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对于企业战略变革类型的正确分析,有助于顺利地进行变革,本文从战略变革的演变态势和领导变革主体的行为方式将企业战略变革的类型分别划分为渐进式变革、激进式变革、混合式变革和强制式变革、理性或自利式变革、教育或交流式变革,希望这些类型的区分能够为领导者选择正确的变革模式提供一定的依据与指导。 相似文献
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企业变革下的企业文化管理 总被引:1,自引:1,他引:0
笔者针对企业变革中存在的成功率不高,员工抵制等问题的原因进行分析,通过对企业变革类型的研究,认为企业变革中存在文化变革与行为变革这两个相互影响的方面,企业文化变革存在于企业变革的始终,并对企业变革成败起到关键作用。在此基础上分析了企业文化建设在企业变革各阶段的特点和实施要点,力图通过企业文化建设促进企业变革的顺利进行。 相似文献
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企业的成功越来越依托于企业文化的建设,随 着信息、技术、环境的变化,企业要持续发展,企业文化 也 要跟得上时代的步伐,每一个企业都要时时关 注外部环境的变化,一旦现有文化不适应外部秘:境就要考虑变革企业文化:本文分析 了变革的动力;阻力及并提出对策进而使企业自身与环境相协调,赢得生存空间。 相似文献
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本文从企业文化的概念出发,阐述了企业文化与ERP的关系,论述了企业文化变革在ERP实施与应用的重要性,提出构建与ERP系统相适应的企业文化的措施。 相似文献
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对企业文化的研究,大多是从企业管理而不是从质量视角出发。能否把企业文化作为一种产品,把企业文化变革作为产品质量进行管理? 相似文献
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一个企业,很多因素可以促成成功,有些因素带有偶然和幸运的色彩,有些因素只能是短期因素而不能持久。但无论如何成功的企业都会面临一个无法摆脱的问题:如何保持并放大成功?如何维系企业健康持续的生命?面对同样的课题,不同的企业选择了不同的解决路径——战略重组、经营转型、组织变革、领导更换、人力资源开发、流程再造、质量管理……但是,在变革这些方面时,总感到有一种无形的东西在牵引变革方向,影响变革效率。 相似文献
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The implementation of the Sarbanes-Oxley Act in the United States and the German Law of transparency and disclosure (TransPuG) lead to a claim for more disclosure of information with the goal of a “naked corporation” such that all information is available to the (potential) investors. In this article we pick up this debate and present arguments that the “naked corporation” does not offer an efficient degree of disclosure, as we have to distinguish between more and better information. Concerning the latter the new regulations are critical. Cognitive limitations and bounded rationality highlight the risk of information overload. Asymmetric information illustrates that self induced disclosure can do better than a mandatory one. Therefore the legislator should not be asked for specific informational contents but for regulations on the way of information provision.JEL Codes: K22, G34, D82 相似文献
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This paper appraises and evaluates more than three decades of empirical research on strategic change. Strategic change research has traditionally built on either the deterministic view or the voluntaristic view – two opposing perspectives with fundamentally different assumptions about the influence of managers on the fortunes of organizations. In addition, a dialectical view on strategic change, which aims to bridge the two traditional views, has emerged. Despite the richness and value of research within these three perspectives, the continued accumulation of isolated and idiosyncratic insights adds little to the understanding of strategic change. In this paper, therefore, the authors assess, contrast and integrate research across the three perspectives in order to foster one cumulative body of knowledge about strategic change and to provide guidance for future research. Based on an analysis of 119 studies published in the leading academic journals in the fields of strategy and management, they consolidate existing knowledge and identify shortcomings in the cumulative body of research. On the basis of this assessment concerning prior research foci, study designs and assumptions, the authors propose four pathways for future research across the three perspectives that they believe can help foster full understanding of strategic change: (1) examinations of different types, processes and outcomes of strategic change; (2) expansion of the scope of actors considered in relation to strategic change; (3) exploration of the non‐linear nature of strategic change; and (4) investigations of strategic change conundrums. 相似文献
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基于技术变化周期的企业能力重置机制选择研究 总被引:3,自引:1,他引:2
本文基于全球技术快速变化的实践背景,以生命周期理论与组织能力理论为依据,以技术生命周期和技术变化特征为轴线,构建出企业应对技术变化的能力重置机制连续带,提出企业能力重置机制的五种选择;依据技术演化的不同发展阶段呈现出的技术变化特征进一步扩展了能力变革机制,并辅以实例佐证,以期诠释技术变化在不同发展阶段上对企业造成的影响,为企业选择最佳的能力重置模式进而获取竞争优势给出指导建议。 相似文献
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德鲁克论21世纪管理的挑战——变革领导者 总被引:1,自引:0,他引:1
我们无法驾驭变革,只能走在变革的前面。彼得·德鲁克提出在21世纪管理最大的挑战之一是使组织成为变革的领导者。在这里,他作了五个方面的论述:(1)变革的政策;(2)创造变革;(3)引航;(4)变革与连续性的平衡;(5)赢得未来。《21世纪管理挑战》一书中对变革领导者的这些要求,实质上是他对创新管理的全面论述,这无疑是德鲁克管理思想的精髓,对我国的创新管理具有一定的借鉴意义。 相似文献
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企业文化提升创新能力研究 总被引:1,自引:0,他引:1
理论与实践证明,企业文化的作用已经越来越重要,甚至有学者提出21世纪的企业管理是文化管理的世纪;而随着竞争的日趋激烈,创新能力已经超越其他能力成为企业生存与发展最为重要的能力.本文通过文献综述与案例研究的方法,揭示了企业文化提升企业创新能力的激励机制和协调机制,并对包括企业家推动、战略引导、组织保障、制度强化等企业文化提升创新能力的保障机制做了初步的探究. 相似文献
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The practice of restorative justice in schools has the capacity to build social and human capital through challenging students
in the context of social and emotional learning. While restorative justice was originally introduced to schools to address
serious incidents of misconduct and harmful behavior, the potential this philosophy offers is much greater. The conviction
is that the key challenge for schools is addressing the culture change required to make the shift from traditional discipline,
driven by punitive (or rewards based) external motivators, to restorative discipline, driven by relational motivators that
seeks to empower individuals and their communities. 相似文献
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