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组织变革给组织发展带来了新的机遇和挑战。为了更有效地将变革战略顺利实施,需要组织成员针对变革的“愿景”在战略层面达成一致。文章从微观管理理论的视角出发,认为管理者有意识的意义干预行为是实现组织变革一致性的关键,而中层管理者较之于高层管理者在具体的微观管理行为方面具有更为重要的价值。本文以H制药公司的5S变革管理为案例,基于双元性理论,借助双元性的核心概念刻画并概括了组织变革中遇到的诸多双元价值困境;从信息框定、愿景导引、应变再造,以及互动反馈四个维度论证了中层管理者意义行为对组织变革双元性价值困境的调和及其战略价值,从而为组织变革战略一致性的实现提供了科学思路。
Organizational change has brought new opportunities and challenges to the development of the organization. In order to implement the change strategy more effectively, it is necessary for the members of the organization to reach an agreement on the “vision” of change at a strategic level. From the perspective of micro-management theory, the article thinks that the conscious intervention of managers is the key to achieve the consistency of organizational change, while the middle-level managers have more important value than the top managers in specific micro-management behaviors. Based on the duality theory, this paper describes and summarizes many dual value dilemmas encountered in the organizational transformation based on the duality theory. Based on the information management, vision guidance, and response Reengineering, and interactive feedback, demonstrate the reconciliation and strategic value of middle-level managers’ meaningful behaviors in the dual values of organizational change, and provide scientific ideas for the realization of the strategic consistency of organizational change.