组织惰性中的评估悖论问题研究——基于科技政策评估经验的分析
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摘要
组织惰性对应的策略是组织变革和创新,应对工具是绩效评估。以往研究通过将评估设定为控制常量,对评估过程进行纯粹的假设,将评估看作是一个客观、中立、有效、实施无障碍的过程。现实经验表明,组织中存在着评估者惰性现象,使评估无法作为常量存在。理论研究中将其作为控制常量而进行的实验式研究对于研究绩效变量是有必要的,但作为对策就不能继续无视评估者惰性现象并把评估作为常量来使用。评估惰性能使评估失去效力,从而使评估丧失作为绩效测度和组织变革的工具属性,导致组织绩效问题被掩盖,引发评估悖论。
The strategy for overcoming organizational inertia is organizational change and innovation by taking the method of performance evaluations. In the previous research,evaluations were always set as control constant and were simply assumed as an objective,neutral,effective and accessible process. But practical experience shows there exists evaluator inertia in organization which makes evaluations lose the meaning as control constant,so that they fail to be tools of performance measurement and organizational change. Evaluator inertia makes problem of performance be covered up and leads to evaluation paradox. Experience in science and technology policy evaluation shows that evaluation paradox exists in the tripartite interactive progress of leader or decision makers,the evaluator and the evaluated.
The strategy for overcoming organizational inertia is organizational change and innovation by taking the method of performance evaluations. In the previous research,evaluations were always set as control constant and were simply assumed as an objective,neutral,effective and accessible process. But practical experience shows there exists evaluator inertia in organization which makes evaluations lose the meaning as control constant,so that they fail to be tools of performance measurement and organizational change. Evaluator inertia makes problem of performance be covered up and leads to evaluation paradox. Experience in science and technology policy evaluation shows that evaluation paradox exists in the tripartite interactive progress of leader or decision makers,the evaluator and the evaluated.
引文
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[11]GODKIN L,ALLCORN S.Overcoming organizational inertia:A tripartite model for achieving strategic organizational change[J].The Journal of Applied Business and Economics,2008,8(1):82-94
[2]许小东.组织惰性行为初研[J].科研管理,2000,21(4):56-60
[3]白景坤.组织惰性视角下组织变革对企业持续成长影响研究——以柯达公司历史上的5次重大组织变革为例[J].财经问题研究,2014(11):120-126
[4]匡跃辉.科技政策评估:标准与方法[J].科学管理研究,2006,23(6):62-65
[5]唐云锋,李侠.论我国科技政策评估体系中存在的问题[J].中国科技论坛,2004(4):106-110
[6]赵峰,张晓丰.科技政策评估的内涵与评估框架研究[J].北京化工大学学报:社会科学版,2011(1):25-31
[7]赵莉晓.创新政策评估理论方法研究——基于公共政策评估逻辑框架的视角[J].科学学研究,2014,32(002):195-202
[8]范柏乃,段忠贤,江蕾.创新政策研究述评与展望[J].软科学,2013,26(11):43-47
[9]HANNAN M T,FREEMAN J.Structural inertia and organizational change[J].American sociological review,1984:149-164
[10]SHAPIRA P,KUHLMANN S.Learning from science and technology policy evaluation[J].Learning from Science and Technology Policy Evaluation:Experiences from the United States and Europe.Edward Elgar Publishing,London,2003:1-17
[11]GODKIN L,ALLCORN S.Overcoming organizational inertia:A tripartite model for achieving strategic organizational change[J].The Journal of Applied Business and Economics,2008,8(1):82-94