Analysis and Evaluation on the Policy of Social Organization Management in Xi’s Era

The present study explores the specificity and implementation of person profiling methods applied in personal management. Conducting serious negotiations and signing contracts, selecting personnel and carrying out internal investigations – all these processes force today's managers to use law enforcement methods. The method of person profiling is becoming an indispensable tool in economy, in processes of transactions and managing personnel, selecting personnel and determining their motivation.The main aim of the paper is to clarify and scientifically substantiate the necessity for the introduction of profiling as a method in personal management, secondly to determine the content of the person profiling method as a component of personnel management. In order to increase a degree of reliability of the results obtained by the applied profiling methods, the author performed an analysis and evaluation of documents, scientific, personnel management and psychological literature. Based on the analysis, conclusions on the need to implement the profiling method and the possibilities of staff evaluation will be summarized.The study was conducted in the State Border Guard using scientific, pedagogical and psychological literature analysis and evaluation and document analysis research method. The author brought the forward conclusion that profiling methodology allows to receive information that shows not only the organization management problems in the personnel management system, but also allows to make immediate, appropriate and adequate solutions to the management style adjustment, which will undoubtedly lead to the increased efficiency of staff and the whole organization.

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Social Governance Innovations Practices in Shanghai: An Interview with Ma Yili

The China Nonprofit Review ◽

10.1163/18765149-12341243 ◽

2012 ◽

Vol 4 (2) ◽

pp. 161-177

Keyword(s):

Social Organization ◽

Current Phase ◽

Collaborative Culture ◽

Fully Integrated ◽

Organization Management ◽

Social Governance ◽

The Social ◽

Organization Capacity ◽

Ecological View ◽

Social Management

Editor’s Note On August 25, 2011, Professor Wang Ming (王名) of the Tsinghua University School of Public Policy and Management and members of his research team conducted an interview with Mr. Ma Yili, Chief of the Shanghai Civil Affairs Bureau on the topic of social governance innovations (社会管理创新) and practices and reflections in Shanghai. The talks revealed the following characteristics of Shanghai: first, the social management system has fully integrated characteristics peculiar to the current phase of Shanghai’s economic and social development. A Social Work Committee (社会工作党委) was organized as a non-entity (非实体) implementing department responsible for conducting macro-level research and undertaking coordination in the area of social management and society building. Second, Shanghai has continually adjusted relations between government and society in practice through social organization management. In addition, while emphasizing social organization capacity building, Shanghai has protected social organizations’ independence through agreements to purchase their services and other mechanisms. Third, in order to form a positive organizational ecology and collaborative culture, Shanghai has adopted an ecological view toward social organization enhancement and emphasized incubator building and enhancement of support-type organizations. The following represents the interview content following reorganization and editing.

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Society Managing Society: Innovation in the System of Management for Social Organizations

The China Nonprofit Review ◽

10.1163/18765149-12341238 ◽

2012 ◽

Vol 4 (1) ◽

pp. 71-86

Author(s):

Zhou Xiuping ◽

Liu Qiushi

Keyword(s):

Social Organization ◽

International Research ◽

Self Regulation ◽

The Self ◽

Organization Management ◽

Social Organizations ◽

Divergence Of Opinion ◽

Industry Leadership

Abstract Categorized management is one of the main lines of thinking on the reform of the Chinese system of management for social organizations. However, there is a divergence of opinion amongst different researchers on the standards for categorization. On the basis of the findings of international research about supportive social organizations, the authors attempt to set forth a way of categorizing social organizations into two main groups: supportive and implementing organizations. They go on to demonstrate that the management of implementing organizations through supportive social organizations is a new kind of innovation within the self-governance of society and system of management for social organizations in China. Three methods of supportive social organization management and service for implementing organizations are explored, including industry leadership, bridging between sectors and self-regulation. Finally, a description is given of the challenges faced by China’s supportive social organizations themselves during their own development.

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