异国
发表于 2025-3-21 20:08:42
书目名称Get Better at Flatter影响因子(影响力)<br> http://figure.impactfactor.cn/if/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter影响因子(影响力)学科排名<br> http://figure.impactfactor.cn/ifr/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter网络公开度<br> http://figure.impactfactor.cn/at/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter网络公开度学科排名<br> http://figure.impactfactor.cn/atr/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter被引频次<br> http://figure.impactfactor.cn/tc/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter被引频次学科排名<br> http://figure.impactfactor.cn/tcr/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter年度引用<br> http://figure.impactfactor.cn/ii/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter年度引用学科排名<br> http://figure.impactfactor.cn/iir/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter读者反馈<br> http://figure.impactfactor.cn/5y/?ISSN=BK0385396<br><br> <br><br>书目名称Get Better at Flatter读者反馈学科排名<br> http://figure.impactfactor.cn/5yr/?ISSN=BK0385396<br><br> <br><br>
cutlery
发表于 2025-3-21 20:45:11
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Defraud
发表于 2025-3-22 02:48:07
Household Economic Losses of Urban Flooding,oduces Richard Borek, a 500-plus-employee, Germany-based company specializing in selling collectors’ items. Part A describes the history of the company until about 2018, when the company commenced to move from a seven-layer hierarchy to a four-layer one. Part B reflects on what has happened since.
intangibility
发表于 2025-3-22 07:44:46
Where Does a Flat Structure Reach its Limits?caling. Blending in-depth scientific insights on information aggregation within groups with and anecdotal evidence from the corporate world, it provides a sense of what seems possible, and where flat structures hit the ceiling. It also discusses implications for the adoption of atypical hierarchies within organizations.
impaction
发表于 2025-3-22 11:34:43
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自制
发表于 2025-3-22 15:04:14
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自制
发表于 2025-3-22 17:44:25
P. S. N. Murthy,Tanvi Arora,Shakeel Ahmedall organizational activities along the dimensions of the 4+1 framework developed by Puranam et al. (.(2), 162–180, 2014): (1) dividing tasks (determining what needs to be done), (2) allocating tasks (determining who does what), (3) distributing rewards (determining who gets what), (4) providing inf
僵硬
发表于 2025-3-22 23:42:49
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murmur
发表于 2025-3-23 01:35:23
https://doi.org/10.1007/3-540-29387-6zation. In a manager-friendly way, it reports what is known from science about which type of staff are particularly susceptible to being granted autonomy, when, and why. The chapter also raises the question of which individuals act responsibly with such autonomy, and why. In addition to the earlier
使熄灭
发表于 2025-3-23 06:00:59
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