基于知识的组织结构模型

本文在分析企业组织结构发展历程的基础上,深入研究了知识与组织之间的内在联系,提出了一种基于知识并面向任务的三维立体组织结构,以智能化的模型分析方法为现代制造企业经营业务过程分析与企业重组提供先进的组织管理模式,对提高企业组织系统的核心竞争能力将发挥积极的促进作用。     

影响物流组织结构的权变因素分析

物流组织结构在一定程度上反映了企业计划、组织和控制物流活动的指导思想,决定了企业物流活动的具体运作方式,这种运作方式对企业的物流绩效会产生直接的影响.根据权变理论,在企业管理实践中,并不存在一成不变的、普遍适用的组织结构,企业需要根据自身所处环境选择"合适的"物流组织结构.该文从组织外部环境和内部环境两个方面分析了对物流组织结构产生影响的权变因素及其具体影响.     

白酒企业道光廿五组织结构探析

本文研究了白酒企业组织结构设计的主要思路,组织结构设计的影响因素,各种组织结构在应用中进行比较分析,针对主人翁道光廿五现阶段的组织结构设立情况,组织结构本身缺陷和道光廿五现阶段面临的问题分析,最后,以企业和个人为出发点,提出一些个人建议,望能为道光廿五成功的转型带来些许方便。     

知识与规则标度的组织结构、个体行为与企业绩效

用知识与规则标度的企业组织结构,考察了不同知识能力与规则密度下组织结构的形态,从价值性与适应性2个维度对个体行为展开分析,构建了组织结构对个体行为与企业绩效的影响模型并展开实证研究。研究表明,建设智慧型组织对于优化个体行为、提升企业绩效有重要意义。     

项目化企业的组织结构选择

本文分别介绍了项目型组织和非项目型组织的产生背景及特点,分析了传统的组织结构对非项目驱动型企业和项目驱动型企业的阻碍,指出采用项目管理的企业应将传统的等级制组织变革为项目化组织,并且根据企业自身的情况来选择各自的项目化组织形式。文章继续介绍和阐述了几种项目化结构,提出“没有正确与错误的项目化结构之分,只有适合和不适合之分”,为了企业长远的发展,企业应该选择合适自己的项目化结构。     

移动互联网企业的扁平化组织结构浅议

本文通过对扁平化组织结构对移动互联网企业的分析及影响,表明了以知识型员工为主体的移动互联网企业应建立起符合移动互联网时代特征的扁平化组织结构,以增强企业的综合竞争力。     

创业期组织文化结构对创业团队结构的顺应与控制

组织文化结构对企业发展尤为重要。创业期企业为了尽可能获取创业资源,会出现外部利益相关者多样化、内部员工多元性的状态,导致企业处于一种多文化交融氛围之中;多文化交融使企业面临组织文化结构“一致性”与“平衡性”的选择难题,哪类组织文化结构更能促进创业绩效值得探讨。文章首先基于权变视角研究了组织文化平衡结构与创业团队异质性结构的交互作用对创业绩效的影响,然后分析了四种组织文化类型与四种团队异质性结构之间的匹配关系。通过143家企业514份数据的实证分析发现：合意的组织文化结构既要顺应创业团队结构的客观特征,更应控制该企业创业团队结构所具有的负面效应。对于高社会、高功能异质性的创业团队,应倡导秩序型和动力型组织文化;对于高社会、低功能异质性的创业团队,应倡导效率型、和谐型文化为主的组织文化;对于低社会、高功能异质性的创业团队应倡导效率型为主的组织文化;对于低社会、低功能异质性的创业团队应倡导动力型为主的组织文化。     

事业部制在邮政企业专业化经营中应用探讨

在分析邮政企业现行内部管理体制存在问题的基础上,提出了将事业部制这种企业组织结构用于邮政企业的专业化经营,并分析了事业部制在专业化经营中应用的适应性和组织措施.     

国际企业组织结构变革对中国企业的启示——以松下公司为例

随着竞争的加剧,当今企业为了适应外在环境的变化,其组织结构也随之发生了巨大的变化。本文以松下公司为例,通过分析其组织结构的变革重组,从而导出现代国际企业组织变革的趋势和发展方向,希望能对我国企业的组织结构调整有所借鉴意义。     

新时代下中小企业的组织结构优化研究——以ZK医院为例

我国现在经济飞速发展,互联网医疗行业迅速崛起,对传统医疗行业提出了更高的要求。在激烈的竞争环境中,企业要想得到持续发展,必须使企业的组织结构适配于当今瞬息万变的竞争环境。以ZK医院为研究对象,对ZK医院的组织结构状况进行研究,分析ZK医院在组织结构中存在的问题,提出相应的解决方案,促进企业的组织结构完善,让组织结构能发挥其应有的作用,能适配于ZK医院的发展,并可以对外部环境的变化迅速响应。     

Unitary, Divisional, And Matrix Forms As Political Governance Systems

In this study I reassess a set of fundamental organization forms (unitary, divisional, and matrix) as agenda-setting and political governance systems. My method of analysis is based on how political scientists study agendas in committees. Specifically, I first recount that moving from a functional (unitary) to a product-line (divisional) structure increases the types of conflict referred from lower to higher levels of the hierarchy, but does not increase the amount of conflict referred. I then show that moving from a product-line to a matrix structure increases the amount and the types of conflict referred to higher levels of the hierarchy; that it is possible in matrix forms that no conflict is resolved at the lowest levels of the hierarchy; and, that accountability is reduced for those who are able to refer conflict. The study reveals implications for matrix forms that derive from this view of organizations as agenda-setting and political governance systems. This analysis fits with the recent history of matrix forms in a variety of organizations.     

核心资源与企业孵化器的创新

企业孵化器作为辅助新创企业进行创新活动的组织,新创企业在企业孵化器内寻求其潜在才能的最大化。通过对企业孵化器的核心资源的研究,探讨企业孵化的绩效。不同的企业有不同的发展重点,主要取决于其孵化器的优势资源。     

An Approach for Optimal Allocation of Safety Resources: Using the Knapsack Problem to Take Aggregated Cost‐Efficient Preventive Measures

On the basis of the combination of the well‐known knapsack problem and a widely used risk management technique in organizations (that is, the risk matrix), an approach was developed to carry out a cost‐benefits analysis to efficiently take prevention investment decisions. Using the knapsack problem as a model and combining it with a well‐known technique to solve this problem, bundles of prevention measures are prioritized based on their costs and benefits within a predefined prevention budget. Those bundles showing the highest efficiencies, and within a given budget, are identified from a wide variety of possible alternatives. Hence, the approach allows for an optimal allocation of safety resources, does not require any highly specialized information, and can therefore easily be applied by any organization using the risk matrix as a risk ranking tool.     

MATHEMATICAL FORMULATION OF THE TASK SEGREGATION PROBLEM IN INTERNAL CONTROL SYSTEM DESIGN*

Segregation of tasks is an important factor in the determination of internal control system reliability. In assigning tasks within an organization, the impact on internal control system reliability must be considered. This paper uses reliability modeling as the basis of a method for formulating the design problem. Formulation of the problem in this manner facilitates development of a knowledge base for auditors' judgments and the use of such knowledge in the design problem. It is demonstrated that under certain conditions the problem can be solved easily. This is useful not only in task assignment but also in manpower decisions. New concepts such as reliability degradation and a task combination matrix are introduced in developing the formulation.     

Structuring Work Distribution for Global Product Development Organizations

This study describes (through an application) a novel approach toward organizing work distribution across globally distributed design and development centers of a product development (PD) organization. While there exist several studies (and modeling applications) for work distribution and allocation for manufacturing and supply chain networks, those related to product development organizations are limited to qualitative suggestions such as offshoring of modular tasks. However, most PD efforts are characterized by significant complexity in information sharing and information dependency among PD tasks (represented by coupling in the system architecture of the firm), thus preventing the identification of modular tasks. Also, redesigning the architecture to introduce modularity has associated risks of costs and product integrity. We demonstrate a methodology to organize work distribution globally in an industrial setting, utilizing the design structure matrix to quantify the system architecture of the firm. Our optimization results show significant cost savings through a restructured PD organization. On analysis of the results, we make two significant observations: (a) while offshoring based on modularity is generally appropriate, it is not the whole answer, as there exists a trade‐off between the efficiency of performing specific PD tasks at the offshore location and the modularity of the task; and (b) firms should successively increase work allocation to the offshore location, benefiting from capability improvements through learning effects.     

基于不同组织形态的绩效评估模式研究

任何组织都会经历一个演变过程,从一个传统型组织向学习型组织、发展型组织、创新型组织转变。在不同的组织发展态势(传统型组织、学习型组织、发展型组织、创新型组织)下,员工绩效评估的内容和绩效维度都将发生变化。本文回顾了组织发展与绩效的基本理论后,重新厘定了绩效评估的界线,论证了基于组织发展的绩效评估重点,进而从组织发展对绩效评估的影响方面论述了组织-绩效评估的影响机制。     

Knowledge management based collaboration moderator services to support SMEs in virtual organizations

Abstract

Collaboration Moderator Services (CMS) are discussed as a Knowledge management service for SMEs operating in a virtual organization (VO). In this research, a CMS supports the pre-creation stage of a VO by quickly identifying potential business opportunities and collaborative partners. Text mining techniques are used to analyze calls for tender documents based on the competencies and areas of interest stored in the shared information about companies in a collaboration pool. A case study of UK-based SMEs demonstrates the application of text mining as a knowledge discovery tool, supporting SMEs at the pre-creation stage of a VO. Results show that text mining can be used to (1) identify possible business opportunities for SMEs in the collaborative network (2) Indicate potential collaborations between pairs of SMEs using link analysis and (3) Raise awareness of business opportunities and possible SME partners for multi-enterprise collaborations using a dimensional matrix.     

Knowledge Building: Developing Employees Through Education

Is it enough for an organization to develop the total individual? Beyond technical expertise and skills necessary to perform jobs, employees who are encouraged to learn are more willing and able to meet the needs, goals, and objectives of the organization. These employees who are will-rounded transition what they have learned into the workings of the organization and for the sake of the growth and development of the organization. Allowing employees to learn, organizations create a workforce capable of applying all the benefits of learning to the growth of the organization. Whether a corporation develops its own university, creates an alliance with traditional educational institutions or creates a virtual university, it gives the employees the opportunity to learn and develop. As Peter Drucker said in a 1994 interview, the growth industry of the future is the education of adults. The education and the development of executives and the workforce are a new commodity and organizations that support education will be placed at a distinct competitive advantage over organizations that do not. Imagine a workplace filled with employees who have realized self-satisfaction, employees who can of gather information, analyze information and make decisions. Imagine a learning organization consisting of employees with greater understanding of corporate politics, employees who are motivated and employees who are persistent in pursuing goals. Is it worth the expense to increase employees' knowledge through education? Is it worth the expense to develop employees to increase productivity and obtain financial goals for the shareholders and stakeholders? I think any organization not willing to invest in an employees' education is an organization that is `running a fever' and an organization that may have difficulties competing globally in the next millennium.     

网络组织风险传导的动态演化路径研究

网络组织是一个对风险高度敏感的交叉复杂系统,一方面风险具有客观必然性,另一方面风险极易在网络组织内部传导,各种风险在内外力的交互作用下会迅速扩张,因而风险传导机理如何、其动态演化路径如何等就成为能否实现协同效应的关键。本文基于网络组织风险传导具有路径依赖性的特征,利用泛函分析从时间维度推演风险传导的动态演化过程,构建网络组织风险传导路径模型,并运用具有典型网络组织特征的企业集团网络数值算例进行验证,为更好地控制风险、探寻疏通渠道、实现资源的有效配置提供新的洞察。     

Validating cultural discrepancy: A case study

A total of 172 employees rated 15 cultural values; first as theyactually were manifested within the organization and secondly how theyshould be manifested. Differences between these ratings formed their Culture Discrepancy Scores. A discriminant analysis showed that for permanent employees, intent to stay on with the organization could be predicted from their Culture Discrepancy Scores. Correlational analyses indicated that for permanent employees, higher Culture Discrepancy Scores were predictive of: 1) rating the organization as a worse place to work, 2) being less likely to choose to work for the organization again, and 3) rating stress levels as unhealthy. For seasonal employees, higher Culture Discrepancy Scores were predictive of: 1) rating the organization as a worse place to work, 2) taking less pride in working for the organization, 3) rating the organization as less competitive in the industry, and 4) rating stress levels as unhealthy.