新工业革命背景下多元智能组织研究——以GE和海尔为案例

新工业革命背景下组织需要从一元集权制向多元治理转变,本文通过对通用电气公司(GE)和海尔的跨案例研究发现组织从一元集权制向多元治理转变的“四反”演进路径。其中,“反集权”的本质是组织权利分化,组织演进逻辑是从“垂直”到“水平”,以构建赋权赋能为核心的扁平网络化组织。“反边界”的本质是组织边界扩张,组织演进逻辑是从“有形”到“无形”,以构建动态无边界的虚拟组织。“反分工”的本质是组织流程再造,组织演进逻辑是从“分散”到“整合”,以构建人机融合智能型组织。“反范式”的本质是管理范式转变,组织演进逻辑是从“有序”到“无序”,以构建平台为主要特征的后现代管理范式。进一步对“四反”路径进行整合分析,构建了基于“四反”的多元智能组织理论模型,该模型以后现代管理哲学为理论基础,符合新工业革命背景下组织发展的“与时俱进”的时代特征,将引领未来的组织发展方向。

Research on Multiple Intelligence Organizations Based on “Four anti” Transformation under the Background of the New Industrial Revolution

In the context of the new industrial revolution,organizations need to shift from a one-centralized system to a multi-governance one.This paper explores the evolution path of the“four anti”transformation through a cross-case study of General Electric(GE)and Haier.The essence of“anti-centralization”is organizational rights differentiation.The trend of organizational evolution is from“vertical”to“horizontal”,that is from centralized pyramid structure to flat networked structure with empowerment as the core.Its features are extremely flat,rapid reactivity,comprehensive network and so on,which adapt to the characteristics of the new industrial revolution.The essence of“anti-boundary”is the expansion of organizational boundaries.The evolution logic of organizational structure is from“tangible”to“intangible”,constructing dynamically boundaryless virtual organizations.And the new technology paradigm with mobile internet as the core makes the space-time boundary and internal and external boundaries of the organization further opened.The evolution logic of the organization is from“decentralization”to“integration”,integrating the“divide”into the“merge”,which includes reengineering the division of labor,reengineering intelligent processes,and a comprehensive reengineering in order to build a human-computer integration intelligent organization under the background of the new industrial revolution.The essence of“anti-paradigm”is the transformation of management paradigm.The evolution path of organizational is from the modern“orderly”management paradigm to the post-modern“disordered”innovation.The core elements of the innovation management paradigm are user-centered,self-organizing driven team,supporting role of platform and construction of innovative organizational ecosystem.Possible theoretical contributions of this study are as follows:Firstly,current researches on the“four-anti”organization,mainly focus on one or two dimensions,and there are little systematic studies of the“four anti”organizations based on the logic of time.Through case analysis of GE and haier,this paper finds that according to the time logic,the evolution of organizations has experienced the evolution rule of“anti-centralization,anti-boundary,anti-division of labor,anti-paradigm”,which provides a systematic analysis perspective for the organizational reform of modern enterprises.Secondly,compared with the traditional one-centralized organization,multi-intelligence organization based on“four anti”presents a more agile,efficient and intelligent enterprise organization form and management mode in the face of non-linear environmental changes,demand changes and work mode changes.And the management model embodies the adaptability and leadership of this new organizational model to the times,helping deepen the understanding of organizational evolution laws and innovations in the context of the new industrial revolution,improving existing organizational blueprints,and enriching organizational theory research diversity.Thirdly,compared with the traditional dual management theory,this paper based on the“four anti”multi-intelligence organization theory model overcomes the problem of dual management paradox to a certain extent,enabling enterprises to deal with management paradox.Because the traditional dual management paradox lacks the“systematic and balanced”thinking,it is difficult to adapt to the current diversified,non-linear,dynamic external environment.The evolution of the organization's“four anti”is a process of overcoming organizational inertia,organizational change,and enhancing the core competence of the organization.It seeks multiple dynamic balance between centralization and empowerment,closure and openness,division of labor and synergy,order and disorder.That is to say,through the highly converged management practices of GE and haier,the systematic and balanced functions embodied in the theoretical model of multiple intelligences based on the“four anti”are proposed,which provides an effective methodology for solving the contradictions arising from the dual management paradox.It is of great value for the theoretical innovation and management practice of organizations.