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论文编号：	4360
作者编号：	2120102366
上传时间：	2012/6/7 14:31:35
中文题目：	中国企业知识型员工自我管理团队建设研究
英文题目：	The Research on the Building of the Self-Managed Teams of Knowledge Workers in Chinese enterprises
指导老师：	李新建
中文关键字：	中国企业，知识型员工，自我管理团队
英文关键字：	Chinese Enterprises, Knowledge Workers, Self-Managed Teams
中文摘要：	21世纪，知识信息与科学技术在全球范围内蓬勃发展，推动人类社会全面进入知识经济时代。这一时代特征集中表现为知识成为核心生产要素，对于企业生存发展乃至社会进步发挥着至关重要的作用。其重要性促使企业更加关注知识的获取、创新、应用和管理；协作创造的脑力劳动成为主要工作形式；知识型员工作为知识的承载者和拥有者，成为企业管理的主体，推动管理变革势在必行。知识经济时代的企业管理变革强调灵活柔性、快速反应与沟通协作，推动企业寻求新型适用的管理模式，以实现知识型员工的有效管理。在团队这一新的工作组织形式受到企业实践的普遍认可与广泛推行的基础上，随着自我管理日渐成为主流管理思想，自我管理团队应运而生。这不仅成为管理学研究领域的热点话题，更是企业管理实践亟待发展的重要模式。伴随中国知识经济的深入发展和企业国际化水平的日益提升，自我管理团队作为增强企业核心竞争力的有效管理模式，备受关注并逐步兴起。本文结合中国企业现实情况，进行知识型员工自我管理团队建设研究。旨在丰富深化自我管理团队领域的研究内容，补充完善理论分析体系的基础上，进行本土化研究，发现实践效果与存在问题，提出解决方案，为企业管理提供强大的理论支持与切实可行的指导措施，有着重要的理论与实践意义。本文的整体研究思路如下：首先，基于已有研究，系统梳理自我管理团队的实践演变，深入挖掘其理论基础，并在机理分析的基础上构建自我管理团队的理论模型，提出自我管理团队运行的完整体系，即组织、团队、员工三个层面的影响因素，通过组织授权、协和控制、自我管理与员工激励四个方面的团队建设过程，最终在团队与个人两个方面发挥作用；之后，结合中国企业情境进行现实思考，从组织外部内部两个角度分析建设知识型员工自我管理团队的基础动因，以及外部环境、企业特征与员工个体三个方面的前提条件；然后，选取联想集团进行案例研究，总结运行模式、验证实践效果并发现存在问题，据此提炼出知识型员工自我管理团队建设的关键影响因素；最后，结合案例分析结果提出指导实践的总体框架与具体措施，为企业管理提供支持与借鉴。
英文摘要：	In the 21st century, knowledge and information as well as science and technology have been flourishing worldwide, promoting the human society fully into the era of knowledge economy. The characteristics of this era concentrated on that the knowledge has become the core factor of production, which has played a crucial and decisive role for the survival and development of enterprises and even the progress of society. Due to the importance of knowledge, enterprises have to pay more attention to its acquisition, innovation, application and management; the mental work by collaboration and creation has been the main form of work; as the bearer of knowledge, knowledge workers have become the core subject of management. All these have been making the changes of management to be imperative. The changes of the era of knowledge economy emphasize on the flexible organizational structure, rapid response as well as communication and collaboration, which make the enterprises have to seek for the new and suitable management models to achieve the effective management of knowledge workers. Base on the widely adaption and implementation of the new form of teams in more and more enterprises, accompanied by self-management is becoming the mainstream of management concepts, the self-managed teams came into being. This has not only become a hot topic for the field of management studies, but also an important model of management practices yet to be developed. With respect to the in-depth development of knowledge economy and the improvement of the internationalization level in China, self-managed teams as one of the effective management models to enhance the core competitiveness of enterprise have received more concern and gradual rise. Therefore, with the reality of the Chinese enterprises, this paper researches on the building of self-managed teams of knowledge workers. On the base of enriching and deepening the content of the research in the field of self-managed teams, it makes the Chinese localization research to find practical effect and extant problems, which will not only supplement and perfect the system of theoretical research, but also to provide a strong theoretical support and practice guidance for the enterprises management, which has important theoretical and practical significance. The overall research idea of this paper is that: firstly analyze the practice of self-managed teams evolution systematically, dig its theoretical basis, and make mechanism analysis, to build the theoretical model of self-managed teams on the basis of previous research; Secondly, in the view of Chinese enterprises situational reality of thinking, analyze the motivation and prerequisite of the construction of the self-managed teams of knowledge workers; Then select Lenovo Group as the subject of case study to summarize the operation model, verify the practical effect and find running problems, based on which to extract the key factors of the self-managed teams of knowledge workers building; Finally, combined with the result of case analysis, raise the overall framework and specific measures to guide practice, providing the support and accordance for the enterprise management.
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