中美文化下企业绩效管理的对比研究
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摘要
绩效管理是由绩效计划、绩效监控、绩效考查与绩效运用四个相互联系的部分组成的一个完整的系统。然而,我国大多数企业管理者仍把绩效管理和绩效考查混为一谈,并盲目地吸收国外的绩效管理模式,从而使绩效管理成为制约我国发展的一个难点。本文主要目的是使我国企业管理者能够明白一个道理,即美国等发达国家能够成功地运行其绩效管理模式都有其一定的文化背景。因此,在引用之前,一定要认清两国文化上存在的差异以及在这种差异文化背景下的绩效管理模式的不同,能够扬长避短,建设并实施适应本国文化与本企业文化的具有特色的绩效管理模式。
本文从国内外关于文化与管理关系的理论研究现状入手,在充分借鉴国内外相关成果的基础上,提出了本文的概念体系和分析思路。全文共分四个部分:第一部分,分析了中美两国文化的差异以及企业文化构成上的不同,使我们能够清楚的了解中美两国实施不同管理模式的文化背景上的差异。第二部分,对绩效管理过程模型的提出进行了简单的综述,并着重分析影响绩效管理过程有效实施的关键因素以及中美文化对这些关键因素的影响,从而使我们清楚地认识到两国文化的优劣,以及对绩效管理实施过程中正反方面的影响,从而更好地针对本国文化特点和绩效管理方式作以扬弃。第三部分,分析了中美两国企业绩效管理实施的现状,指出绩效管理不仅是中国企业管理的难点,同样也是令美国企业管理者头痛的问题。第四部分,针对以上分析,从而提出完善我国绩效管理体系的个人意见。
总之,本文论述的结论是:任何成功的管理模式的应用都有其成熟的文化背景,我国在引用美国先进的绩效管理模式之前,必须了解清楚我国文化的特点,了解清楚整个绩效管理体系,以及了解清楚中美文化对绩效管理有效实施所产生的积极或消极的影响,从而能够扬长避短,洋为中用。只有这样,才能不会脱离文化背景而盲目的借鉴国外成果,才能有利于我国绩效管理体系健康的发展。
Performance management is an integrated system which consists up performance arrangement, performance monitoring, performance appraisal and performance application, the four interrelated parts. However, most of corporation managers in our country always get the content of performance management and the content of performance appraisal mixed together. And even, they usually absorb the model of foreign countries’performance management without careful investigation, and in this manner, performance management has become one of vital factors which restrict the development of economics in our country. The aim of this thesis is to make China’s entrepreneurs understand one theory that performance management in America or other developed countries can be put into effect successfully always under certain cultural circumstances . So, we must recognize the difference about culture and the difference application of performance management between America and China before citing the models of America’s performance management. And by doing this way, we can develop the good parts and eliminate the bad parts of ours and others in order to establish characteristic performance management which adapts to the culture of our country and enterprise.
Proceeding from actual research on the relationship of culture and management, the thesis puts forward the concept system and analysis thoughts based on the reference to the relating achievements aboard and home. The whole thesis is divided into four parts: The first part analyses the difference about culture between China and America and the difference about the structure of corporate culture of those two countries so that we can see clearly the different application of performance management with the different application of culture. The second part includes the overall analysis about the model of the process of performance management so that we can find the key factors which affect the effectual action of performance management, and then it analyses the influences of the two difference cultures on those key factors so that we can recognize which parts of culture of ours have an positive or negative influence on the application of performance management, and we can perfectly use good merits of our culture to establish our performance management. The third part analyses the present conditions of performance management applied in China and America in order to point out the reality that performance management has become one of the most difficult problems both in China and America. And form all the analysis above, the last part promotes some important opinions about how to establish the perfect performance management in our country.
All in all, the viewpoint of this paper represents as follows: The successful application of every management model always bases on certain cultural environment. Managers in our country should realize the characters of our country, the whole system about performance management and both the positive and negative effects on the valid application of performance management caused by the two different cultures in order to exert our positive cultural characters and to avoid our negative sides, and to apply the excellent management model of America to our country. Only in this way, can our country use the achievements of foreign countries successfully without get out of the extent of culture environment, and advance the perfect development of performance development in our country.
本文从国内外关于文化与管理关系的理论研究现状入手,在充分借鉴国内外相关成果的基础上,提出了本文的概念体系和分析思路。全文共分四个部分:第一部分,分析了中美两国文化的差异以及企业文化构成上的不同,使我们能够清楚的了解中美两国实施不同管理模式的文化背景上的差异。第二部分,对绩效管理过程模型的提出进行了简单的综述,并着重分析影响绩效管理过程有效实施的关键因素以及中美文化对这些关键因素的影响,从而使我们清楚地认识到两国文化的优劣,以及对绩效管理实施过程中正反方面的影响,从而更好地针对本国文化特点和绩效管理方式作以扬弃。第三部分,分析了中美两国企业绩效管理实施的现状,指出绩效管理不仅是中国企业管理的难点,同样也是令美国企业管理者头痛的问题。第四部分,针对以上分析,从而提出完善我国绩效管理体系的个人意见。
总之,本文论述的结论是:任何成功的管理模式的应用都有其成熟的文化背景,我国在引用美国先进的绩效管理模式之前,必须了解清楚我国文化的特点,了解清楚整个绩效管理体系,以及了解清楚中美文化对绩效管理有效实施所产生的积极或消极的影响,从而能够扬长避短,洋为中用。只有这样,才能不会脱离文化背景而盲目的借鉴国外成果,才能有利于我国绩效管理体系健康的发展。
Performance management is an integrated system which consists up performance arrangement, performance monitoring, performance appraisal and performance application, the four interrelated parts. However, most of corporation managers in our country always get the content of performance management and the content of performance appraisal mixed together. And even, they usually absorb the model of foreign countries’performance management without careful investigation, and in this manner, performance management has become one of vital factors which restrict the development of economics in our country. The aim of this thesis is to make China’s entrepreneurs understand one theory that performance management in America or other developed countries can be put into effect successfully always under certain cultural circumstances . So, we must recognize the difference about culture and the difference application of performance management between America and China before citing the models of America’s performance management. And by doing this way, we can develop the good parts and eliminate the bad parts of ours and others in order to establish characteristic performance management which adapts to the culture of our country and enterprise.
Proceeding from actual research on the relationship of culture and management, the thesis puts forward the concept system and analysis thoughts based on the reference to the relating achievements aboard and home. The whole thesis is divided into four parts: The first part analyses the difference about culture between China and America and the difference about the structure of corporate culture of those two countries so that we can see clearly the different application of performance management with the different application of culture. The second part includes the overall analysis about the model of the process of performance management so that we can find the key factors which affect the effectual action of performance management, and then it analyses the influences of the two difference cultures on those key factors so that we can recognize which parts of culture of ours have an positive or negative influence on the application of performance management, and we can perfectly use good merits of our culture to establish our performance management. The third part analyses the present conditions of performance management applied in China and America in order to point out the reality that performance management has become one of the most difficult problems both in China and America. And form all the analysis above, the last part promotes some important opinions about how to establish the perfect performance management in our country.
All in all, the viewpoint of this paper represents as follows: The successful application of every management model always bases on certain cultural environment. Managers in our country should realize the characters of our country, the whole system about performance management and both the positive and negative effects on the valid application of performance management caused by the two different cultures in order to exert our positive cultural characters and to avoid our negative sides, and to apply the excellent management model of America to our country. Only in this way, can our country use the achievements of foreign countries successfully without get out of the extent of culture environment, and advance the perfect development of performance development in our country.
引文
[1] 姚秋明.文化与企业跨国经营[J].中外企业文化,2000(1):34.
[2] 薛求职.无国界经营[M].上海:上海译文出版社,1997.
[3] R·D·Avery and K·H·Murphy , Performance Evaluation in work settings[J] , Annual review psychology, 1998(49):141—168.
[4] 陈俊森,攀巍巍.外国文化与跨文化交际[M].湖北:华中理工大学出版社,2000.
[5] 姜岩.中外企业文化的交流、冲突与协调[J].工业企业管理,2000(6):18—19.
[6] 张仁德,霍洪喜.企业文化概论[M].天津:南开大学出版社, 2001.
[7] 余凯成,程文文,陈维政编著.人力资源管理[M].大连:大连理工出版社,1999.
[8] 杨泊峻.论语译著[M].北京:中华书局出版社,1988.
[9] 林语堂.中国人[M].浙江:浙江人民出版社, 1988.
[10] 陈春花,刘国江.中国文化的特征分析及其对组织的影响[J].理论与改革,2006(6):129—131.
[11] 姚登宝.浅谈企业的软管理[J].江苏企业管理,2001(1):31—32.
[12] 李大军.中外企业文化知识 500 问[M].北京:企业管理出版社,2002.
[13] 余凯成,黄培伦,陈维政编著.组织行为学[M].大连:大连理工出版社, 1999.
[14] 苏珊·施耐德,路易斯·巴尔索克斯.跨文化管理[M].北京:经济管理出版社,2002.
[15] 李兆熙.中外合资企业管理[M].北京:企业管理出版社,1991.
[16] 彼得·杜拉克.管理学[M].北京:人民大学出版社,1994.
[17] R·D·Avery , K·R·Murphy . Performance Evaluation in Work Settings [J]. Annual review Psychology ,1998(49):141-168.
[18] [英]理查德·威廉姆斯编著,赵正斌,胡蓉译.业绩管理[M].东北:东北财经大学出版社,1999.
[19] 辛浩力.借助关键业绩指标落实企业战略目标[J].中国人力资源开发,2003(4):20—21.
[20] 冉斌.目标与绩效管理[M].深圳:海天出版社,2002.
[21] Todd J· Mauver , Nambury S·Raju ,William C·Collins , Peer and Subordinate Performance appraisal Measurement Equivalence[J].Journal of Applied Psychology,1998(5):693-702.
[22] Roger C· Mayer , James H·Davis . The Effect of Performance appraisal system on Management :a Field Quasi-Experiment [J]. Journal of Applied Psychology,1999(1):123-136.
[23] 朱琪媛.关于企业绩效管理与考核中存在的问题和应对措施[J].人力资源开发,2006(9):27-28.
[24] 张莉建.绩效管理过程中关键因素的研究.硕士毕业论文,2001 年.
[25] Marc Cowling .The extent and determination of performance related pay systems in Scandinavian countries [J].Applied Economics ,2002(34):305-316.
[26] Brian D·Cawley , Lisa M·Keeping , Paul E·Levy , participation in the performance Appraisal Process and Employee Reaction : A Meta-Analytic Review of Field Investigations [J].Journal of Applied Psychology,1998(4):615-633.
[27] Smith & Reading.Reviewing Performance Management –Impact and Implications [J].MIE,2001(3):6-11.
[28] Ivancevich ,Subordinates Reactions to Performance Appraisal Interview:A Test of Feedback and Goal-Setting Techniques[J].Journal of applied psychology, 1982(5):581-587.
[29] Alice F·Stuhlmacher , Matthew V· Champagne.The Impact of Time Pressure and Information on Negotiation Process and Decisions [J].Group decision and negotiation, 2000(9),471-491.
[30] 盛运华,赵宏中.绩效管理作用及绩效考核体系研究[J].武汉理工大学学报,2002(2),92-94.
[31] 冉斌.目标与绩效管理[M].深圳:海天出版社,2002.
[32] 张莉建.绩效管理过程中关键因素的研究.毕业论文,2001. [33-36] 盖勇,王怀明.绩效管理[M].山东:山东人民出版社.2004.
[37] 鲁义轩.摩托罗拉:创新更在于机制[J].通信世界,2006(33A):31.
[38] 王峰松,总结学习、突破创新联想的管理经[J].商场现代化,2006(2):12-14.
[39]张立新. 谈我国国有企业中绩效管理体系的构建[J].特区经济,2006(10):233-234.
[40] 胡竞.绩效管理与绩效考核[J].河北建筑科技学院院,2003(1):86.
[41] 中国企业绩效考核现状调查报告. www.ChinaHRD.net.
[42] 杨德新.跨国经营与跨国公司[M].北京:中国统计出版社,2000.
[43] Stephen P·Robbins & Mary Coulter,孙健敏等译.《管理学》第 7 版,北京:中国人民大学出版社,2006.
[44] 张一驰.人力资源管理教程[M].北京:北京大学出版社,1999.
[45] 李芝山.绩效管理:价值、问题与策略[J].中外企业家,2005(11):59-65.
[46] 孟令花. 浅谈绩效管理中的几个问题[J].技术与创新管理,2006(6):92-93.
[47] 张弓.关于绩效管理系统误区的几点思考[J].经济技术协作信息,2006(23):6.
[48] 李蓉.企业文化与绩效管理[J].现代企业,2005(8):26.
[49] 佘慧境.中国式的绩效管理[J].经营管理,2005(10)12-13.
[50] 黄继平.绩效管理中沟通很重要[J].经营管理,2005(3):34-36.
[51] 孙宏伟.绩效管理:提升企业的核心竞争力[J].成都大学学报:社科版,2005(5):17.
[2] 薛求职.无国界经营[M].上海:上海译文出版社,1997.
[3] R·D·Avery and K·H·Murphy , Performance Evaluation in work settings[J] , Annual review psychology, 1998(49):141—168.
[4] 陈俊森,攀巍巍.外国文化与跨文化交际[M].湖北:华中理工大学出版社,2000.
[5] 姜岩.中外企业文化的交流、冲突与协调[J].工业企业管理,2000(6):18—19.
[6] 张仁德,霍洪喜.企业文化概论[M].天津:南开大学出版社, 2001.
[7] 余凯成,程文文,陈维政编著.人力资源管理[M].大连:大连理工出版社,1999.
[8] 杨泊峻.论语译著[M].北京:中华书局出版社,1988.
[9] 林语堂.中国人[M].浙江:浙江人民出版社, 1988.
[10] 陈春花,刘国江.中国文化的特征分析及其对组织的影响[J].理论与改革,2006(6):129—131.
[11] 姚登宝.浅谈企业的软管理[J].江苏企业管理,2001(1):31—32.
[12] 李大军.中外企业文化知识 500 问[M].北京:企业管理出版社,2002.
[13] 余凯成,黄培伦,陈维政编著.组织行为学[M].大连:大连理工出版社, 1999.
[14] 苏珊·施耐德,路易斯·巴尔索克斯.跨文化管理[M].北京:经济管理出版社,2002.
[15] 李兆熙.中外合资企业管理[M].北京:企业管理出版社,1991.
[16] 彼得·杜拉克.管理学[M].北京:人民大学出版社,1994.
[17] R·D·Avery , K·R·Murphy . Performance Evaluation in Work Settings [J]. Annual review Psychology ,1998(49):141-168.
[18] [英]理查德·威廉姆斯编著,赵正斌,胡蓉译.业绩管理[M].东北:东北财经大学出版社,1999.
[19] 辛浩力.借助关键业绩指标落实企业战略目标[J].中国人力资源开发,2003(4):20—21.
[20] 冉斌.目标与绩效管理[M].深圳:海天出版社,2002.
[21] Todd J· Mauver , Nambury S·Raju ,William C·Collins , Peer and Subordinate Performance appraisal Measurement Equivalence[J].Journal of Applied Psychology,1998(5):693-702.
[22] Roger C· Mayer , James H·Davis . The Effect of Performance appraisal system on Management :a Field Quasi-Experiment [J]. Journal of Applied Psychology,1999(1):123-136.
[23] 朱琪媛.关于企业绩效管理与考核中存在的问题和应对措施[J].人力资源开发,2006(9):27-28.
[24] 张莉建.绩效管理过程中关键因素的研究.硕士毕业论文,2001 年.
[25] Marc Cowling .The extent and determination of performance related pay systems in Scandinavian countries [J].Applied Economics ,2002(34):305-316.
[26] Brian D·Cawley , Lisa M·Keeping , Paul E·Levy , participation in the performance Appraisal Process and Employee Reaction : A Meta-Analytic Review of Field Investigations [J].Journal of Applied Psychology,1998(4):615-633.
[27] Smith & Reading.Reviewing Performance Management –Impact and Implications [J].MIE,2001(3):6-11.
[28] Ivancevich ,Subordinates Reactions to Performance Appraisal Interview:A Test of Feedback and Goal-Setting Techniques[J].Journal of applied psychology, 1982(5):581-587.
[29] Alice F·Stuhlmacher , Matthew V· Champagne.The Impact of Time Pressure and Information on Negotiation Process and Decisions [J].Group decision and negotiation, 2000(9),471-491.
[30] 盛运华,赵宏中.绩效管理作用及绩效考核体系研究[J].武汉理工大学学报,2002(2),92-94.
[31] 冉斌.目标与绩效管理[M].深圳:海天出版社,2002.
[32] 张莉建.绩效管理过程中关键因素的研究.毕业论文,2001. [33-36] 盖勇,王怀明.绩效管理[M].山东:山东人民出版社.2004.
[37] 鲁义轩.摩托罗拉:创新更在于机制[J].通信世界,2006(33A):31.
[38] 王峰松,总结学习、突破创新联想的管理经[J].商场现代化,2006(2):12-14.
[39]张立新. 谈我国国有企业中绩效管理体系的构建[J].特区经济,2006(10):233-234.
[40] 胡竞.绩效管理与绩效考核[J].河北建筑科技学院院,2003(1):86.
[41] 中国企业绩效考核现状调查报告. www.ChinaHRD.net.
[42] 杨德新.跨国经营与跨国公司[M].北京:中国统计出版社,2000.
[43] Stephen P·Robbins & Mary Coulter,孙健敏等译.《管理学》第 7 版,北京:中国人民大学出版社,2006.
[44] 张一驰.人力资源管理教程[M].北京:北京大学出版社,1999.
[45] 李芝山.绩效管理:价值、问题与策略[J].中外企业家,2005(11):59-65.
[46] 孟令花. 浅谈绩效管理中的几个问题[J].技术与创新管理,2006(6):92-93.
[47] 张弓.关于绩效管理系统误区的几点思考[J].经济技术协作信息,2006(23):6.
[48] 李蓉.企业文化与绩效管理[J].现代企业,2005(8):26.
[49] 佘慧境.中国式的绩效管理[J].经营管理,2005(10)12-13.
[50] 黄继平.绩效管理中沟通很重要[J].经营管理,2005(3):34-36.
[51] 孙宏伟.绩效管理:提升企业的核心竞争力[J].成都大学学报:社科版,2005(5):17.