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传统组织行为理论认为组织冲突可以通过内部处理、社会规范调节和外部资源介入等方式得以解决,是“均势”条件下的应对策略。由于组织冲突中存在多均衡点、投机倾向以及合谋等问题,利用传统解决机制应对组织冲突问题会导致诸多负面效应,因而需要将非均势条件内化为解决组织冲突的“必备项”。把组织冲突问题从“均势”条件向“非均势”条件延伸,在“非均势”条件存在的情况下,组织冲突双方行为变化呈现非线性机制,在本文所讨论的理论框架中“均势”条件仅仅是一种“极端解”。鉴于此,控制与调节解决组织冲突的政策法律,同样需要扩展到非均势条件下组织冲突领域,并将其纳入到相关解决策略之中。
The traditional theory of organizational behavior that organizational conflicts can be resolved through internal handling, regulation of social norms and external resources involved, is the “balance of power ” under the conditions of coping strategies. Due to the existence of multiple equilibrium points, speculative tendencies and collusion in organizational conflicts, the use of traditional mechanisms to deal with organizational conflicts leads to many negative effects. Therefore, it is necessary to internalize non-equilibrium conditions into “necessary items” for resolving organizational conflicts. . The problem of organizational conflict extends from the condition of “balance ” to the “non-balance ”. Under the conditions of “non-balance of power ”, the behavior changes of the parties in the organization conflict show nonlinear mechanism. The “equilibrium” condition in the framework is just an “extreme solution.” In view of the above, the policies and laws that control and regulate organizational conflicts also need to be extended to the field of organizational conflicts under non-equilibrium conditions and incorporated into relevant solutions.