The Need for a Systemic Approach to Change Management—A Case Study

Change is now a constant feature of organizational life, but the effectiveness of change management initiatives is often open to question. By reflecting on a case of change management involving a Higher Education Institution (HEI), this paper argues that, to be more effective, organizational change must be managed systemically. The paper first provides a systemic conceptual underpinning to change management, and then examines the case by comparing what had really happened with what might have happened if organizational change had been managed systemically. The analysis helps build an improved understanding of change management, and provides implications for future change management practice.     

Organizations as soap bubbles: An evolutionary perspective on organization design

In this paper we approach the problem of organizational order (that is, how patterns in organizational actions and design features emerge) from an evolutionary perspective. It is argued that constructivist rationalism, the doctrine that organizational order is the product of human design, is inadequate, for it conflates human action with human design. We argue that organizational order is neither the outcome of anthropomorphic design nor the product of sheer chance but the nonconscious outcome of evolutionary processes. Organizations are likened to soap bubbles: they consist of individuals acting in a quasi-random manner who are plastically controlled-that is, their actions are selected by-higher-level regulative processes concerned with survival. Quasi-random trial-and-error actions are the raw material that is subsequently transformed into a meaningful whole through reflection. The latter acts as a selection process and gives rise to an enacted organizational order that is retained and conditions further sensemaking.An early draft of this paper was presented at the conference Culture, Knowledge, Communications in Systems, July 1–4, 1992, University of the Aegean, Samos, Greece.     

创新视角下金融机构人力资源柔性研究

通过扩展人力资源柔性定义丰富了人力资源柔性研究的场景，系统性构建了人力资源柔性与金融机构创新之间的影响关系，并运用定量分析方法进行了验证，进一步解构战略人力资源管理通过人力资源柔性对企业组织绩效影响过程中的“黑箱”问题。通过系统性构建人力资源柔性与金融机构业务创新影响关系模型，提出并验证人力资源柔性是人力资源实践影响业务创新的一个重要自变量，业务创新的探索能力和开发能力在影响路径过程中发挥重要作用，中介变量的角色定位非常突出，环境的复杂性也调节人力资源对业务创新的作用，为探讨对组织绩效影响的路径提供了更加清晰的思考。     

组织沟通模式对企业员工关系网络结构的影响

通过应用复杂网络理论,提出并介绍了企业生长模型,借助仿真实验探索了企业员工关系网络演化过程.发现组织鼓励员工团队内部和跨团队沟通的努力程度显著地影响着员工关系网络结构,而这些结构又与企业、个人的绩效密切相关.针对仿真模型研究的一个典型缺陷:缺乏外部有效性,将仿真实验数据及其理论上的逻辑结果分别与本研究所搜集的经验数据、其他学者的案例研究进行比较.结果证明两者比较相符,说明该模型及其基于该模型的研究结论是可信且有效的.     

A New Paradigm of Organizational Transformation: Enacting Wholeness Praxis in the Oneness of Problem and Possibility

In view of the emerging complicated global problems intertwined with the degradation of the natural environment, we need to probe the nature of the problems caused by human thinking and action in order to find new possibilities and opportunities for our future. In this paper the authors analyze the ‘problem maze’ humans create to depict the nature of organizational problems across public, private, and the third sectors. In order to cultivate the capacity to envision the possibilities inherent to organizational problems, we approach organizational transformation from the perspectives of epistemology, ontology, methodology, and practicalogy. We also propose four approaches to organizational transformation, namely involutionary, evolutionary, revolutionary, and, holo-volutionary transformation. We expect that by highlighting the oneness of problem and possibility, and by characterizing “wholeness praxis” of organizational transformation, we would probably offer a new path of sustainable organizational development. We also use three social enterprises to demonstrate how social and organizational problems might be transformed into possibilities and opportunities.     

基于粒度计算的鲁棒性组织设计方法

介绍了面向使命的组织和组织设计,讨论了组织的鲁棒性设计问题。分析了组织设计中需要考虑的使命参数不确定性,定义了使命邻域的概念来设计不确定使命环境。通过扩展基于粒度计算的组织设计方法,提出了鲁棒性组织设计方法,设计过程包括两个阶段:平台集粒化阶段和决策分层阶段。讨论了两个阶段的设计方法,并给出了基于遗传算法的平台集粒化方法。案例分析和对比试验表明文中的方法具有较好的性能。     

C2组织结构的适应性设计方法

介绍了指挥控制(command and control,C2)组织和C2组织结构,讨论了C2组织结构的适应性设计问题。分析了组织结构适应性的代价计算,主要由两个方面决定:一个是结构重构代价;另一个是组织性能代价。通过扩展基于粒度计算的组织结构设计方法,提出了组织结构的适应性设计方法,设计过程包括三个阶段:任务集和平台集粒化阶段、粒内规划阶段和决策分层阶段。给出了基于遗传算法的平台集粒化方法。案例分析表明本文的方法具有较好的性能。     

组织文化演变的定性模拟分析

介绍了组织文化的研究现状,并提出使用定性模拟方法来模拟复杂环境下组织文化的演变.作者以定量研究派得出的结果作为模型建立的依据,根据denison的思想,用20个因素作为模型变量,并将其分为三个层次,并通过定性推理技术建立了组织丈化研究的定性模拟模型,最后提供了模拟结果.     

组织学习协同性评价模型设计与应用

在分析组织系统学习协同要素的基础上，运用协同学理论构建组织学习的协同性评价指标体系和评价模型，通过实证研究对一些代表性企业进行协同性评价，以探索提升组织学习能力和效果的途径。     

Study on the Construction of Organizational Memory in Strategic Alliance

With the development of strategic alliance practice, strategic alliance pays more attention to its inter-learning and capacity improving. It focuses on how to learn from its original knowledge and routines effectively. In order to form strategic alliance successfully, we must integrate its original organizational memory effectively. Based on the characteristics of organizational memory in strategic alliance, this paper analyzes its interface and permeation, and studies the construction of organizational memory in strategic alliance organization.     

结构方程模型对企业组织创新人因风险的识别

通过对企业组织创新的调查研究表明，人因风险是组织创新失效最重要的根源之一。本文基于实证研究，建立了导致组织创新风险的人因结构图，然后采用AMOS4．0建立了结构方程模型并对其进行了检验。分析结果表明，领导者的基本素质、决策失误、道德风险等是导致组织创新失败的关键因素。     

信息处理与组织结构的理论研究及数值模拟

外部环境是组织有效运作所必需应对的各种不确定性的主要来源,现代组织所面临的环境比以往具有更大的不确定性.将组织看作是一个信息处理网络,组织绩效用组织结构价值来度量,建立数学模型,研究组织结构与组织环境如何相互作用决定组织绩效,以及信息费用对组织结构设计的影响.基于形式模型的理论分析和数值模拟,为理解不确定环境中组织结构设计提供了新的解释、视野及管理学上的含义.     

人力资源管理的发展新趋势——从基于工作的人力资源管理到基于能力的人力资源管理

以工作为基础进行组织设计的思想已经统治了组织行为学与人力资源管理数十年 ,但是这种思想目前已受到了挑战 .许多学者提出了基于能力的组织设计方法才是更适当的组织方法 .在日益激烈的全球竞争中 ,一个组织的报酬系统 ,人员选拔系统以及组织结构需要转换到以能力为中心 .本文着重从当今工作性质的转变、组织的转变、组织机构的变化、对全球经济竞争的适应几个方面论述这种转换的必要性 ;同时 ,论述了基于能力的组织方法的潜在效果 .     

Rationalization of Metaphorical Exploration: Improving the Creativity Phase of Total Systems Intervention (TSI) on the Basis of Theory and Practice

Metaphors play a significant role in the creativity phase of Total Systems Intervention (TSI). They help managers and other stakeholders to think creatively about their organizations and to highlight their organizational problems. However, in the current form of the creativity phase of TSI there are no explicit criteria in the selection of metaphors or in the disclosure and prioritization of organizational issues. This paper seeks to open a dialog with management consultants who might be interested in the consulting meta-methodology called TSI. It proposes the creativity phase of TSI to management consultants along with the theoretical improvements, as well as the context-dependent and conditional practical innovations. It emphasizes my reflections about the potential of this stage in the appreciation of organizational problems and invites new modifications. To reach this aim, the paper initially gives a brief account of the creativity phase of TSI, deals with its shortcomings, highlights its theoretical improvements and empirical findings in the PALMEK manufacturing company, Turkey, and then rationalizes this phase through proposing an appropriate method for its implementation. This method, on the whole, facilitates systematic and comprehensive analyses of problem situations, characterization of organizational issues, and disclosure and prioritization of concealed organizational problems in a structured and democratic conversational setting.     

Diagnosis of Organizational Soft Problems in a Peruvian Financial Institution by Systemic Thinking

Managing financial institutions in an underdeveloped economic context has become a real challenge nowadays. In order to reach the organization’s planned goals, they have to deal with structural, behavioral and informational problems. From the systemic point of view, this situation gets even worse when the company does not present organizational boundaries and a cohesive identification for their stakeholders. Thus, European countries have some special financial lines in order to help the development of micro credit in Latin communities in an attempt to help the local economy. However, institutions like Caixa dos Andes in Peru present management problems when dealing with this complexity. Based on this, how can the systemic eye help in the diagnosis of soft problems of a Peruvian financial company? This study aims to diagnose soft problems of a Peruvian financial company based on soft variables like identity, communication and autonomy and also intends to identify possible ways to redesign its basic framework. The (VSM––Viable System Model) method from Beer (1967), applied in this diagnostic study, was used in a practical way as a management tool for organizations’ analysis and planning. By describing the VSM’s five systems, the creation of a systemic vision or a total vision is possible, showing the organization’s complexity from the inside. Some company’s soft problems like double control, inefficient use of physical and human resources, low information flows, slowness, etc. The VSM presented an organizational diagnosis indicating effective solutions that do integrate its five systems.     

人误原因因素灰色关联分析

主要探讨人误原因因素对人误的影响主、次问题.根据建立的人误原因因素层次架构,运用灰色系统理论中的关联分析方法,结合某组织近几年发生的人因事件及根原因分析方法,定量分析计算得到:影响人误的主因素次序为组织、个人、技术和环境因素;影响人误的主要子因素为管理控制因素,其次为素质因素等.同时,分析了同一主因素下的子因素对其主因素的关联情况以及同一层次因素之间的关联情况.     

组织内收入偏好分布与主体激励——模型构建和模拟

组织成员的收入偏好影响其工作积极性，并最终作用于组织绩效。以往的相关研究主要把组织成员看作独立的主体进行分析，忽略了其他相关主体的收入偏好可能具有的影响。在特定组织中，各成员的收入偏好存在差异，因而在组织层面上表现出一定的分布特征，可以用均值、标准差、偏度和峰度等参数进行描述。本文通过建立一个多主体模型来分析组织内成员收入偏好的分布是如何影响特定主体的努力水平，进而影响亚组织（部门、项目团队等）的绩效。研究表明，组织内成员收入偏好的均值和标准差对其努力水平的影响较为显著，说明组织在招聘过程中要注意控制潜在员工收入偏好水平的高低和离散程度。     

A Study of the Effect of Functional Subcultures on the Performance of Hong Kong Construction Companies

As some theorists regard organizational culture as ambiguities, this study attempts to prove that ambiguities are actually the resultant overview of interacting and dissimilar functional subcultures. Therefore, study of the effect of culture on performance should focus on the subculture system instead of the illusive and probably non-existing unitary corporate culture. To this end, a consensual structural framework that effectively demarcates the boundaries of subcultures is needed. By using the Viable System Model as a structural framework for the demarcation of functional subcultures, a questionnaire survey on construction professionals in Hong Kong was conducted. Statistical analysis results indicate that corporate culture could be better understood as a system of functional subcultures that correspond to the five functions of the viable system model. It is further noted that the strength of some functional subculture variables associates differently and significantly with organizational performance.     

VUCA情境下运营冗余对组织韧性的影响——持续创新能力的调节作用

组织韧性通过重构组织资源和流程等手段，能够帮助企业应对危机并利用危机实现逆势增长。其中，运营资源在为企业带来运营负担的同时，也为不确定性提供缓冲，保障企业可持续运营。在当前新冠疫情冲击全球制造业的大背景下，如何提升VUCA情境下组织韧性是企业特别是制造业企业所关切的重要现实问题，正吸引越来越多学者的积极关注。本研究以2008-2020年中国制造业企业的面板数据为研究样本，实证分析了运营冗余对组织韧性的影响，并深入考察了持续创新能力的调节效应。本研究结果表明：运营冗余对组织韧性有显著的U型影响。同时，持续创新能力对运营冗余及其3个子维度分别与组织韧性间关系有显著的正向影响。本研究基于“资源-能力”理论分析框架，识别了影响组织韧性中增长性与波动性的两类关键条件，为提升VUCA情境下本土制造业企业组织韧性，提供了具有针对性的理论指导与决策建议。     

Evaluation of Organizational Learning Ability Based on Fuzzy C-means and Unascertained Measure

The purpose of objective and quantitative evaluating the organizational learning ability is to make the enterprise have reliable criterions and operable procedures during the process of improving the organizational learning ability and founding learning organization. In this paper, an evaluating indicator system is established by analyzing the whole process of organizational learning; both qualitative and quantitative analyses are used, and a new combined evaluating method is presented. A measurement case involving twenty enterprises is given to prove the validity of this method. In conclusion, learning strategies are presented according to measurement result. This paper applies 4 models synthetically. The evaluating effect is superior to other methods.