组织与环境的关系
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摘要
组织与环境的关系,是组织动态性、开放性和能动性的综合体现。组织与环境关系的发展促使了组织模式的转变。信息技术革命和高素质组织参与者对组织与环境的关系具有重要的影响。因此,弄清楚它们对组织与环境关系的具体影响过程,是了解组织模式演变的基础。
当今,组织所处的环境是不断快速变化的。本文以此为背景,从高素质组织参与者的行动为研究出发点,在包含了组织动态性、开放性和能动性的框架下,讨论了信息技术革命和高素质组织参与者对组织与环境关系带来的具体影响。
从组织动态性角度来看,信息技术革命和高素质组织参与者给组织与环境关系带来的影响主要包括:它们减少了组织在与环境互动过程中的官僚化倾向从而打破了环境的制度性约束;增强了组织对环境的控制能力,降低了环境和组织内部的不确定性从而解决了组织复杂化问题;维持了组织创新的持续性防止了组织僵化。为充分发挥上述作用,组织内部的管理方式逐渐由“计划”向以信息提供和资源支持为主的“协调”转变,以便能够满足信息技术革命和高素质组织参与者的需要,从而应对环境的不确定性。
从组织开放性角度来看,信息技术革命和高素质组织参与者给组织与环境关系带来的影响主要包括:信息技术革命促使了组织与环境相处过程中开放性的加强,它给组织既带来了资源,拓展了能力,也促使组织向更为复杂的形态发展;高素质组织参与者通常也是信息技术革命的运用者和推动者,他们具有主动运用信息技术革命带来的变化以实现自身目标的愿望和能力。在此过程中,组织的复杂性和开放性被进一步强化,相互加强,并且不可逆转;最终,组织目标向多元化转变。传统组织模式的结构无法在不破坏原有组织结构的前提条件下满足高素质组织参与者的需求,从而实现组织对信息处理能力的提高,以适应环境快速多变的复杂性。因此组织需要一个新模式来解决组织“目标多元化”与“组织一体化”之间的矛盾。
从组织能动性角度来看,信息技术革命和高素质组织参与者给组织与环境关系带来的影响主要包括:对环境监控的结果反应为信息并通过高素质组织参与者的认知和Ⅱ型学习进入组织内部:同时,高素质组织参与者也是组织增强获取资源能力的重要依赖对象。组织不能是一个僵化的结构,需要将环境纳入组织,为高素质组织参与者能力发挥提供充分空间,分权协商和容纳冲突的新模式十分关键。组织需要全方位的信息交流,具有易调整性和快速执行能力。上述影响透过组织能动性模型和组织能动性行动矩阵得以更为清晰地展示。
在总结了信息技术革命和高素质组织参与者在影响组织与环境关系的过程中对组织模式带来的新要求后,本文提出了项目邦联式组织模式。该组织模式的以项目为核心的邦联式运行特征有效地满足了上述要求。文章还就该模式的虚拟性、全面参与性和多级缓冲性的特点是如何进一步适应了前述要求也展开了探讨。通过将项目邦联式组织模式与“有机——适应型”组织模式进行比较,文章认为,环境和信息技术革命只是组织演变的诱因,来自于高素质组织参与者自我实现的愿望和努力才是组织模式演变的真正内在推动力。
本文在最后深度撰写并讨论了厦门观鸟会的案例。案例展示了以互联网为代表的信息技术革命和高素质的组织参与者们是如何在影响组织与环境关系的过程中,在鸟会内部逐渐确立起以项目为核心的组织运行模式,以及在这个过程中所面临的问题。该案例既可以看作是对前文理论的实践性检验,又可以被视为前文理论的部分思想源泉。
The relationship between organization and environments(O&Es) is dynamic, open and active.The development of such relationship makes the organization change the structure model which works effective in the past.If we want to know how this change evolves,we should know the processes how information technology (IT) revolution and high-ability(HA) organization partakers affect this relationship due to their importance.
This paper discusses the effect of the IT revolution and HA partakers on the relationship between the organization and environments which change fast and ceaselessly.All arguments are based on the HA partakers' actions and discussed from the dynamic,open and active perspective.
In a dynamic organization,IT revolution and HA partakers make the organization reduce the officialism,increase the control of environments.They resolve the organizational complexity by reducing the uncertainty within and outside such organization;avoid the rigid state by stimulating innovation."Plan" should be replaced by "Tune" which main function is information and resources providing.
While pursuing their goals,HA partakers which are the users and advocators of IT revolution make an open organization face more information and give lots of resources and capability to it.This process is irreversible which makes the organization open wider and become more complicated.In order to resolve the confliction between the plural goals with a single organization,we need a new organization model,because the traditional ones can not improve their capability so highly that they can deal with huge and important information without destructing themselves.
The organization became more active for IT revolution and HA partakers' working.The HA partakers keep surveilling the environments and introduce the results as information into the organization through the Learning Organization ModelⅡ.They are also the keys that elevate the organizational capabilities to find more potential resources and use them effectively.Given by a matrix model of an active organization's behavior,we analyze how HA partakers succeed in doing it with the help of IT.An omnidirectionally information communicated,easily adjusted,touch-and-go organization is important because only it can makes HA partakers exert themselves by supplying a negotiatory,tolerant and power dispersed organization culture.
This paper gives a new organization model which named "Projects' Confederacy Organization Model(PCOM)".We talk about how this model works and how it is satisfied to the change brought by IT revolution and HA partakers in the forming process of relationship between O&Es.We also discuss the characteristics of such model.It is dummy,staff participation,and like a buffer. By contrast with the "Organic-Adaptation Organization Model",we deem it is the ambitions and struggle of HA partakers making the organization model evolve. The pressure coming from the turbulent and uncertain environments and IT revolution is only the inducements.
In the last part of this article,the case about Xia Men Bird Watching Society (XMBWS) is introduced and analyzed.We can find how IT revolution and HA partakers affect the relationship between XMBWS and it's environments.We show the process of establishing PCOM and the problems within it step by step.
当今,组织所处的环境是不断快速变化的。本文以此为背景,从高素质组织参与者的行动为研究出发点,在包含了组织动态性、开放性和能动性的框架下,讨论了信息技术革命和高素质组织参与者对组织与环境关系带来的具体影响。
从组织动态性角度来看,信息技术革命和高素质组织参与者给组织与环境关系带来的影响主要包括:它们减少了组织在与环境互动过程中的官僚化倾向从而打破了环境的制度性约束;增强了组织对环境的控制能力,降低了环境和组织内部的不确定性从而解决了组织复杂化问题;维持了组织创新的持续性防止了组织僵化。为充分发挥上述作用,组织内部的管理方式逐渐由“计划”向以信息提供和资源支持为主的“协调”转变,以便能够满足信息技术革命和高素质组织参与者的需要,从而应对环境的不确定性。
从组织开放性角度来看,信息技术革命和高素质组织参与者给组织与环境关系带来的影响主要包括:信息技术革命促使了组织与环境相处过程中开放性的加强,它给组织既带来了资源,拓展了能力,也促使组织向更为复杂的形态发展;高素质组织参与者通常也是信息技术革命的运用者和推动者,他们具有主动运用信息技术革命带来的变化以实现自身目标的愿望和能力。在此过程中,组织的复杂性和开放性被进一步强化,相互加强,并且不可逆转;最终,组织目标向多元化转变。传统组织模式的结构无法在不破坏原有组织结构的前提条件下满足高素质组织参与者的需求,从而实现组织对信息处理能力的提高,以适应环境快速多变的复杂性。因此组织需要一个新模式来解决组织“目标多元化”与“组织一体化”之间的矛盾。
从组织能动性角度来看,信息技术革命和高素质组织参与者给组织与环境关系带来的影响主要包括:对环境监控的结果反应为信息并通过高素质组织参与者的认知和Ⅱ型学习进入组织内部:同时,高素质组织参与者也是组织增强获取资源能力的重要依赖对象。组织不能是一个僵化的结构,需要将环境纳入组织,为高素质组织参与者能力发挥提供充分空间,分权协商和容纳冲突的新模式十分关键。组织需要全方位的信息交流,具有易调整性和快速执行能力。上述影响透过组织能动性模型和组织能动性行动矩阵得以更为清晰地展示。
在总结了信息技术革命和高素质组织参与者在影响组织与环境关系的过程中对组织模式带来的新要求后,本文提出了项目邦联式组织模式。该组织模式的以项目为核心的邦联式运行特征有效地满足了上述要求。文章还就该模式的虚拟性、全面参与性和多级缓冲性的特点是如何进一步适应了前述要求也展开了探讨。通过将项目邦联式组织模式与“有机——适应型”组织模式进行比较,文章认为,环境和信息技术革命只是组织演变的诱因,来自于高素质组织参与者自我实现的愿望和努力才是组织模式演变的真正内在推动力。
本文在最后深度撰写并讨论了厦门观鸟会的案例。案例展示了以互联网为代表的信息技术革命和高素质的组织参与者们是如何在影响组织与环境关系的过程中,在鸟会内部逐渐确立起以项目为核心的组织运行模式,以及在这个过程中所面临的问题。该案例既可以看作是对前文理论的实践性检验,又可以被视为前文理论的部分思想源泉。
The relationship between organization and environments(O&Es) is dynamic, open and active.The development of such relationship makes the organization change the structure model which works effective in the past.If we want to know how this change evolves,we should know the processes how information technology (IT) revolution and high-ability(HA) organization partakers affect this relationship due to their importance.
This paper discusses the effect of the IT revolution and HA partakers on the relationship between the organization and environments which change fast and ceaselessly.All arguments are based on the HA partakers' actions and discussed from the dynamic,open and active perspective.
In a dynamic organization,IT revolution and HA partakers make the organization reduce the officialism,increase the control of environments.They resolve the organizational complexity by reducing the uncertainty within and outside such organization;avoid the rigid state by stimulating innovation."Plan" should be replaced by "Tune" which main function is information and resources providing.
While pursuing their goals,HA partakers which are the users and advocators of IT revolution make an open organization face more information and give lots of resources and capability to it.This process is irreversible which makes the organization open wider and become more complicated.In order to resolve the confliction between the plural goals with a single organization,we need a new organization model,because the traditional ones can not improve their capability so highly that they can deal with huge and important information without destructing themselves.
The organization became more active for IT revolution and HA partakers' working.The HA partakers keep surveilling the environments and introduce the results as information into the organization through the Learning Organization ModelⅡ.They are also the keys that elevate the organizational capabilities to find more potential resources and use them effectively.Given by a matrix model of an active organization's behavior,we analyze how HA partakers succeed in doing it with the help of IT.An omnidirectionally information communicated,easily adjusted,touch-and-go organization is important because only it can makes HA partakers exert themselves by supplying a negotiatory,tolerant and power dispersed organization culture.
This paper gives a new organization model which named "Projects' Confederacy Organization Model(PCOM)".We talk about how this model works and how it is satisfied to the change brought by IT revolution and HA partakers in the forming process of relationship between O&Es.We also discuss the characteristics of such model.It is dummy,staff participation,and like a buffer. By contrast with the "Organic-Adaptation Organization Model",we deem it is the ambitions and struggle of HA partakers making the organization model evolve. The pressure coming from the turbulent and uncertain environments and IT revolution is only the inducements.
In the last part of this article,the case about Xia Men Bird Watching Society (XMBWS) is introduced and analyzed.We can find how IT revolution and HA partakers affect the relationship between XMBWS and it's environments.We show the process of establishing PCOM and the problems within it step by step.
引文
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