复杂结构组织绩效管理系统的涌现及协同研究
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摘要
理论界对组织战略实现、核心能力和持续竞争优势的获取等的不断探索推动了组织结构理论和绩效管理理论的发展。尤其是在21世纪超强竞争的知识经济时代,随着组织规模的不断扩大和组织结构的日益复杂,对复杂结构组织及其绩效管理的研究的需要尤为迫切。但就目前的管理理论研究来看,结合现代组织结构发展过程的新现象,对其绩效管理的研究较少;以系统科学的理论成果作为指导,来研究组织绩效管理系统的涌现机理及协同方法就更少了。基于此,本论文将组织结构理论和绩效管理理论相结合,以复杂结构组织及其绩效管理系统为研究对象,运用系统科学理论尤其是复杂性科学理论的研究成果,以系统分析、平台-集成、主-从优化等现代管理科学方法作为工具,对复杂结构组织绩效管理系统的涌现及协同进行了较深入的探索性研究。本论文主要工作和创新点如下:
(1)提出了复杂结构组织的概念,较系统地分析了复杂结构组织的内涵与特征,对其进行了分类研究,并对复杂结构组织绩效管理系统进行了系统分析,分析研究了复杂结构组织绩效管理的协同特点及其系统的协同作用机理,并提出了基于涌现的复杂结构组织绩效管理系统的协同思路。
(2)首先分析讨论了复杂结构组织绩效管理系统中的涌现;随后,基于复杂适应系统理论对复杂结构组织绩效管理系统进行了分析研究,并从受限生成过程和正反馈两个角度对复杂结构组织绩效管理系统的涌现机理进行了研究。
(3)在分析协同绩效管理内涵和涌现对协同绩效管理要求的基础上,提出了基于涌现的复杂结构组织绩效管理系统的主导逻辑;最后根据协同绩效管理的一般结构,设计了基于涌现的复杂结构组织绩效管理系统的协同框架。
(4)拓展了平台-集成思想的应用,在分析多维度组织绩效管理基本特征的基础上,对多维度组织协同绩效管理进行了研究;之后针对矩阵组织,在构建其协同绩效管理平台-集成框架和设计矩阵组织平衡记分卡的基础上,结合XX卫生院作了相应的应用研究。
(5)在分析多层次绩效管理的基本特征的基础上,提出了多层次组织绩效管理的主从优化框架,并据此建立了绩效计划的多层次激励模型,提出了绩效计划的层次激励策略;并对模型的求解方法进行了研究。
Theorists promoted the development of organizational structures theory and performance management theory by sustaining seeking after the realization of organizational strategies, the gain of corporation’s core competences and sustainable competitive advantages. Especially, in the time of knowledge economy with the character of hyper competition for the 21st century, it seems more imperative to study on the organizational structures and its performance management. However, the existing managerial theory shows that the research on performance management combined with the new phenomena of modern organizational structures is few, and there are fewer works on the emrgence machanism and the cooperation method for organizational performance management systems guided by the academic conclusion of systems science. Based on these existing situations, with the combination of organizational structures theory and performance management theory, for the research subjects of complex structural organization and its performance management systems, this thesis deeply probed into the emrgence machanism and the cooperation method for complex structural organization performance management systems (short for CPMS), by employing the research conclusion of systems science theory especially the complexity science and using some modern managerial tools such as systems analysis, platform-integeration, leader-follower optimization. The main work and innovations would be described as follows:
Firstly, presented the idea of complex structural organization, systematically analyzed the meaning, the characters, and the classification of complex structural organization; and also systematically analyzed the CPMS; and also analyzed and studied the character and the machanism of cooperation for CPMS, and brought forward the cooperation idea of CPMS, based on emergence.
Secondly, deeply analyzed or discussed the emergence phenomenon of CPMS; and studied the two fundamental effects: structural effect and scale effect; analyzed and studied the CPMS based on complex adaptive system; and studied the emergence mechanism of c CPMS from the view of constrained generated process and positive feedback.
Thirdly, by analyzing the meaning of coordinated performace management and the
(1)提出了复杂结构组织的概念,较系统地分析了复杂结构组织的内涵与特征,对其进行了分类研究,并对复杂结构组织绩效管理系统进行了系统分析,分析研究了复杂结构组织绩效管理的协同特点及其系统的协同作用机理,并提出了基于涌现的复杂结构组织绩效管理系统的协同思路。
(2)首先分析讨论了复杂结构组织绩效管理系统中的涌现;随后,基于复杂适应系统理论对复杂结构组织绩效管理系统进行了分析研究,并从受限生成过程和正反馈两个角度对复杂结构组织绩效管理系统的涌现机理进行了研究。
(3)在分析协同绩效管理内涵和涌现对协同绩效管理要求的基础上,提出了基于涌现的复杂结构组织绩效管理系统的主导逻辑;最后根据协同绩效管理的一般结构,设计了基于涌现的复杂结构组织绩效管理系统的协同框架。
(4)拓展了平台-集成思想的应用,在分析多维度组织绩效管理基本特征的基础上,对多维度组织协同绩效管理进行了研究;之后针对矩阵组织,在构建其协同绩效管理平台-集成框架和设计矩阵组织平衡记分卡的基础上,结合XX卫生院作了相应的应用研究。
(5)在分析多层次绩效管理的基本特征的基础上,提出了多层次组织绩效管理的主从优化框架,并据此建立了绩效计划的多层次激励模型,提出了绩效计划的层次激励策略;并对模型的求解方法进行了研究。
Theorists promoted the development of organizational structures theory and performance management theory by sustaining seeking after the realization of organizational strategies, the gain of corporation’s core competences and sustainable competitive advantages. Especially, in the time of knowledge economy with the character of hyper competition for the 21st century, it seems more imperative to study on the organizational structures and its performance management. However, the existing managerial theory shows that the research on performance management combined with the new phenomena of modern organizational structures is few, and there are fewer works on the emrgence machanism and the cooperation method for organizational performance management systems guided by the academic conclusion of systems science. Based on these existing situations, with the combination of organizational structures theory and performance management theory, for the research subjects of complex structural organization and its performance management systems, this thesis deeply probed into the emrgence machanism and the cooperation method for complex structural organization performance management systems (short for CPMS), by employing the research conclusion of systems science theory especially the complexity science and using some modern managerial tools such as systems analysis, platform-integeration, leader-follower optimization. The main work and innovations would be described as follows:
Firstly, presented the idea of complex structural organization, systematically analyzed the meaning, the characters, and the classification of complex structural organization; and also systematically analyzed the CPMS; and also analyzed and studied the character and the machanism of cooperation for CPMS, and brought forward the cooperation idea of CPMS, based on emergence.
Secondly, deeply analyzed or discussed the emergence phenomenon of CPMS; and studied the two fundamental effects: structural effect and scale effect; analyzed and studied the CPMS based on complex adaptive system; and studied the emergence mechanism of c CPMS from the view of constrained generated process and positive feedback.
Thirdly, by analyzing the meaning of coordinated performace management and the
引文
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