关于毛泽东邓小平江泽民论加强思想政治工作队伍建设的探讨

毛泽东、邓小平、江泽民高度重视思想政治工作,并且从多个角度对这个问题进行了论述。本文主要从思想政治工作队伍必须具备较高的政治理论素质和正确的工作态度、工作方法及工作原则等方面探讨了毛泽东邓小平江泽民关于加强思想政治工作队伍建设的有关理论,并且提出了毛泽东邓小平江泽民关于加强思想政治工作队伍建设的理论对做好大学生思想政治教育工作的启示。     

A model for improving endangered species recovery programs

This paper discusses common organizational problems that cause inadequate planning and implementation processes of endangered species recovery across biologically dissimilar species. If these problems occur, even proven biological conservation techniques are jeopardized. We propose a solution that requires accountability in all phases of the restoration process and is based on cooperative input among government agencies, nongovernmental conservation organizations, and the academic community. The first step is formation of a task-oriented recovery team that integrates the best expertise into the planning process. This interdisciplinary team should be composed of people whose skills directly address issues critical for recovery. Once goals and procedures are established, the responsible agency (for example, in the United States, the US Fish and Wildlife Service) could divest some or all of its obligation for implementing the plan, yet still maintain oversight by holding implementing entities contractually accountable. Regular, periodic outside review and public documentation of the recovery team, lead agency, and the accomplishments of implementing bodies would permit evaluation necessary to improve performance. Increased cooperation among agency and nongovernmental organizations provided by this model promises a more efficient use of limited resources toward the conservation of biodiversity.     

操作、维修合二为一的设备管理新模式探讨

介绍了韶钢第二轧钢厂推行以作业长制为基础 ,实施“操维合一”全员设备管理新模式的必要性和认识 ,阐述了该模式对设备隐患消除的意义 ,总结了实施“操维合一”的具体作法和步骤 ,收到了明显的效果     

抓好班组长培训夯实安全生产基础

班组长综合素质的高低,可影响安全生产.试图通过叙述抓好班组长培训与搞好安全生产的辩证关系,以期引起工业企业对抓好班组长培训工作的重视.     

Balancing making a difference with making a living in the conservation sector

Goals play important roles in people's lives because they focus attention, mobilize effort, and sustain motivation. Understanding conservationists’ satisfaction with goal progress may provide insights into real-world environmental trends and flag risks to their well-being and motivation. We asked 2694 conservationists working globally how satisfied they were with progress toward goals important to them. We then explored how this satisfaction varied among groups, including demographic and occupational. Finally, we looked at respondents' experiences associated with goal-progress satisfaction. Many (94.0%) indicated that making a meaningful contribution to conservation was an important goal for them, and over half were satisfied or very satisfied in this area (52.5%). However, respondents were generally dissatisfied with progress on collective conservation goals (e.g., stopping species loss). Some groups were more likely to report dissatisfaction than others. For instance, those in conservation for longer tended to be less satisfied with collective goal progress (log odds –0.21, 95% credibility interval [CI] –0.32 to –0.10), but practitioners reported greater satisfaction (log odds 0.38, 95% CI 0.15–0.60). Likewise, those who were more optimistic in life (log odds 0.24, 95% CI 0.17–0.32), male (log odds 0.25, 95% CI 0.10–0.41), and working in conservation practice (log odds 0.25, 95% CI 0.08–0.43) reported greater satisfaction with individual goal progress. Free-text responses suggested widespread dissatisfaction with livelihood goals, particularly related to job security and adequate compensation. Although contributing to conservation appeared to be a source of satisfaction, slow goal progress in other areas––particularly around making a living––looked to be a source of distress and demotivation. Employers, funders, professional societies, and others should consider ways to help those in the sector make a difference while making a satisfactory living by, for example, prioritizing conservationists′ well-being when allocating funding. This support could include avoiding exploitative practices, fostering supportive work environments, and celebrating positive outcomes.     

基于改进ANP-TOPSIS的电力应急救援队伍能力综合评估*

针对电力应急救援队伍能力传统评估方法未考虑指标数据类型多样化和权重分配不合理的问题,基于二元联系数理论构建1种改进网络层次分析法（ANP）与逼近理想点排序法（TOPSIS）相结合的综合评估方法,通过研究队伍能力基本属性和动态变化情况,从人员配置、队伍管理、装备配置及实战情况4个方面建立指标体系,利用二元联系数理论统一指标数据类型,结合ANP法确定各指标权重,以某省3队为例进行TOPSIS综合评估,并与AHP-TOPSIS评估结果进行对比分析。结果表明:3队能力水平排序为B>C>A,且ANP-TOPSIS比AHP-TOPSIS更贴合实际,能真实反映队伍能力及薄弱项情况,在实际运用中具有可行性,研究结果可为队伍建设和管理工作提供参考。