通过团队自省促进制造业的6S管理的组织干预研究

中国制造业以往一直以低廉的人力成本占有优势.然而随着人口老龄化加剧,新生代进入工厂使得成本逐渐提高,此优势已逐渐消失,未来中国制造业的出路在于品牌和质量.6S管理作为一种建立标准化的工艺流程并以此提升流水线的生产品质的现场管理方法无疑是提升中国“质”造的关键.但目前能够有效推行6S管理的企业并不多,其主要原因是管理层缺乏重视,认为企业基层生产团队的工作是高度流程化和重复性的,没有通过对于日常工作的反思对6S管理进行改善.因此本研究在制造业团队中实施团队自省的组织干预,并通过定性分析的方法考察了其对6S管理的效用,进而改善生产质量.6S的特点是着眼于细节,并持续关注和改善.而团队自省是通过对工作目标(质量和产量)和工作过程进行回顾,进而找到改善的方法,并进行小量和循序渐进的改善,这个与6S现场管理的目标是一致的.本研究通过团队自省引导团队成员关注和重视6S的持续改善,并进一步讨论了如何通过团队自省促进6S的现场管理以及6S管理在中国制造业背景中的内涵,最终实现向中国“质”造的转型.     

反身性理论对物流企业安全管理的启示

运用社会理论-反身性理论来构建动态的安全反身性思考模式.基于该模式,从行为活动的特性和风险感知能力两方面分析了可能诱发安全生产风险的主要影响因素,并指出了安全反身性思考在物流企业安全管理实践中存在的局限性,以及对当前物流企业安全文化建设过程中的作用机制,为现代物流企业安全管理提供了一个新的理念视角.     

反身性理论对物流企业安全管理的启示

运用社会理论—反身性理论来构建动态的安全反身性思考模式。基于该模式,从行为活动的特性和风险感知能力两方面分析了可能诱发安全生产风险的主要影响因素,并指出了安全反身性思考在物流企业安全管理实践中存在的局限性,以及对当前物流企业安全文化建设过程中的作用机制,为现代物流企业安全管理提供了一个新的理念视角。     

Reflecting on Reflexivity: Reflexive Textual Practices in Organization and Management Theory

abstract    This paper identifies four sets of textual practices that researchers in the field of organization and management theory (OMT) have used in their attempts to be reflexive. We characterize them as multi-perspective, multi-voicing, positioning and destabilizing. We show how each set of practices can help to produce reflexive research, but also how each embodies limitations and paradoxes. Finally, we consider the interplay among these sets of practices to develop ideas for new avenues for reflexive practice by OMT researchers.     

Predictability and Reflexivity

Abstract . Reflexive predictions are self-defeating or self-fulfilling. However, it was shown that in most cases of self defeating public predictions of social events conceptually at least one correct prediction exists. Unfortunately the term “reflexive prediction” is applied in the literature to quite distinct phenomena. A. Grünbaum, moreover, argued that reflexive prediction occurs also in the natural sciences using as example the fire-control system which “obeys only natural laws.” The purpose of this paper is two fold: first, it clarifies the terminological confusion. Second, it argues that every man-made tool (fire-control systems are tools) obeys natural laws and so does the person. The question of a person's higher functions, such as expectation and decision is only acknowledged. The conclusions are (1) that there is a fundamental difference between reaction to public (predictive) utterances and reaction to discriminatory behavior based on private ptediciion. (2) The reflexivity of public prediction is a phenomenon characteristic of the social sciences. at least as long as these disciplines are set apart from the natural sciences.     

The Influence of a Structurationist View on Strategic Management Research*

ABSTRACT In this article, strategic management research using structuration theory from 1995 to 2000 is reviewed. I describe and analyse the theoretical articulations adopted to make sense of strategy using a structurationist view. I found that, instead of being applied as the sole theoretical foundation, Giddens’ propositions have been incorporated into other perspectives, the effects of which should be known by researchers looking for theoretical frameworks that avoid dichotomist thinking. The paper draws on the effects that structurationist arguments may produce regarding classical oppositions such as micro/macro and voluntarist/determinist. Its main contribution is to show how theoretical complementarities using structuration theory are promising avenues of research in the strategic management field. It also suggests that, although other alternatives of avoiding dichotomist logic exist, making a choice among them is more a question of ontological affinity than of making the ‘better choice’ among competing accounts. There are several routes to advance the understanding of the possibilities of human choice.     

Encouraging Best Practice in Quantitative Management Research: An Incomplete List of Opportunities*

abstract The paper identifies some common problems encountered in quantitative methodology and provides information on current best practice to resolve these problems. We first discuss issues pertaining to variable measurement and concerns regarding the underlying relationships among variables. We then highlight several advances in estimation methodology that may circumvent issues encountered in common practice. Finally, we discuss approaches that move beyond existing research designs, including the development and use of datasets that embody linkages across levels of analysis, or combine qualitative and quantitative methods.     

Management at the enterprise-level in China*

Here the authors review the changing policies of the Chinese towards the management of the enterprise and the role of unions and the workers’ congress in labour-management relations.     

Management as a professional discipline*

The nature of management as a discipline is problematic. Drawing on Aristotle’s concepts of poiesis and techne, it can however be seen as one of a class of professional disciplines such as medicine, law, engineering or teaching which are characterized by their instrumentality, contingency and processuality. These three attributes suggest three basic questions (What do managers do? What affects what they do? How do they do it?) which in turn yield a three‐dimensional model. While the contents of the model must be regarded as tentative, its form offers one way in which management can constitute itself as a discipline and re‐position itself within higher education. Questions arise in relation to the nature and status of the model, the segmented nature of management work, its varying internal/external focus and the locus of management decisions. However the model appears to provide a useful, heuristic framework within which practitioners can address specific, concrete problems and decisions.     

Conflict Management for Effective Top Management Teams and Innovation in China*

abstract Top management teams may be critical for developing organizations that can keep abreast of marketplace changes and innovate. Several streams of strategy research have argued that conflict and diversity promote top management team effectiveness. This study proposes that how top management teams manage conflict can greatly contribute to their effective leadership of organizational innovation. A total of 378 executives from 105 organizations in China completed measures of conflict management (cooperative, competitive, and avoiding) and productive conflict (an outcome of conflict). Separately, 105 CEOs from these firms indicated their team's effectiveness and their organization's innovativeness. Results support the theory that conflict management can contribute to making top management teams effective. Structural equation analysis suggests that cooperative conflict management promotes productive conflict and top management team effectiveness that in turn result in organizational innovation. These results, coupled with previous research, were interpreted as suggesting that cooperative conflict management is an important contributor to effective top management teams even in the collectivist culture of China.     

Corporate Social Responsibility in Management Research: Focus,Nature, Salience and Sources of Influence*

abstract In this paper we investigate the status of corporate social responsibility (CSR) research within the management literature. In particular, we examine the focus and nature of knowledge, the changing salience of this knowledge and the academic influences on the knowledge. We present empirical evidence based on publication and citation analyses of research published from 1992 to 2002. Our results demonstrate that, for CSR research published in management journals, the most popular issues investigated have been environmental and ethics; the empirical research has been overwhelmingly of a quantitative nature; the theoretical research has been primarily non‐normative; the field is driven by agendas in the business environment as well as by continuing scientific engagement; and the single most important source of references for CSR articles was the management literature itself.     

Idea Management: A Systemic View*

abstract Ideas are a central ingredient of organizational life and ideation is an essential faculty that propels every day management action. Yet, little is known about how ideation is manifested and managed. We employ the philosophies of transcendentalism, process and interactionism to provide insights into the empirical referents of idea management. We use these referents as a point of departure in our interpretations. Rather than studying idea management in terms of lists of categories, continua of characteristics, or details about process, we explore its systemic nature and investigate the inter‐relatedness of idea generation, problem solving and inquiry. Based on field interviews, we propose idea management archetypes that reflect managers’ dominant approaches and a model of idea management based on patterns of behaviour. The study validates the notion of idea management and demonstrates the strengths of grounded theorizing. We discuss implications for theory and practice and identify possible strategies for future research.     

Reputation Management Capabilities as Decision Rules*

We draw on a detailed grounded theory study of the reactions of Dutch food firms to the recent introduction of genetically modified foods to inductively identify the capabilities that firms develop in response to reputational threats. Central to the view on capabilities we propose are the decision rules organizations use to link individual actions to organizational outcomes. Four reputation management capabilities were identified, which were aimed at, respectively: (1) engaging in a cooperative dialogue with relevant stakeholders; (2) presenting the organizational point of view favourably in the eyes of external beholders; (3) avoiding organizational ‘ownership’ of critical reputational threats; and (4) communicating meaningfully with affected parties, even under conditions of high adversity and time‐pressure.     

HRM and Performance: A Plea for Reflexivity in HRM Studies

abstract    In this Counterpoint, we build on Paauwe's suggestions to take the field of HRM and Performance further. Rather than aiming for a synthesis or proposing a radical alternative, we argue that R(econstructive)-reflexivity is needed for theorizing HRM. In particular, we bring in insights from critical studies on the notion of HRM, on the notion of performance, and on the theoretical relationship between them as a way to open up new research avenues and lines of interpretation. For each of these three aspects, we indicate how studying the employment relationship can be reframed. In particular, we emphasize practice-oriented research as one possible research path for the field of HRM as it allows for an examination of HRM as a set of practices, embedded in a global economical, political and socio-cultural context. We end our counterpoint by reflecting on reflexivity, proposing three practices that can guide HRM scholars in becoming reflexive in the ways they study HRM.     

Management Accounting Practices in the U.S. and Japan: Comparative Survey Findings and Research Implications*

In recent years, the success of Japanese firms in the global market has prompted efforts to understand the sources of their competitive advantage. It has been suggested that one such source is the Japanese firms' management accounting systems, and a number of articles have claimed that important differences do exist between U.S. and Japanese firms in this area. However, these claims have tended to be supported by anecdotal, rather than systematic, evidence. The objective of this article is to contribute further insights into similarities and differences between U.S. and Japanese firms' management accounting practices. Exhaustive searches of published surveys in the U.S. and Japanese literatures (much of which is in Japanese) provided the basis for U.S.-Japan comparisons on six aspects of management accounting practices. In turn, these comparisons were used for deriving implications for future research. Two major limitations of extant research and, thus, directions for future research are identified. First, future research needs to go beyond the simple use or non-use of techniques to investigate more detailed aspects of technique use. Second, since management accounting is only one component of a firm's total management system, attention also needs to be devoted to the organizational context, process, and goals of a firm's management accounting practices.