子公司组织管控模型设计与实践

在经济全球化迅猛发展的今天,集团化是企业发展扩张的必然趋势,是企业获取市场、整合全球资源的需要。如何对子公司进行有效管控已成为许多集团化企业的普遍问题。文章从功能定位、机构职责、管理机制、文件流程等方面阐述子公司组织管控模式的设计及实践应用,以及其在提高集团公司整体运营效率、提升企业集团化管控水平、确保子公司经营管理受控等方面的作用。集团企业只有建立合理、高效的子公司管控体系,才能应对具有强大竞争力的跨国公司的挑战,确保集团企业的可持续性发展。     

以权限划分为核心的物流集团企业人力资源管控体系设计

将人力资源管控策略引入到物流集团企业的管理制度中,通过对集团企业人力资源管控体系的分析,结合我国物流集团企业发展现状,提出了以权限划分为核心的物流集团企业人力资源管控体系设计方案,分别从集团公司的职能地位、组织机构、人员的招聘任用和薪酬绩效等几个方面进行管控,以实现资源的最优化配置,为物流集团企业创造更大的利润和价值。     

大型房地产企业集团管控模式研究

房地产企业在大规模扩张的同时，必须建立和完善集团管控模式，调整公司治理结构和组织结构，完成企业深层次的竞争力构建，充分整合和有效运用各种资源，以获得长期稳定的竞争优势。因而，在对管控模式概念进行界定和房地产企业集团管控模式现状研究的基础上，本文详细论述了大型房地产企业集团管控模式的内容和构建方式，以万科为例进行集团管控模式分析并提出了相关建议。     

集团管控

集团管控是指大型公司总部或者高层对下属企业或部门采用的管理控制方式，其目的是为了更好地适应集团型、多元化企业管理的需求。集团管控主要解决四个核心和关键问题：选择何种组织模式；如何设计组织架构；如何规范责权体系和核心管理流程；如何进行业绩评价体系。按照集团对成员企业管控的紧密程度不同，集团管控主要有投资管控型、操作管控型和战略管控型三种模式。     

企业司库管理体系建立的内外部驱动因素--基于组织身份变革和资源基础理论视角

现代司库管理模式经过多年发展,正从以往单一的资金交易、管控定位向主动的价值创造定位转型,并充分利用数字技术实现数字化、智能化、生态化发展。以组织身份变革和资源基础理论为切入点,通过两者相结合的分析框架得出结论,企业建立司库管理体系的主要驱动因素,是在外部环境冲击的影响下,调整自身的组织身份,并在战略规划下统筹管理所有金融资源,从而形成持续的竞争优势。     

企业会计组织模式解析

企业会计组织是关于会计信息加工与传递、成本管理、资金管理、财务风险管理及相关内部控制的组织机构、岗位及其职能、权责、人员体系。会计组织模式是为实现会计组织目标,由若干要素构成的,具有特定功能、价值取向和权责结构的会计组织标准形态。它从本质上反映了会计组织各种构成要素之间的逻辑关系,体现了特定环境和企业经营管理、公司治理对会计组织发挥作用的基本要求。会计组织职能、会计组织权力与责任以及会计组织人员是构     

论集团公司管控体系建设（下）

二、集团公司管控体系的构建 1明确集团公司管控总体格局 集团公司管控体系建设，首先，以企业发展战略为导向．以产权为纽带，优化集团公司组织架构，让集团公司组织架构支持集团公司资源配置，并成为集团公司核心竞争力；其次，根据集团公司所处环境，尤其是地域文化和企业文化。建立有效的法人治理结构，使其成为集团公司管控基础；第三．根据集团公司定位，分层管理，     

小议风险管理导向下企业集团审计体系的构建

随着全面风险管理在企业运营过程中的全面开展，要想使企业加强内部风险管控水平，提高内部审计在内部监督方面无可替代的重要作用，就迫切需要在企业内部特别是是集团企业内部构建一套完善高效，规范运作的内部审计体系。笔者认为，一个规范完整的企业集团内部审计工作体系一般应包括以下六个方面：审计组织模式、组织机构设置、审计制度规范、审计资源配置、审计流程和方法、业绩考核。     

企业创新的挑战——基于组织模式、企业文化及领导者行为视角的探讨

越来越多的企业家认识到：唯有创新才有出路。因为,在全球金融危机爆发之后,在日益严峻的营运环境中,仅靠低劳动力成本带来的竞争优势已经难以为继。企业如何进行产业升级,打造新的竞争优势．事关企业的生存和发展,而这一切都需要在战略方向、核心技术、流程架构、管控模式、企业文化、管理机制、营销体系、产品服务等方面实施创新,才能实现企业的可持续的发展。     

原料药生产运作系统设计

文章以万邦医药为例,提出要打造强有力的产品创新能力和有战斗力的组织能力,需要打造一个精益、共享、标准化的运营管控体系,实现分、子公司的资源共享,充分发挥各自的优势,形成一个整体。     

The relevance of democracy to organizational management

The relationship between democratic ideals and organizational structuring and functioning receives attention in this article. After a brief historical consideration of liberal democracy in the United States, we analyze social, managerial, ethical, and economic issues defining the relevance of democracy to organizational management. These issues lead to a presentation of specific purposes that particular mechanisms of organizational democracy can serve. Because of other scholarly attention to participative management and employee ownership, hierarchical constraints receive emphasis here.     

组织支持感、组织认同感与OCB的关系研究

回收了金域集团上海子公司和贵阳子公司共161份有效问卷。数据分析结果表明:①组织支持感与组织认同感呈显著正相关关系;②组织支持感与组织公民行为呈显著正相关关系;③组织认同感与OCB呈显著正相关关系;④组织认同感组织支持感与OCB之间起完全中介作用。研究结果为国内医学监测行业管理员工,提高组织公民行为提供了实证依据。     

组织智能及其对组织创新的影响

为了实现组织更好地发展,首先,分析了组织智能的涵义和特征;构建了组织智能模型,包括成员聪明和过程聪明两部分;提出了组织创新四维模型。其次,主要从管理创新、制度创新、技术创新和知识创新四个方面探讨了组织智能对组织创新的影响,分析了组织智能研究的应用前景。     

变革型领导对组织文化演进的作用研究——以《中国企业家》杂志社的发展历程为例

本文以《中国企业家》杂志社的发展历程为研究对象,系统地研究和阐述了变革型领导在组织建设过程中对组织文化建设与发展产生的作用,详细地解释了领导者如何在不同的企业发展阶段,运用权变性奖酬、鼓舞式激励、智力性刺激、理想化影响、个性化关怀以及综合变革型领导的特点来促进企业市场式文化、发展式文化、部落式文化、层级式文化等不同导向的组织文化的产生和发展。与此同时,本文基于交互作用视角发现企业内外部环境中的组织认同与组织形象这两大重要因素是推动变革型领导对组织文化演进影响作用所不可或缺的。基于以上发现,本文构建出变革型领导对组织文化演进作用的跨阶段模型。本文的研究成果对中国企业尤其是媒体企业构建组织文化具有重要的参考意义。     

个人组织价值观匹配对新生代工作积极性的影响

论文基于社会认定理论、匹配理论以及计划理论分析了个人组织价值观匹配如何影响新生代员工工作积极性,并探索组织承诺在两者之间所发挥的作用。研究结果表明,当个人组织价值观匹配程度越高时,新生代员工工作积极性越高,且组织承诺在两者之间存在着中介的作用。此结论丰富了论文的相关理论,同时对企业提高新生代员工积极性有一定的参考价值。     

The role of organizational culture in the relationship between leadership and organizational commitment: an empirical study in a Greek organization

The aim of this paper is to explore the nature of relationships between organizational culture and leadership behaviours in affecting employees' commitment to their work organization. Building on organizational commitment literature, this study used a survey methodology. Empirical evidence was obtained from 300 employees working in a large Greek service company. The analyses indicated that the culture orientations examined served as mediators in the relationship between leader behaviour and followers' affective and normative commitment to the organization. The findings also indicated that continuance commitment is a two-dimensional construct; the ‘personal sacrifices’ dimension was found to be related to organizational culture and transactional contingent reward. This research paper has key messages for practitioners contributing to the fields of commitment, organizational culture, leadership and human resource management.     

Structuring Corporate Headquarters: An Investigation of Franchising

This article focuses on the structuring of the corporate headquarters in a franchise organization. Four essential issues that are related to franchisors organizational structure are discussed—homogeneity and heterogeneity of franchisors structure, company-owned and franchise arrangement, the dynamics between strategy and structure, and performing innovative and administrative functions simultaneously in the headquarters. Propositions are given for each issue. The results of qualitative analysis associated with each issue are discussed.     

Employee rights and organizational forms: An integrative framework for research

The goal of this study is to stimulate thought and provide initial direction for theory development and empirical investigation in regard to proposed linkages between employee rights concerns in the work environment and organizational forms. A review of pertinent literature on the subjects of organizational forms and employee rights is presented, in which a summary and critique of the current state of theory and research is emphasized in relation to those components of the two subject areas that are most relevant to the aims of the study. Following this review, the article undertakes a synthesis and integration of existing work, bringing together two scholarly fields of inquiry that have not been incorporated previously, and providing suggestions to establish critical associations and fill conceptual gaps. In this respect, the study constitutes a “first step” in the development of an orientation that accentuates the complementarity of perspectives concerning employee rights and organizational forms.     

Time precedence in the relationship between organizational climate and organizational performance: a cross-lagged study at the business unit level

This article presents a two-wave cross-lagged study (average interval of two years) on time precedence in the relationship between organizational climate and organizational performance in 171 branches of a financial services organization in the Netherlands. It is argued that four HR-induced organizational climate dimensions influence organizational performance. Additionally, it was also hypothesized that high organizational performance influences the four organizational climate dimensions through investments in HR practices and through signalling effects. Finally, it was reasoned that possibly both processes are present simultaneously. Results of testing a series of competing models in AMOS showed that organizational climate at time point 1 influenced organizational performance at time point 2 rather than the reverse, or both processes being present simultaneously.     

(MIS)UNDERSTANDING COGNITION IN ORGANIZATION STUDIES

The article assesses the contribution made by cognitivist studies to the renewal of organizational theory in the late 1970s and early 1980s and highlights a number of ambivalences in the cognitivist approach. On the one hand, the innovations wrought by the works of Simon, Cyert and March, and Weick have focused organizational analysis on organizational thought, which became a mainstay in the paradigmatic polemic against positivism and structuralism in organizational analysis. On the other hand, the criterion of scientificity, the measurement of the thoughts of organizational actors, and the importance assigned to strategic decision makers in organizations, tie this approach to the rationalist, positivist and structuralist conception that was characteristic of the dominant paradigm in organizational studies and theories until the 1970s.