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论文编号：	3499
作者编号：	1120050731
上传时间：	2011/6/16 11:43:27
中文题目：	企业管理团队道和文化模式研究——价值导向视角下的企业内耗分析及治理研究
英文题目：	Research on Super-value Culture Model of Enterprise Management Team--Analysis and Governance of Enterprise Internal Friction with Value-orientation
指导老师：	齐善鸿
中文关键字：	价值导向；内耗；企业内耗；道和文化模式
英文关键字：	value-orientation；internal friction；enterprise internal friction；super-value culture model
中文摘要：	企业是人类社会中具有特定经济功能的系统组织，但运转过程中其系统资源并未全部指向组织系统功能的实现，人们将这些没有实现组织功能，白白消耗组织内部资源的现象称为“内耗”。内耗是企业中普遍存在的现象，严重危害企业的运转甚至生存。 目前的内耗研究在以下两个方面还存在明显不足：一是关于不同类型内耗现象的主题研究很多，但缺乏对内耗整体的性质、发展规律、治理对策等的研究；二是现有关于内耗的研究深度不足，多侧重于“内耗”本身，未能将其置于企业系统、社会系统的背景之中综合研究。 本文在现有内耗研究的基础上，对以下三个方面进行了较为深入的研究，（1）对形式繁多的企业内耗外在表象之下其共有的内在实质进行了深入探讨；（2）对纷繁复杂的内耗现象、外部表征及其对企业的影响进行了深入探讨；（3）根据对内耗产生与作用机制的剖析探讨内耗治理的原则，并提出企业管理团队道和文化模式的内耗治理策略。 本文的主要成果及创新之处在于： 1.以价值导向为视角，综合系统论、协同论、信息论、控制论，建立了企业内耗方面的较为完整的理论框架，对企业价值导向系统及其内在结构进行探索。通过系统角度对内耗的一般定义提出企业内耗的定义：企业内耗包括主观内耗与客观内耗。主观内耗是指企业成员明知自身行为可能偏离或损害组织目标（系统期望功能），但依然实施或期望实施该行为的过程；客观内耗是企业成员无损害组织目标的主观意图，但因主观认识水平的有限性导致组织目标受损的结果。从内耗参与方的主观意识、系统结构、对抗性程度等多个不同角度对各种内耗现象进行系统梳理和归类，在此基础上，提出企业内耗的四项性质：普遍存在性、扩散传播性、损失放大性、长期持续性。在关于企业内耗对企业的影响的分析中，从系统角度指出内耗会对企业造成资源损失、信息不对称、变革阻碍、扭曲组织结构与运行机制、侵蚀企业文化、企业功能丧失等自微观至宏观的一系列消极影响，而且破除人们对内耗必然是消极的传统观念，从以低内耗手段规避高内耗、蕴含企业未来新稳态两个方面探讨了内耗能够对企业产生的积极影响。 2.深入探讨内耗的产生及作用机制，提出较强理论依托的内耗治理策略。对客观内耗与主观内耗的各自过程及彼此的相互作用进行了剖析。分析了内耗的产生机制，指出主体认识与实践的主观性和有限性引发客观内耗，而企业不同主体间的价值导向差异是主观内耗的主要产生机制，并对引发企业内耗的权变因素进行探讨。从管理价值链、管理系统链、权威价值链的角度深入剖析了内耗在企业中的作用过程。指出企业管理团队作为内耗治理的关键主体，是企业能否切实有效地治理内耗的关键，因此，企业应以价值导向体系建设为核心，通过建立“企业管理团队道和文化模式”有效治理内耗。管理方式中的“权威-道和倾向”与企业内耗存在强烈相关，即道和倾向越强，企业内耗越少，这为内耗治理提供了一个积极的参照：建立具有道和文化模式的组织可以具备更低的内耗。 3.发展了现有价值导向匹配研究方法，提出对企业内耗更具解释力的“价值导向满足度”指标。员工、组织各自的价值导向相容度、满足度基本都与内耗存在负相关，价值导向满足度比相容度对内耗具有更强的解释力。员工-组织价值导向满足度匹配是较相容度匹配更为理想的与内耗相关的指标。组织价值导向相容度、满足度都较员工价值导向相容度、满足度与企业内耗具有更强的负相关关系，这可能意味着内耗治理更应侧重于对组织价值导向的满足。员工与组织的“价值导向超容度”与企业内耗之间无显著相关，这说明不论对组织还是员工个体而言，超越满足度临界点的“超容区间”虽然能带来满足度的相容安全区间，但并不能带来更多的效用，对内耗而言，超容度区间内的更高的相容度无助于内耗的进一步消除。
英文摘要：	Enterprise is the system organization with specific economic function in human society. Its system resource, while running, has not been completely applied to realize the system function. And the phenomenon that the wasted system resource does not achieve the system function is called ‘internal friction’. Internal friction is ubiquitous and serious harm to the operation and survival of enterprise. There exist two deficiencies in the current research on internal friction. First, most of the research is on the different type of the internal friction, but lack of the general properties, development and governance of the internal friction. Second, the current research is short of depth. These researches focus on internal friction itself rather than internal friction under the comprehensive background of enterprise system and society system. This dissertation, based on the current research on internal friction, extensively and intensively studies the three aspects as following. （1）The dissertation expounds on the substance under the representation of varieties of enterprise internal friction. （2）The dissertation expounds the varieties of enterprise internal friction, surface features and their affection to enterprise. （3）It probes the governance principle of enterprise internal friction according to the analysis on the mechanism of producing and action of internal friction and puts forward the governance of enterprise internal friction--super-value culture model. The main achievement and innovation of this dissertation is, 1. With value-orientation, setting up the relatively complete theory on internal friction of enterprise by synthesizing system theory, synergetic, information theory, and control theory; exploring the system of value-orientation and its inner construction. According to the definition of internal friction from system science the definition of enterprise internal friction is put forward: the enterprise internal friction includes subjective internal friction and objective internal friction. The phenomenon that although the members of enterprise are certain that their behavior would deviate from or be harm to the organizational subject (expect function of system) they still carry out them or hope to do so. The objective internal friction refers to that the members of enterprise does not intend to harm the organizational subject, but their limitation of understanding level leads to harm to the subject. The internal friction is classified according to the subjective consciousness, system structure and confrontational degree, and four characters of enterprise internal friction are put forward--universality, diffusivity, loss amplification and sustainability. Analyzing the effect of internal friction to enterprise, the author, from system science, points out , from micro to macro, a series of negative affection--resources loss, information asymmetry, change hider, distorted organizational structure and operating mechanism, erosion enterprise culture and losing function of enterprise etc.. At the same time, the author breaks the traditional idea that internal friction must be negative, explores the positive effect of the internal friction in two aspects--avoiding high internal friction by low internal friction and internal friction containing the new steady-state of enterprise. 2. Intensively probing in the mechanism of producing and action of internal friction; putting forward the governance strategy to internal friction according to the mentioned related theory. It analyses the different procedure between subjective internal friction and objective internal friction and the interaction between them. It analyzes the generation of the internal friction. The author points out that the subjectivity and limitation of the understanding and practice from subject leads to objective internal friction, and the differentiation of value-orientation among the subject of enterprise is the key factor. The mentioned above triggers the discussion on the contingency factors initiating internal friction of enterprise. At last, this paper intensively analyzes the action procedure of enterprise internal friction from the point of the chain of managerial value, the chain of managerial system and the chain of authority value. The author points out as essential main body, Enterprise Management Team is the key factor to effectively and practically govern the internal friction. So enterprise should build super-value culture model in enterprise management team to effectively govern the internal friction by the core of installing the system of value-orientation. The trend of Authority-Super-value in management type is strongly related to internal friction. The more the trend of Super-value is， the little the enterprise internal friction is. This offers a active model for governance of enterprise internal friction— the organization with the model of Super-value suffers little internal friction. 3. Develop the current research method on matching value-orientation; propose the index on satisfaction degree of value-orientation which owns more explanatory to enterprise internal friction. The tolerance degree with value-orientation and the degree of satisfaction from both personnel and organization are inversely related to internal friction, and the tolerance degree owns more explanatory power for internal friction than the degree of satisfaction. To personnel and organization, matching the degree of satisfaction is a more ideal target than matching tolerance degree. This target is related to internal friction. The tolerance degree with value-orientation and the degree of satisfaction from organization are more inversely related to internal friction than that from personnel does, which might means that we, in order to manage internal friction, should focus on satisfying the value-orientation of organization. There is no significant correlation with the super tolerance degree with value-orientation from personnel and organization. This means the region of super tolerance degree which surpasses the critical point of the degree of satisfaction could guarantee the safety region of tolerance degree of satisfaction, but this region of super tolerance degree has no much more effect. In other way, the much higher tolerance degree in the region of super tolerance has on effect on eliminating more internal friction.
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