A Study on Supply Chain Finance of Commercial Banks ——A Case Study on G Bank

供应链管理的出现，促使现代企业间的竞争由以往的一对一竞争，转化为“供应链”与“供应链”之间的竞争，而与之相对应的银行对企业服务的模式也正在发生深刻的变化。供应链金融作为一种新型的金融服务，是银行通过对整条供应链的审查，及对供应链管理程度和核心企业信用实力的掌握，对核心企业和上下游多个企业提供的一种灵活的金融产品和服务的新融资模式。 供应链金融是解决中小企业融资难问题的新型金融产品，也是促进物流企业服务升级、提升供应链整体价值的重要工具，在业界和学术界日益引起重视。 本文采用理论与实际案例相结合的方法，对我国商业银行供应链金融分六个章节进行阐述：第一章绪论部分主要包括研究背景及意义、研究方法...The emergence of supply chain management has promoted competition among modern enterprises from the previous one to one competition to the "supply chain" and "supply chain" competition , corresponding to this, the pattern of business services is undergoing profound changes among the banks. as a new type of financial services, Through the review of the entire supply chain and the degree of supply c...学位：工商管理硕士院系专业：管理学院工商管理教育中心（MBA中心）_工商管理硕士(MBA)学号：X200515511

文化载体的互动转换关系——谈中华文化东南亚传播链

在漫长的中华文化向东南亚传播过程中,逐渐形成了多媒介、多渠道的传播载体。其中,华族是基础,社团是依靠,报刊是媒介,华教是关键。它们之间相互配合,彼此呼应,结为绵延不断的纽带,构成了一条密不可分的传播链。从文化载体的互动转换关系入手,弄清这条传播链,不仅可以更为深入地认识不同文化载体在传播中的作用及其相互关系,而且可以更为准确地把握中华文化对外传播的全景及其发展趋势,从而帮助我们进一步做好新时期的中华文化对外交流工作

醋酸亮丙瑞林临床应用评价

醋酸亮丙瑞林(LE)是一种促性腺激素释放增效剂,可刺激垂体分泌促性腺激素,诱发生殖器官生成类固醇。长期使用会抑制促性腺激素及性腺甾体生成,1998年在法国批准上市,1992年获得我国进口药品许可证。目前主要应用于临床治疗子宫内膜异化症和子宫肌瘤等疾病

Fence Sitters vs. Competent Staff

[[abstract]]企業會對屬下的工作表現做一評估，以了解員工完成工作任務水準的情況，並從評估中辨認出員工的優、缺點以做為員工訓練、發展的參考。績效評估的主要目的在於提供資訊以供企業進行人事決策以及員工發展的參考。因此，績效考核當然成為員工獎懲、加薪升遷的重要參考依據。員工受到激勵而在工作上表現優異時，管理者如何看待其他績效未提升之員工？而績效考核的結果是否運用在內部員工關係上？若考核只憑印象或私交或有不公平時，對於員工的士氣造成很大打擊，甚至導致衝突發生，對於整個組織將產生嚴重負面的影響。 本個案取自一家本國成立的商業銀行台中分行放款部門，柯先生過去10年來一直待在銀行的借貸部門，業務能力非常強。其同事胡先生銀行資歷約6年，其業績表現平平與主管之交情相當有一套。林專員係從別家銀行跳槽過來的經驗行員。吳經理是人人公認之好好經理，有一天，總行來了一只公文表示該單位業績不如預期必須將人力精簡為二人，吳經理迫於現實而將林專員砍頭，以致後來造成內部相關員工之間關係不合諧、工作氣氛不佳，而後的考核與晉升亦處理失當導致銀行內整體士氣大減、績效不佳。本個案探討的重點包括衝突管理、績效考核、內部員工關係、升遷政策…等。[[abstract]]Enterprises conduct appraisals on the staff members for an understanding of the completion standard of tasks. Hence, enterprises can evaluate the strengths and weaknesses of the staff from the appraisals and formulate related staff training and development. The main objective of performance evaluation is to provide information to enterprises for human resource decision-making and staff development as references. Therefore, the performance evaluations become important references to the rewards and punishments, salary increase, promotion and deployment of the staff. How does the management handle other staff members who have not yet attained the performance levels when certain staff members have achieved excellent performance after motivation? Are the performance results employed in the staff relationship? Should the evaluations be conducted based on impressions or personal acquaintances or in an unfair manner, the morale of the staff shall be materially impacted and conflicts may result, which shall contribute to extreme adverse effects on the entire organization. This case is based on the situation of a loan department at a Taichung branch of a commercial bank established in Taiwan. Mr Ko has been working in the loan department of the bank for the past ten years and he is very competent as to business perspective. His colleague, Mr Hu has been working in the banking industry for six years. The performance of Mr Hu is fair, and yet he is good at establishing relationships with supervisors. Mr Lin is an experienced staff member from another bank while Manager Wu is a good manager recognized by all the staff members. The headquarters announced the department did not perform as anticipated one day and should be streamlined to two staff members. Mr Hu was then forced to dismiss Mr Lin, bringing about the disharmonic relations between the related internal staff members and a poor working atmosphere. The general morale of the bank was substantially lowered and the performance was impacted due to improper handling of performance and promotions afterwards. This case-study focuses on conflict management, performance evaluation, internal staff relationships, promotions and deployment policies, etc

Interlayer catalytic exfoliation realizing scalable production of large-size pristine few-layer graphene

Mass production of reduced graphene oxide and graphene nanoplatelets has recently been achieved. However, a great challenge still remains in realizing large-quantity and high-quality production of large-size thin few-layer graphene (FLG). Here, we create a novel route to solve the issue by employing one-time-only interlayer catalytic exfoliation (ICE) of salt-intercalated graphite. The typical FLG with a large lateral size of tens of microns and a thickness less than 2 nm have been obtained by a mild and durative ICE. The high-quality graphene layers preserve intact basal crystal planes owing to avoidance of the degradation reaction during both intercalation and ICE. Furthermore, we reveal that the high-quality FLG ensures a remarkable lithium-storage stability (>1,000 cycles) and a large reversible specific capacity (>600 mAh g(-1)). This simple and scalable technique acquiring high-quality FLG offers considerable potential for future realistic applications