A business ideology has very significant influences on a company. A well-thought business ideology can bring great profits and long-term sustainable developments; on the other hand, a flawed business ideology often creates losses for the employees, business itself and even the society. Since the importance of business ideology to a business is undeniable; how then, is the business ideology play a part in the business dynamic influence process and what influences does it have on the actual management process of a company? This paper is proceeded through the method of systems thinking, using XXX Co. as the study case, to discuss how management ideology affects business dynamic influence process. The conclusions found are as follow: 1. By following ¡§people-oriented¡¨ management ideology, managers at higher positions truly care for their employees, and do not lay off any employees arbitrarily, willing for employees to learn, increase interactions with employees by listening attentively to their true thoughts and adjust employee work loads accordingly. In the long run, employee cohesions toward the company strengthen, employee work pressure lessen, project quality elevated and employee leave rate lowered. 2. Under the influences of ¡§people-oriented¡¨ management ideology, in combination with a strict job selection process, a fair and unbiased wage system, and dynamiccriteria such as employee work loads. Thus, the firm can achieve sustainability in business growth without triggering the landmine structure of employee leaves. 3. It is been proven that the influences of business ideology to a company are immense and very broad. At the same time, it made us realize that the ¡§people-oriented¡¨ business ideology has a positive affects and impacts on the growth and business management of a company.

文革結束後，中共於一九七九年地進行擴大國營企業經營理念自主權改革，這項改革雖然以企業擴權為對象，但也將擴及中共所秉持的社會主義經濟思想，及依此而建立的經濟管理體制。因此探究國營企業擴權改革，必須把企業經營、經濟管理體制及經濟思想三者聯繫起來，才完整的理解改革的全貌。本文藉由企業管理體制改革的觀點，主要從企業經營型態、物資流通、利潤分配、勞動工資及經營決策管理來探討中共如何探索與重建一個適合社會主義經濟現代化的國營企業經營理念。研究的發現與成果評析： 一、擴權改革是理性而謹慎的。主要表現在雙重體制的設計和運作，即一方面維持原有計劃管理體制的架構和運作，但逐步縮小計劃管制的範圍；另一方面則引介及運用市場機制，藉以擴大企業經營自主權，改善企業經營體質，增進企業經營活力。 二、擴大改革效應大。雙重體制運作的結果：使國營企業喪失競爭的優勢，開啟集體、個體、合資、外資等非國營經濟生存的空間，形成活路的商品市場，及導致中央集權管理體制解構的局面。 三、擴權是過渡性的變革。擴權改革是要創造一個給合計劃管制和市場機制的管理體制。但這兩種企業經營管理體制立論完全不同，欲藉由雙重體制的運作方式，去尋求國營企業發展的新途徑，基本上是試檢性的、暫時性的及過渡性的，市場機制終將企業管理體制運用的主要手段。 四、企業擴權突破了傳統社會主義計劃體制的格局，注入了市場經濟經營理念，如市場、盈利、成本、效益、服務、品質等觀念，有助於新的國營企業經營理念的形成。 五、擴權改革最大的瓶頸在於企業產權不明確，而產權能否透明化、法治化，正是企業是否擁有自主權的關鍵。因此，可預見的是，產權問題將是企業管理體制改革最終必須面對和解決的問題。

本文主題在研究中共人力運用的策略，即中共如何運用人力？何種因素影響人力運用 ？評估過去人力運用的得失，並預測未來可能之發展。全文共分五章十五節，六萬字 。 第一章結論：一、問題的提出。二、問題的形成背景。三、研究方法。四、研究限制 。 第二章人力運用的理論：一、認識與實踐。二、矛盾與衝突。三、意志強調。 第三章政策的變動：一、人口政策。二、教育政策。三、就業政策。 第四章人力運用的實際：一、群眾動員。二、紅與專。三、集體行動。 第五章結論。