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新編MPA英語閱讀教程(第四版) 版權信息
- ISBN：9787300207780
- 條形碼：9787300207780 ; 978-7-300-20778-0
- 裝幀：一般膠版紙
- 冊數：暫無
- 重量：暫無
- 所屬分類：>>
新編MPA英語閱讀教程(第四版) 內容簡介
本著公共管理碩士教育項目（Master of Public Administration, MPA）為政府部門和非政府公共機構培養高層次、應用型專門人才的宗旨，公共管理應用英語的課程教學將英語語言教學和公共管理專業教學及公共管理實踐有機結合起來，著重培養MPA學員的英語聽、說、讀、寫、譯能力。本教材由12個單元構成：單元 社會公正，第二單元 公共行政中的戰略計劃與管理，第三單元 生產力評估與測量，第四單元 榮譽與道德規范，第五單元 人事管理，第六單元 領導與責任，第七單元 管理主義與績效管理，第八單元 管理與組織理論，第九單元 政府間關系，第十單元 有效改造政府機構，第十一單元 公共政策及其管理，第十二單元 公共管理的定義。
每個單元由圍繞一個特定主題的兩篇課文組成。課文A代表公共管理某個領域的研究成果或公共部門管理的經驗，語言有一定難度，供教師和學員們課堂教學使用。課上討論圍繞一定的問題展開，旨在提高MPA學員用英語思考和分析公共管理領域問題的能力。為了方便教學，課文A后配有生詞和短語表、注釋（難句解析和參考譯文）。課后練習包括：重要新詞匯和短語使用、課文和課外短文閱讀理解、重點段落翻譯、理論與實踐相結合的命題作文，目的是加強學員對新知識的應用能力、對課文和課外文章的閱讀理解能力、英漢翻譯能力和英語寫作能力。課文B主要反映這個領域或相關領域的觀點，語言相對簡單，供學員們課外自學使用。
新編MPA英語閱讀教程(第四版) 目錄
Unit 1 Personnel Management
Text A Civil Service Reforms
New Words and Expressions
Exercises
Text B The Personnel Function
Unit 2 Social Equity
Text A Public Administration and Social Equity
New Words and Expressions
Exercises
Text B The Impact of the Public Management Reforms on Democracy
Unit 3 Leadership and Accountability
Text A Accountability in the Public Sector
New Words and Expressions
Exercises
Text B Leading for Performance
Unit 4 Strategic Planning and Management in Public Administration
Text A Purpose and Benefits of Strategic Planning
New Words and Expressions
Exercises
Text B Case Studies in Public Sector Strategic Planning
Unit 5 Managerialism and Performance Management
Text A Criticisms of Managerialism
New Words and Expressions
Exercises
Text B What Is Performance Management?
Unit 6 Evaluation and Measuring Productivity
Text A Evaluation
New Words and Expressions
Exercises
Text B Measuring Productivity
Unit 7 Management and Organization Theory
Text A Scientific Management
New Words and Expressions
Exercises
Text B The Origins of Scientific Management
Unit 8 Honor and Ethics
Text A Moral Standards in Organizational Conduct
New Words and Expressions
Exercises
Text B The Ethic of Neutrality
Unit 9 Intergovernmental Relations
Text A Understanding Intergovernmental Relations ―Coercive-Collage Phase： 1990s―?
New Words and Expressions
Exercises
Text B The Structure of Intergovernmental Relations
Unit 10 The Reinventing of the Machinery of Government
Text A Works Better and Costs Less? Sweet and Sour Perspectives on the NPR
New Words and Expressions
Exercises
Text B The Administrative Architecture of the U．S． Government
Unit 11 Public Policy and Its Administration
Text A Taxation， Fairness， and Growth
New Words and Expressions
Exercises
Text B What Is Public Policy?
Unit 12 Defining Public Administration
Text A The Legal Approach to Public Administration
New Words and Expressions
Exercises
Text B Managerial Definition of Public Administration
Key to Exercises
Translations of Text A for Reference
Bibliography
Text A Civil Service Reforms
New Words and Expressions
Exercises
Text B The Personnel Function
Unit 2 Social Equity
Text A Public Administration and Social Equity
New Words and Expressions
Exercises
Text B The Impact of the Public Management Reforms on Democracy
Unit 3 Leadership and Accountability
Text A Accountability in the Public Sector
New Words and Expressions
Exercises
Text B Leading for Performance
Unit 4 Strategic Planning and Management in Public Administration
Text A Purpose and Benefits of Strategic Planning
New Words and Expressions
Exercises
Text B Case Studies in Public Sector Strategic Planning
Unit 5 Managerialism and Performance Management
Text A Criticisms of Managerialism
New Words and Expressions
Exercises
Text B What Is Performance Management?
Unit 6 Evaluation and Measuring Productivity
Text A Evaluation
New Words and Expressions
Exercises
Text B Measuring Productivity
Unit 7 Management and Organization Theory
Text A Scientific Management
New Words and Expressions
Exercises
Text B The Origins of Scientific Management
Unit 8 Honor and Ethics
Text A Moral Standards in Organizational Conduct
New Words and Expressions
Exercises
Text B The Ethic of Neutrality
Unit 9 Intergovernmental Relations
Text A Understanding Intergovernmental Relations ―Coercive-Collage Phase： 1990s―?
New Words and Expressions
Exercises
Text B The Structure of Intergovernmental Relations
Unit 10 The Reinventing of the Machinery of Government
Text A Works Better and Costs Less? Sweet and Sour Perspectives on the NPR
New Words and Expressions
Exercises
Text B The Administrative Architecture of the U．S． Government
Unit 11 Public Policy and Its Administration
Text A Taxation， Fairness， and Growth
New Words and Expressions
Exercises
Text B What Is Public Policy?
Unit 12 Defining Public Administration
Text A The Legal Approach to Public Administration
New Words and Expressions
Exercises
Text B Managerial Definition of Public Administration
Key to Exercises
Translations of Text A for Reference
Bibliography
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新編MPA英語閱讀教程(第四版) 節選
Unit 1 Personnel ManagementQuestions for Preparation: 1. What are the six key objectives that the task force developed for GeorgiaGain to implement pay for performance system?2. Do you think that there will be a bright prospect of the personnel reform linking pay to the performance evaluations given to employees? Text A Civil Service Reforms As part of the reform efforts, there were some significant changes in both the guiding legal framework for the merit system and the compensation used in state agencies. Most of the reforms were done through executive orders and through the current rulemaking structure available to state agencies. Some changes, such as the elimination of merit protections for new hires, required the passage of legislation. Implementing dramatic changes, such as restructuring the classification and pay systems and elimination of merit protections to new employers, has required a major effort by state officials to guide a difficult and comprehensive process. The changes in the merit system, for example, were swift and direct. By legislative action the merit protections were abolished during the 1996 legislative session and went into effect on July 1, 1998. While the merit changes are altering the nature of public-sector employment in Georgia, the process creating these changes was simple and straightforward. The changes associated with GeorgiaGain, however, were much more involved. GeorgiaGain. GeorgiaGain began from a task force appointed by Governor Miller. Since 1993 (Figure 1 displays a brief time line of the implementation of the GeorgiaGain program), the task force has sought to accomplish a major restructuring of the job classification system and the pay and performance management systems of the state. The first major task was to assess how employees felt about the systems in place. In 1993 the task force developed a guiding philosophy for compensation, agreed on concepts associated with how to design pay for performance, selected potential compensation factors, and began the development of an automated database for job descriptions and evaluations. One of the major accomplishments of 1993 was the completion of an assessment of employee perceptions. In 1993, with the assistance of an outside consulting firm, the state mailed out survey questionnaires to 10,000 randomly selected state employees. The survey had a response rate of 62 percent. There was widespread agreement among the employees around pay for performance issues. Ninety-nine percent of employees surveyed believed they should be held accountable for their performance; 93 percent felt that appraisals were a valuable tool for understanding their performance.
新編MPA英語閱讀教程(第四版) 作者簡介
陳世丹，教授，中國人民大學外國語學院英語系主任；全國美國文學研究會常務理事；全國英國文學學會常務理事。主持完成國家社會科學基金項目3項。在研中國人民大學重大規劃項目1項。出版學術專著12部，發表核心期刊論文近80篇。
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