中国企业“空降兵”驱动的营销变革现状调查与(8)
       2016-05-10 01:02
      
	  导读:参考文献: [1]段传敏. 科龙革命500天[M]. 广州:广州出版社, 2002:135-230. [2]胡侃. 纵论“批判与再造,重塑现代徽商精神”——访全国著名企业家、当代徽
	  
             参考文献:  [1]段传敏. 科龙革命500天[M]. 广州:广州出版社, 2002:135-230. 
  [2]胡侃. 纵论“批判与再造,重塑现代徽商精神”——访全国著名企业家、当代徽商、古井贡酒董事长王效金[EB/OL].(2005-06-13) [2005-12-17]. http://www.cnmanage.com/ArticleView/2005-12-17/Article_View_29005.Htm. 
  [3]王延东. 什么企业能做“信息化成功案例样板”[EB/OL]. (2003-1-016)[2003-01-20]. http://tech.sina.com.cn/e2/2003-01-20/1144162120.shtml. 
  [4]彼得·诺思豪斯.领导学:理论与实践[M].北京:教育科学出版社,2004: 155-180. 
  [5]金子.俞尧昌先生简历[EB/OL]. (2005-02-20)[2005-03-03].http://cn.biz.yahoo.com/050303/16/86ur.html. 
  [6]罗焕灵. 家电业:职业经理层呼之欲出[N/OL].羊城晚报, 2000-10-12(3)[2000-11-24]. http://www.ycwb.com/gb/content/2000-11/24/content_50823.htm. 
  [7]阎爱杰.我在郎酒180天的“长度”与“厚度”[J/OL].糖酒快讯, 2002(6):17-26[2002-06-07]. http://finance.sina.com.cn/o/20020607/218314.html.   [8]杨东文.创维新坐标——杨东文[N/OL].搜狐IT,2005-02-04 [2002-12-04]. http://it.sohu.com/55/52/column204725255.shtml. 
  [9]石玉. 黄骁俭:职业浪尖之舞[EB/OL]. (2004-12-30)[ 2005-01-06]. http://news.chinabyte.com/328/1897328_1.shtml. 
  [10]张耀东. 奇瑞降价是“惊雷” 访奇瑞销售老总孙勇[N/OL]. 北京青年报, 2003-3-26(4)[2005-03-02]. http://newstest.chinacars.com/news/zmzf/39303.shtml. 
  [11]吴士宏. 逆风飞扬[M]. 北京: 光明日报出版社,1999:230-260. 
  [12]刘学.“空降兵”与原管理团队的冲突及对企业绩效的影响[J]. 管理世界, 2003(6):37-42. 
  [13]斯剑. 营销经理人的“保质期”[J].中国
服装,2004,13(7):13-14. 
  [14]C W L 希尔,G R 琼斯.战略管理[M].北京:中国市场出版社,2006:75-187.  
(转载自http://www.NSEAC.com中国科教评价网)   [15]屈云波.问有谁真正理解我[EB/OL].(2002-01-29)[2005-03-02]. http://www.hea.cn/news/14957.shtml. 
  [16]杨军. 阎爱杰:中国白酒终端营销第一人[J/OL].糖酒快讯, 2002(7):19-22[2002-06-12]. http://finance.sina.com.cn/o/20020612/220040.html. 
  [17]Deepak K Datta,James P Guthrie. Research Notes and Communications Executive Succession: Organizational Antecedents of CEO Characteristics[J]. Strategic Management Journal, 1994(15):569-577. 
  [18]刘学. “空降兵”与原管理团队的冲突及对企业绩效的影响[J]. 管理世界, 2003(6):37-42. 
  [19]贾丽丽. 企业引进职业经理人的时机分析[J]. 管理现代化, 2003(6):45-50. 
  [20]Lewin K A. Action Research and Minority Problems[J]. Journal of Social Issues, 1946(2): 34-46. 
  [21]William F Joyce. Mega Change: How Todays Leading Companies have Transformed their Workforces[M]. New York: The Free Press, 1999: 357-410. 
  [22]Micheal Beer, Russell A. Eisentat, Bert Spector. Why Change Programs Dont Produce Change[J]. Harvard Business Review, 1990(11/12):158-166. 
  [23]约翰·P·科特. 以变求生[M]. 北京:新华出版社, 1998: 49-62. 
  [24]约翰·P·科特, 丹·S·科恩. 变革之心[M]. 北京: 机械工业出版社, 2003: 35-42. 
  [25]Timothy R Stein, Leja Elisabeth. Impact Models as a Method for Planning Change[J]. Sloan Management Review, 1977 (18): 47-61. 
  [26]Jick T. Implementing Change[M]. Boston: Harvard Business Press, 1991: 217-260. 
  [27]陈维政,等. 组织行为学高级教程[M]. 北京: 高等教育出版社, 2004:219-258.