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现已被我们消化的共识包括:互联网改变了一切,世界变得更平了,内部管理更趋向于“扁平化”等,但这似乎还不足以构成与传统管理哲学完全抗衡的新管理理论。“核心竞争力”首创者、商业管理大师加里·哈默正试图描述未来,不断提醒CEO注意正在发生的重大改变,并认为管理创新相对于技术创新、营运创新、产品创新而言,是最高层次的创新,但无疑也进化得最慢。“社区”是新的关键词,这将改变传统的自上而下的决策体系,比如丰田、Google,依托互联网成长起来的“e世代”或“数码世代”逐渐成为公司的新鲜血液,他们将无法顺服官僚主义的管理环境。仍有尖刻的人指出,哈默的“管理大未来”不过是“自组织理论”的衍生物和重新包装。关于这一点,可以说,英雄所见略同:也可以说,万变不离其宗。(侯燕俐)
The consensus that has now been digested by us includes: the internet has changed everything, the world has become more flat, internal management has tended to be “flat”, and so on, but this does not seem to be enough to constitute a new management that is completely counterbalanced to traditional management philosophy theory. Gary Hammer, the creator of “Core Competencies” and business management guru, is trying to describe the future and constantly reminds the CEO of the major changes that are taking place and believes that management innovation is, relative to technological innovation, operational innovation, product innovation, The highest level of innovation, but no doubt also evolved slowly. “Community ” is the new keyword, which will change the traditional top-down decision-making system, such as Toyota, Google, grew by the Internet “e generation ” or “digital generation ” gradually become a company The fresh blood, they will not be able to submit to the bureaucratic management environment. Still, sharp people point out that Hammer’s “managing the big future” is but a derivative of “self-organizing theory” and repackaging. On this point, it can be said that the hero’s allegiance: It can be said that the same. (Hou Yanli)