授权赋能、组织学习与战略转型:基于山西振东集团的案例分析
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摘要
本文以组织赋能理论和组织学习理论为基础,运用案例研究方法分析了山西振东集团战略转型的内在机制,尝试构建了授权赋能、组织学习和战略转型三者关系的理论模型,细化了授权赋能与组织学习各维度之间的关系以及对民营企业战略转型的影响。理论模型主要从企业家、组织、团队和个体四个方面深入探讨民营企业战略转型问题:从企业家层面,企业家作为赋能主体,是具有个人价值主张和创造精神的"创意精英",通过心智模式的改变推动企业战略观念的更新;从组织层面,结构授权赋能通过组织学习,构建共同愿景,实现组织结构变革;从团队层面,领导授权赋能通过团队学习,实现组织运行方式改变;从个体层面,心理授权赋能通过个体学习,实现自我超越,增强创新能力;最后模型通过系统思考不断循环赋能机制,更好地面对未来的不确定时代。本研究为民营企业成功实现战略转型提供了理论支撑和实践指导。
Based on the theory of organizational empowerment and organizational learning, this paper uses case study method to analyze the process mechanism of strategic transformation of Shanxi Zhendong Group, tries to construct a theoretical model of the relationship among empowerment, organizational learning and strategic transformation, and refines the relationship between empower ment and organizational learning dimensions, as well as the impact on strategic transformation of enterprises. The theoretical model explores the strategic transformation of enterprises from four aspects: entrepreneurs, organizations, teams and individuals: entrepreneurs, as empowerment subjects, are "creative elites" with personal value propositions and creative spirit, and promote the renewal of enterprise strategic concepts through the change of mental models; from the organizational level, structural empowerment empowers enterprises to construct common interests through organizational learning. From the team level, leadership empowerment can change the way the organization operates through team learning; from the individual level, psychological empowerment can achieve self-transcendence and enhance innovation ability through individual learning; finally, the model can better face the uncertain era in the future through systematic thinking and continuous cycle of empowerment mechanism. This study provides theoretical support and practical guidance for the successful strategic transformation of private enterprises.
Based on the theory of organizational empowerment and organizational learning, this paper uses case study method to analyze the process mechanism of strategic transformation of Shanxi Zhendong Group, tries to construct a theoretical model of the relationship among empowerment, organizational learning and strategic transformation, and refines the relationship between empower ment and organizational learning dimensions, as well as the impact on strategic transformation of enterprises. The theoretical model explores the strategic transformation of enterprises from four aspects: entrepreneurs, organizations, teams and individuals: entrepreneurs, as empowerment subjects, are "creative elites" with personal value propositions and creative spirit, and promote the renewal of enterprise strategic concepts through the change of mental models; from the organizational level, structural empowerment empowers enterprises to construct common interests through organizational learning. From the team level, leadership empowerment can change the way the organization operates through team learning; from the individual level, psychological empowerment can achieve self-transcendence and enhance innovation ability through individual learning; finally, the model can better face the uncertain era in the future through systematic thinking and continuous cycle of empowerment mechanism. This study provides theoretical support and practical guidance for the successful strategic transformation of private enterprises.
引文
1.芮明杰,胡金星,张良森.(2005).企业战略转型中组织学习的效用分析.研究与发展管理,17(02),99-104.
2.芮明杰.(2004).现代企业持续发展理论与策略.北京:清华大学出版社.
3.范青蠡.(2008).学习型组织的思维逻辑.上海管理科学,40(08),6-9.
4.冯海龙.(2006).基于组织学习的企业战略转型研究.科学学与科学技术管理,(03),169-170.
5.雷巧玲.(2006).授权赋能研究综述.科技进步与对策,(08),196-199.
6.李小玉,薛有志,牛建波.(2015).企业战略转型研究评述与基本框架构建.外国经济与管理,37(12),3-7.
7.罗仲伟,任国良,焦豪,蔡宏波,许扬帆.(2014).动态能力、技术范式转变与创新战略--基于腾讯微信“整合”与“迭代”微创新的纵向案例分析.管理世界,(08),152-168.
8.罗仲伟,李先军,宋翔,李亚光.(2017).从“赋权”到“赋能”的企业组织结构演进--基于韩都衣舍案例的研究.中国工业经济,(09),174-192.
9.李伟,梅继霞.(2018).领导授权赋能对员工创新行为影响研究--一个有调节的中介模型.软科学,32(12),75-79.
10.买生,肖永根.(2016).民营企业组织转型影响因素研究:以W公司为案例.中国人力资源开发,20,63-68.
11.宋瑞卿,杨菊兰.(2017).优秀企业的逻辑.企业管理出版社.
12.沈灏.(2017).转型经济环境下社会资本和组织学习对企业战略变化的影响.经济管理,39(06),69-85.
13.邵真,冯玉强,王铁男.(2015).变革型领导风格对企业信息系统学习的作用机制研究--组织学习型文化的中介作用.管理评论,27(11),140-150.
14.欧阳桃花,崔争艳,张迪,曾德麟,胡京波.(2016).多层级双元能力的组合促进高科技企业战略转型研究--以联想移动为案例.管理评论,28(01),219-228.
15.王辉,张文慧,谢红.(2009).领导-部属交换对授权赋能领导行为影响.经济管理,(04),99-104.
16.薛有志,周杰,初旭.(2012).企业战略转型的概念框架:内涵、路径与模式.经济管理,34(07),39-48.
17.于海波,方俐洛,凌文辁.(2004).组织学习的整合理论模型.心理科学进展,12(02),246-255.
18.于海波,方俐洛,凌文辁.(2003).我国企业组织学习取向的初步研究.中国管理科学,11(06),95-100.
19.于海波,方俐洛,凌文辁.(2006).企业组织的学习结构.心理学报,38(04),590-597.
20.于海波,郑晓明,方俐洛,凌文辁.(2007).我国企业组织学习的内部机制、类型和特点.科学学与科学技术管理,(11),144-151.
21.Agarwal,R.,&Helfat,C.E.(2009).Strategic Renewal of Organizations.Organization Science,25(10),281-293.
22.Argyris,C.,&Schhn,D.A.(1978).Organizational Learning:A Theory of Action Perspective.Addison-Wesley Reading:Massachusetts.
23.Andrews,K.R.(1997).The concept of corporate strategy,resources,films,and strategies:a reader in the resource based perspective.Oxford University Press.
24.Barner,R.(2000).Five steps to leadership competencies.Training&Development,54(3),47-51.
25.Bandura,A.(1977).Self-efficacy:toward a unifying theory of behavioral change.Psychol Rev,84(4),139-161.
26.Block,P.(1987).The Empowered Manager.Positive Political Skills at Work.Jossey-bass,San Francisco,CA.
27.Boeker,W.(1997).Strategic change:the influence of managerial characteristics and organizational growth.Academy of Management Journal,40(1),152-170.
28.Burke,W.W.(1986).Leadership as empowering others.San Francisco:Jossey-Bass.
29.Doz,Y.L.(2010).Strategy process research:focusing on corporate self-renewal.Strategic Management Journal,13(S1),5-14.
30.Conger,J.A.,&Kanungo,R.N.(1988).The empowerment process:Integrating theory and practice.Academy of Management Review,13(03),471-482.
31.Dutton,J.E.,&Duncan,R.B.(1987).The influence of the strategic planning process on strategic change.Strategic Management Journal,8(2),103-116.
32.Easterby Smith,M.,Crossan,M.,&Nicolini,D.(2010).Organizational learning:debates past,present and future.Journal of Management Studies,37(6),783-796.
33.Eisenhardt,K.M.(1989).Building theories from case study research.The Academy of Management Review,14(4),532-550.
34.Ginsberg,A.(1988).Measuring and modelling changes in strategy:theoretical foundations and empirical directions.Strategic Management Journal,9(6),559-575.
35.Glaser,B.,&StraussA,L.,eds.(1967).The Discovery of Grounded Theory.Chicago:Aldine.
36.Goodstein,J.,&Boeker,G.W.(1994).The effects of board size and diversity on strategic change.Strategic Management Journal,15(3),241-250.
37.Greiner,L.E.,&Bhambri,A.(1989).New ceo intervention and dynamics of deliberate strategic change.Strategic Management Journal,10(S1),67-86.
38.Kellerl,&T.(1995).Leadership and empowerment:a social exchange perspective.Human Relations,48(2),127-146.
39.Spence Laschinger,H.K.,Finegan,J.,Shamian,J.,&Wilk,P.(2001).Impact of structural and psychological empowerment on job strain in nursing work settings.JONA:The Journal of Nursing Administration,260-272.
40.March,J.,&Simon,H.(1958).Organizations.New York:Wiley.
41.Miles,R.E.,Snow,C.C.,Meyer,A.D.,&Coleman,H.J.(1978).Organizational strategy,structure,and process.Academy of Management Review,3(3),546-562.
42.Mintzberg,H.(1978).Patterns in strategy formation.Management Science,24(9),934-948.
43.Pettigrew,&Andrew,M.(1990).Longitudinal field research on change:theory and practice.Organization Science,1(3),267-292.
44.Prasad,A.(2001).Under standing work place empowerment as inclusion:a historical investigation of the discourse of difference in the United States.Journal of Applied Behavioral Science,37(1),51-69.
45.Strauss,A.(1987).Qualitative Analysis for Social Science.New York:Cambridge University Press.
46.Sullivan,K.D.(1994).Empowerment and control:a new management paradigm.Educational Leadership,Seattle University,Seattle,WA.
47.Sullivan,K.,&Howell,J.L.(1996).Wide Awake in Seattle:Success Stories of Outstanding Leaders who Learned to Share Leadership.Integrity Publishing,Seattle,WA.
48.Thomas,K.W.,&Velthouse,B.A.(1990).Cognitive elements of empowerment:an"interpretive"model of intrinsic task motivation.Academy of Management Review,15(4),666-681.
49.Lee J.,Wei F.(2011).The Mediation Effect of Psychological Empowerment on the Relationship between Participative Goal Setting and Team Outcomes-A Study in China.The International Journal of Human Resource Management.22(2),279-295.
50.Weick,K.E.(2007).The generative properties of richness.The Academy of Management Journal,50(1),14-19.
51.Yin,R.K.(1994).Case Study Research:Design and Methods.London:Sage.
52.Yin,R.K.(2009).Case Study Research:Design and Methods.California:SAGE Publications.
2.芮明杰.(2004).现代企业持续发展理论与策略.北京:清华大学出版社.
3.范青蠡.(2008).学习型组织的思维逻辑.上海管理科学,40(08),6-9.
4.冯海龙.(2006).基于组织学习的企业战略转型研究.科学学与科学技术管理,(03),169-170.
5.雷巧玲.(2006).授权赋能研究综述.科技进步与对策,(08),196-199.
6.李小玉,薛有志,牛建波.(2015).企业战略转型研究评述与基本框架构建.外国经济与管理,37(12),3-7.
7.罗仲伟,任国良,焦豪,蔡宏波,许扬帆.(2014).动态能力、技术范式转变与创新战略--基于腾讯微信“整合”与“迭代”微创新的纵向案例分析.管理世界,(08),152-168.
8.罗仲伟,李先军,宋翔,李亚光.(2017).从“赋权”到“赋能”的企业组织结构演进--基于韩都衣舍案例的研究.中国工业经济,(09),174-192.
9.李伟,梅继霞.(2018).领导授权赋能对员工创新行为影响研究--一个有调节的中介模型.软科学,32(12),75-79.
10.买生,肖永根.(2016).民营企业组织转型影响因素研究:以W公司为案例.中国人力资源开发,20,63-68.
11.宋瑞卿,杨菊兰.(2017).优秀企业的逻辑.企业管理出版社.
12.沈灏.(2017).转型经济环境下社会资本和组织学习对企业战略变化的影响.经济管理,39(06),69-85.
13.邵真,冯玉强,王铁男.(2015).变革型领导风格对企业信息系统学习的作用机制研究--组织学习型文化的中介作用.管理评论,27(11),140-150.
14.欧阳桃花,崔争艳,张迪,曾德麟,胡京波.(2016).多层级双元能力的组合促进高科技企业战略转型研究--以联想移动为案例.管理评论,28(01),219-228.
15.王辉,张文慧,谢红.(2009).领导-部属交换对授权赋能领导行为影响.经济管理,(04),99-104.
16.薛有志,周杰,初旭.(2012).企业战略转型的概念框架:内涵、路径与模式.经济管理,34(07),39-48.
17.于海波,方俐洛,凌文辁.(2004).组织学习的整合理论模型.心理科学进展,12(02),246-255.
18.于海波,方俐洛,凌文辁.(2003).我国企业组织学习取向的初步研究.中国管理科学,11(06),95-100.
19.于海波,方俐洛,凌文辁.(2006).企业组织的学习结构.心理学报,38(04),590-597.
20.于海波,郑晓明,方俐洛,凌文辁.(2007).我国企业组织学习的内部机制、类型和特点.科学学与科学技术管理,(11),144-151.
21.Agarwal,R.,&Helfat,C.E.(2009).Strategic Renewal of Organizations.Organization Science,25(10),281-293.
22.Argyris,C.,&Schhn,D.A.(1978).Organizational Learning:A Theory of Action Perspective.Addison-Wesley Reading:Massachusetts.
23.Andrews,K.R.(1997).The concept of corporate strategy,resources,films,and strategies:a reader in the resource based perspective.Oxford University Press.
24.Barner,R.(2000).Five steps to leadership competencies.Training&Development,54(3),47-51.
25.Bandura,A.(1977).Self-efficacy:toward a unifying theory of behavioral change.Psychol Rev,84(4),139-161.
26.Block,P.(1987).The Empowered Manager.Positive Political Skills at Work.Jossey-bass,San Francisco,CA.
27.Boeker,W.(1997).Strategic change:the influence of managerial characteristics and organizational growth.Academy of Management Journal,40(1),152-170.
28.Burke,W.W.(1986).Leadership as empowering others.San Francisco:Jossey-Bass.
29.Doz,Y.L.(2010).Strategy process research:focusing on corporate self-renewal.Strategic Management Journal,13(S1),5-14.
30.Conger,J.A.,&Kanungo,R.N.(1988).The empowerment process:Integrating theory and practice.Academy of Management Review,13(03),471-482.
31.Dutton,J.E.,&Duncan,R.B.(1987).The influence of the strategic planning process on strategic change.Strategic Management Journal,8(2),103-116.
32.Easterby Smith,M.,Crossan,M.,&Nicolini,D.(2010).Organizational learning:debates past,present and future.Journal of Management Studies,37(6),783-796.
33.Eisenhardt,K.M.(1989).Building theories from case study research.The Academy of Management Review,14(4),532-550.
34.Ginsberg,A.(1988).Measuring and modelling changes in strategy:theoretical foundations and empirical directions.Strategic Management Journal,9(6),559-575.
35.Glaser,B.,&StraussA,L.,eds.(1967).The Discovery of Grounded Theory.Chicago:Aldine.
36.Goodstein,J.,&Boeker,G.W.(1994).The effects of board size and diversity on strategic change.Strategic Management Journal,15(3),241-250.
37.Greiner,L.E.,&Bhambri,A.(1989).New ceo intervention and dynamics of deliberate strategic change.Strategic Management Journal,10(S1),67-86.
38.Kellerl,&T.(1995).Leadership and empowerment:a social exchange perspective.Human Relations,48(2),127-146.
39.Spence Laschinger,H.K.,Finegan,J.,Shamian,J.,&Wilk,P.(2001).Impact of structural and psychological empowerment on job strain in nursing work settings.JONA:The Journal of Nursing Administration,260-272.
40.March,J.,&Simon,H.(1958).Organizations.New York:Wiley.
41.Miles,R.E.,Snow,C.C.,Meyer,A.D.,&Coleman,H.J.(1978).Organizational strategy,structure,and process.Academy of Management Review,3(3),546-562.
42.Mintzberg,H.(1978).Patterns in strategy formation.Management Science,24(9),934-948.
43.Pettigrew,&Andrew,M.(1990).Longitudinal field research on change:theory and practice.Organization Science,1(3),267-292.
44.Prasad,A.(2001).Under standing work place empowerment as inclusion:a historical investigation of the discourse of difference in the United States.Journal of Applied Behavioral Science,37(1),51-69.
45.Strauss,A.(1987).Qualitative Analysis for Social Science.New York:Cambridge University Press.
46.Sullivan,K.D.(1994).Empowerment and control:a new management paradigm.Educational Leadership,Seattle University,Seattle,WA.
47.Sullivan,K.,&Howell,J.L.(1996).Wide Awake in Seattle:Success Stories of Outstanding Leaders who Learned to Share Leadership.Integrity Publishing,Seattle,WA.
48.Thomas,K.W.,&Velthouse,B.A.(1990).Cognitive elements of empowerment:an"interpretive"model of intrinsic task motivation.Academy of Management Review,15(4),666-681.
49.Lee J.,Wei F.(2011).The Mediation Effect of Psychological Empowerment on the Relationship between Participative Goal Setting and Team Outcomes-A Study in China.The International Journal of Human Resource Management.22(2),279-295.
50.Weick,K.E.(2007).The generative properties of richness.The Academy of Management Journal,50(1),14-19.
51.Yin,R.K.(1994).Case Study Research:Design and Methods.London:Sage.
52.Yin,R.K.(2009).Case Study Research:Design and Methods.California:SAGE Publications.