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华章经典·管理:组织(原书第2版)(珍藏版)

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个体是参与组织还是离开组织,他们对组织的参与程度有多少、投入热情有多大。
如何管理业务,如何进行组织,设定什么目标,如何协调以实现目标,何时改变方向和结构。

Content Description

《华章经典·管理:组织(原书第2版)(珍藏版)》的出版宣告了组织作为一个独立研究领域的诞生。马奇和西蒙是决策理论学派的两位大师,本书作为他们的唯一合著,备受关注和引述。
由于竞争、合作、人类认知和情感、外部环境等因素的影响,对组织过程的控制较为有限,而组织的参与者们尽可能以容易复制的方式来应对这些限制,本书的焦点正是这种复杂的组织行为。尽管大多数组织有等级制度,但组织过程绝不能单纯依靠命令和权力来完成,所以本书自始至终关注的恰是决策而非等级,这也是现代组织和管理重要的一环。
Author Description

詹姆斯G.马奇(James G. March),2003年,两位管理学者制作了一张200人的管理大师排行榜,然后他们问了上榜的大师们一个问题:谁是你心目中的大师?排在第一的是20世纪最伟大的管理思想家彼得·德鲁克,排在第三的是诺贝尔经济学奖获得者赫伯特·西蒙,而在德鲁克之后、西蒙之前的则是几乎没有公众知名度的詹姆斯·马奇。
马奇出生于1916年.1953年获得耶鲁大学博士学位。1964年担任加州大学社会科学院的首任院长.1970年成为斯坦福大学的管理学教授,同时也担任政治学、社会学、教育学教授,是名副其实的跨界大师。马奇被公认为是过去50年来,在组织决策研究领域中最有贡献的学者之一,他在组织、决策和领导力等领域都颇有建树。他的代表作除了《决策是如何产生的》(机械工业出版社出版)之外,还有与西蒙合著的《组织》,与赛尔特合著的《厂商行为理论》。

赫伯特A.西蒙(Herbert A. Simon),赫伯特·西蒙是唯一一位在管理方面获得诺贝尔经济学奖的人。他在管理学、经济学、组织行为学、心理学、政治学、社会学、计算机科学等方面都有较深的造诣。
西蒙曾任美国伊利诺伊理工学院教授,自1949年开始,他在卡内基·梅隆大学担任计算机科学与心理学教授。1975年,他荣获图灵奖——计算机科学最高奖;1978年,他荣获诺贝尔经济学奖。
他的主要著作有《管理行为》(机械工业出版社出版)、《公共管理》(合著)、《组织》(合著)、《经济学和行为科学中的决策理论》、《管理决策的新科学》、《我生活中的方方面面》等。
Comments

经常让人更惊奇的不是现在知道但过去不知道的事情,而是那些曾经知道但已经忘记的事情。在本书出版后的漫长岁月里,并没有什么事件足以改变组织或组织理论的基础。
——马奇和西蒙

美国的管理学家西蒙和马奇发展了巴纳德的管理理论,特别是决策理论。
——《西方管理思想史》
Catalogue

丛书赞誉
出版说明
总序
致读者
译者序
再版前言詹姆斯马奇赫伯特西蒙

第1章 组织行为
1.1 组织作为社会机构的重要性
1.2 组织理论的文献
1.3 本书的结构
1.4 命题的类型
1.5 心理学的一些假定

第2章 “古典”组织理论
2.1 泰勒的科学管理
2.2 部门划分理论
2.3 古典管理科学的操作和经验问题
2.4 结论

第3章 动机限制:组织内部决策
3.1 影响过程
3.2 官僚理论
3.3 满意与生产率
3.4 生产动机
3.5 结论

第4章 动机限制:参与决策
4.1 组织平衡理论
4.2 参与者
4.3 雇员参与:参与标准
4.4 雇员参与:一般模型
4.5 影响预期离开组织的可感愿望的因素
4.6 影响离开组织的可感安逸的因素
4.7 其他参与者
4.8 机会主义与组织生存
4.9 结论

第5章 组织中的冲突
5.1 个体冲突
5.2 组织冲突:组织内部的个体冲突
5.3 组织冲突:组织内部的群体冲突
5.4 组织对冲突的反应
5.5 组织间冲突
5.6 结论

第6章 理性的认知局限
6.1 理性的概念
6.2 组织中的行为程序
6.3 感知与识别
6.4 分工
6.5 沟通
6.6 组织结构和理性边界

第7章 组织的计划与创新
7.1 创新的概念
7.2 创新过程
7.3 创新机会
7.4 程序的详尽阐述
7.5 组织层次与创新
7.6 计划过程
7.7 结论
后记
致谢
关键概念索引
参考文献
Book Abstract

正式组织在现代社会科学文献中处于如此不起眼的地位,其中一个原因可能是它无足轻重。下面我们会解释为什么我们认为这不是一个站得住脚的理由。第二个原因可能是组织几乎没有什么命题能纳入其他社会科学论题之中。本书末尾会给予这个理由更准确的评价,现在暂且不谈。第三个原因可能是人们对此知之甚少。但通过文献回顾,我们会发现这与事实不符。
1.1 组织作为社会机构的重要性
为什么组织重要?肤浅的回答是,组织重要是因为人们在组织中度过大半人生。劳动力-换句话说,大多数成年人口-把睡眠之外的1/3以上的时间用于雇用他们的组织,儿童几乎把同样多的时间用于学校组织。同样,无数其他组织占据了儿童和成年人的大部分闲暇时间,而且大多是自愿的。在我们的社会中,只有学前儿童和无工作的家庭主妇这一大群人的行为是真正的非“组织”行为。
组织的普遍存在并不是关注它们的唯一或主要理由。作为社会科学家我们感兴趣的是解释人类的行为。从社会心理学家的观点来看,我们感兴趣的是哪些环境因素影响个体和个体如何应对这些影响。对大多数人而言,正式组织代表了大部分环境。我们甚至希望组织对人的行为产生更重要的影响,而不是像我们前述那样仅仅是想到察看时间预算。与社会许多其他影响过程相比的组织影响过程的特性,如果要用单一特性来概括我们会说后者的专一性与前者的扩散性是截然不同的。
具体例子有助于对此充分理解。比如说,可以比较谣言的传播和制造企业顾客订单的传播。谣言的传播是真正的扩散过程。谣传很少通过单一渠道向外界传播,实际上在多数情况下,如果不是从发源地广泛地向外传播的话,谣言会很快消失。另一方面,顾客订单通常是沿特定渠道传播给某个目标,很少例外。我们的意思不是说谣言的传播没有选择性,也不是说正式组织沟通的目标没有不确定性。实际上两种情况都存在。但这两个例子在传播渠道特性上的差异是显而易见的。
……
Introduction

30多年前,我们曾与哈罗德·格兹考一起汇编组织理论的“命题清单”。目的是列出普遍原理(最好是真实的普遍原理)和评估支持这些普遍原理的经验证据。当然,要汇编命题清单就需要将它们组织起来,因此形成了本书,我们在书中提出了组织理论的结构。
本书自出版以来一直受到关注。对有些人,它提供了1958年以前发表的组织研究指南;对有些人,它成了供引用、校订、扩充和批判组织命题的有效来源;对有些人,它成了过时的时代画像。
新版的价值将使本书继续备受关注。新版保留了原来的内容,但增加了一些注解。这些注解与本书首版问世35年以来的组织与组织理论界的事件有关。我们乐意增加那些注解并同时声明,我们今天不可能比过去更聪明。让作者感到不安的或许是,我们仍喜欢时时阅读这本书。让人更惊奇的不是我们现在知道但过去不知道的事情,而是那些我们曾经知道但已经忘记的事情。
如果今天要我们发表看法,那就是在这么长的时间里,没有什么事件彻底动摇了组织或组织理论的基础,以至使它们面目全非或被严重扭曲。自1958年以来,组织的社会环境发生了巨大变化,特别是艺术语言、意识形态、族群与性别群体中的关系现实。组织的技术环境也发生了巨大变化,特别是信息技术和机器人技术。自1958年以来,有关组织的一系列研究发现也给人留下深刻印象。比起20世纪50年代,我们必须更加重视组织研究的数量和质量。不过,我们已经观察到的新现象,或许大多数也是新概念,并不需要付出太大努力就可以放进为它们设计的早期框架中去。这就是为什么我们只是增加这些注解而不是重写本书的众多原因之一。

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