model based on principal component analysis (PCA) and TOPSIS method. First of all, from the supplier supply strength and supply stability of the two aspects, refine the five indicators to measure the characteristics of supplier, and then use the principal component analysis to refine and simplify the index data, and calculate the score of each supplier using TOPSIS method. The most important suppliers can be obtained by comparing the scores. Finally, according to the actual capacity needs of enterprises,to calculate the number of suppliers required.

Since the reform and opening up, accounting has always existed as a popular industry with solid demand, and accounting education has also been in a prosperous development in mainland China. With the rapid development of the economy, society's demand for the ability level of accounting talents has been changing. At the present stage, the accounting work involves more and more extensive fields, and the ability requirements of the accountants are coming to be higher and higher. The demand for new high-end accounting talents is more prominent, while most accountants only stay in the primary stage. This paper tries to discuss about developing high-quality accounting talents in the new era by exploring the innovation of the accounting education environment and trying to provide feasible suggestions and measures in the mainland Chinese context.

After the outbreak of the COVID-19 epidemic, China has actively adopted measures for epidemic control and prevention to block further spreading, and gained favorable effect in epidemic control. However, individual behaviors still may hinder prevention and control to certain degree and may affect psychological states of the surrounding people as well. In accordance with research findings of public emergencies as well as study and analysis on public health events, this paper sets up a model with four factors of information, risk, budget and effective prevention, and puts forward relevant assumptions. The questionnaire with Likert scale is designed in accordance with assumptions and former research findings, and offered to personnel and experts with regard to epidemic prevention and control for interview. This paper collects the questionnaire, applies SPSS25.0 software for statistical analysis, and verifies assumptions based on statistical results to get significant correlation and significant impacts among four factors. Then, corresponding suggestions and countermeasures are proposed in line with the conclusion.

As China enters the new economic environment, changes the economic growth rate and realizes modernization, enterprises are faced with great opportunities and challenges. Therefore, it is of great significance to study the development of enterprises under the new economic conditions and their development approaches to promote the healthy and sustainable development of enterprises under the new conditions. Now enterprises must adhere to innovative management mode. This paper discusses the importance of enterprise management level in the process of enterprise development, analyzes the problems existing in business management, and puts forward measures to further improve the level of enterprise management. The new economic environment of enterprises will help promote beneficial development.

This study selects the Chinese listed companies,which have already implemented equity incentive in Shanghai and Shenzhen stock markets from 2016 to 2018,as data basement and then proceeds an empirical research on the relationship between executive compensation,equity incentive and corporate performance to test the application of top-management monetary salary incentive and equity incentive mechanism in listed firms.The final outcome shows that there existing a positive correlation between the executive remuneration,equity incentive and the company's performance,and also,there depicts an "interval effect" between the strength of equity incentive and the company's achievement.These findings,to a certain extent,are helpful to correctly grasp the development of corporate governance in China and provide empirical basis for the improvement of compensation incentive mechanism.

Woodrow Wilson served as president of the United States for two consecutive terms before and after the first World War. As for Wilson's international political thought, the academic circles of international relations generally believe that it is the reflection of the realistic interests and expansion objectives of the United States, but some scholars emphasize that Wilson's diplomacy can not be simply equated with the realistic policy of the United States. It is undoubtedly necessary to study the formation and personality characteristics of Wilson's international political thought for a correct understanding of Wilson's doctrine and diplomacy in this period. This paper combs and evaluates the views of scholars at home and abroad by reading the relevant research on Wilsonianism.

Social service organization is essentially the main body of public relations, an emerging force in social services, and an important supporting force in rural elderly care services. In recent years, China's population aging problem has been aggravating. In the composition of the rural population, there are many elderly people, and the problem of elderly care services is imminent and needs to be solved. This paper proposes the strategy of participating in rural elderly care services through the intervention of social organizations, hoping to explore new ways of rural elderly care services through the professional talent team and promote the normalized development of rural elderly care services.

The goal is to investigate the difference between Confucianism ideologies and practical performance of Chinese family business responding to the present changes. Interviewees from different firms are invited to present detail information based on a semi-structured interview.It has been found certain Confucianism features are common ideologies and different companies share similarities in treating employees and customers. Besides, it is identified that social changes challenge the traditional Confucianism ideologies. Therefore, leaders in family enterprises begin to decentralize power and start to count remuneration on personal performance to enhance motivation and efficiency.

The opinion that female leaders are not as efficient as male leaders was not true nor institutionalized (Waring, 2003). Leadership attributes were dominated by males in the field of leadership studies is common to see. There have been prior meta-analyses (Eagly & Carli, 2007; Flabbi et al., 2019) which found that women in authority positions were more democratic (or participative) and less autocratic (or direct). In today's world, women outperform men in terms of productivity (Egly & Carli, 2007). However, women's research is underrepresented, and the quantitative features of gender leadership studies remain largely similar. Research concentrating on the dialogue between male and female effectiveness should be revived, since the examination of leadership and leadership effectiveness was clearer than that of person and gender roles (Johnson et al., 2008). It is vital to have an understanding into how women lead effectively and what elements impact women leadership.

This report explains why sales employees treat tangible rewards differently from cash rewards and how tangible rewards motivate sales employees to attain better performance based on relevant theories and experiments. Five main explanations are given. Firstly, employees perceive cash rewards as “more salary” and treat tangible rewards separately from cash earnings. Consequently, tangible rewards are perceived more valuable. Secondly, the hedonic nature and an ambiguity in value lead to an increase in perceived value of tangible rewards. Thirdly, tangible rewards better convey employers’ recognition and appreciation of employees’ good performance and therefore are perceived more memorable and valuable. Fourthly, employees find it is easier to justify hedonic purchases if the hedonic goods are earned as tangible rewards. Accordingly, tangible rewards are more attractive. Lastly, poor-performing sales employees tend to be more optimistic when eligible for tangible rewards and exert more effort. Based on the findings, the report also gives some recommendation on using tangible rewards to motivate employees: To consider the income level of employees To ensure tangible rewards are of hedonic nature To implement some tournaments schemes if applicable To communicate recognition and appreciation through tangible rewards

ING started from the merger between Postbank and Dutch banking groups, which could be traced back to 1989. After that, insurance company Nationale-Nederlanden merged with it due to the removal of legal limitations on the merger between banks and insurance companies in the Netherlands. ING was willing to transform in January 2010, they set up a New IT Management team at first. This report aims to analyze the Agile transformation of ING.