从熵增到非均势:组织冲突的政策意蕴

传统组织行为理论认为组织冲突可以通过内部处理、社会规范调节和外部资源介入等方式得以解决,是"均势"条件下的应对策略。由于组织冲突中存在多均衡点、投机倾向以及合谋等问题,利用传统解决机制应对组织冲突问题会导致诸多负面效应,因而需要将非均势条件内化为解决组织冲突的"必备项"。把组织冲突问题从"均势"条件向"非均势"条件延伸,在"非均势"条件存在的情况下,组织冲突双方行为变化呈现非线性机制,在本文所讨论的理论框架中"均势"条件仅仅是一种"极端解"。鉴于此,控制与调节解决组织冲突的政策法律,同样需要扩展到非均势条件下组织冲突领域,并将其纳入到相关解决策略之中。

From Entropy Increase to Non-equivalent Potentials:The Policy Implications of Organizational Conflict

According to the traditional organization behavior theory,the organizational conflict can be handled by the internal processing of conflict,regulation of social norms and intervention of external resources under the equivalent potentials.As the problems of multi-equilibrium point,speculative tendencies and conspiracy exist in the organizational conflict,the use of traditional conflict resolving dynamics should lead to many organization negative effects.So,the new theoretical vision should take the non-equivalent potentials as the "must items" of the organizational conflict.This paper attempts to analyze the view of organizational conflict from equivalent potentials to of non-equivalent potentials.Under the non-equivalent potentials,the nonlinear dynamics of both sizes of the organizational conflict are analyzed.In the theoretical framework of the paper,the equivalent potentials is only an "especial condition".In view of this,the policy and law of controlling and regulating organizational conflicts need to be extended to non-equivalent potentials and brought into the relevant resolving dynamics.