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组织设计杠杆:管理者如何利用责任体系增进绩效和奉献精神

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组织设计杠杆:管理者如何利用责任体系增进绩效和奉献精神

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哈佛经管图书简体中文版,全球独家授权。
Content Description

在考虑影响企业成功的因素时,像战略、技术、领导力这样的一些主题都受到管理人员的高度重视。然而,组织设计这个界定整个企业的权利、角色以及义务的责任体系却往往被忽视,而没有得到有意识的规划。
罗伯特·西蒙斯认为,这是一个非常关键的错误,长此以往,它必然导致绩效降低、竞争力削弱。事实上,组织设计影响着企业中每个人的绩效。这种影响包括员工所得到的各种信息,他们如何安排工作任务的优先顺序,以及他们如何对工作结果承担责任。同样,西蒙斯认为,组织设计实际上对任何大型企业战略成功实施具有极其重要的决定性作用。
在《组织设计杠杆:管理者如何利用责任体系增进绩效和奉献精神》中,西蒙斯提出了一种新的动态组织设计理论。它清晰地说明如何创建一种能积极影响人们的工作方式、注意力焦点,以及将人们的活动与为整个战略目标做贡献结合起来的组织结构和责任体系。基于五年多的研究,西蒙斯确定了四个影响组织设计决策的关键因素:顾客定义、关键绩效变量、创新压力以及为他人承担责任。而且,他还阐明了管理者如何能以确保战略执行成功的方式利用这些因素去调节组织设计的四个杠杆并使之协调一致。
组织设计的四个杠杆是:
◆单位结构:将个人进行分组并以最便于为主要顾客提供服务的方式设计他们的工作任务
◆诊断控制系统:利用评价和激励系统去管理责任制
◆互动网络:促进人际互动和信息流动
◆共同责任:保证适当的人在适当的职位
西蒙斯用具体的案例研究说明了这个模式的运行状态,并且用一览表和行动步骤指导管理者根据这个框架定制适应企业特点的组织设计模式。
对负责绩效评价和绩效管理的人来说,该书说明了一个好的组织设计如何能成为一个组织走向成功的路标。
Author Description

罗伯特·西蒙斯,哈佛商学院会计学与控制系Charles M.Williams工商管理教授。他在那里教授有关战略实施、管理控制以及组织设计的课程。西蒙斯担任该学院会计与控制系负责人和研究部主任。他是针对高级管理人员的高级管理教育计划现任主席。西蒙斯的第一部著作——《控制的杠杆》(哈佛商学院出版社,1995年)荣获管理会计学文献突出贡献奖。
Comments

本书是企业中不同层级领导者的必备参考书。西蒙斯提供了一种动态的、经得起实践考验的方法,这种方法可以组织企业中有益的并能够获得持续增长的珍贵资源。我已经开始使用他的这种创意。
——Becton,Dlckfnson and company公司董事会主席、总裁和CEO爱德华·J.路德维希
本书向经理人说明了为什么明智的组织设计对一个商业公司长期多方面的成功是有好处的。本书提供了能够带来战略收益的买践操作步骤。这种方法通过将单元结构和诊断控制与支持和综合系统结合起采,代表了组织设讨禾斗学的一个重大进步。
——哈佛商学院waIlace Brett Donham组织行为学荣誉教授保罗·L.劳伦斯
生物学家常常发现药物的效力来自于其对分子结构的适用性。西蒙斯教授发现了组织结构的同样要求,并且提供了非常有效的方法采发现这种适用性。
——Exelon公司董事会主席、总裁和CEO约翰·W.罗
Catalogue

前言和致谢
第一章 组织设计的对立平衡关系
无所作为的风险
组织设计的四种对立平衡关系
其他各章 的写作结构

第二章 使关注跨度协调一致
组织设计的四个C
使关注跨度协调一致
以往有关组织设计的主题

第三章 单位结构
谁是你的顾客?
杠杆一:单位结构
五种单位结构原型
循环往复战略
委托人的情况
利用信息技术手段去平衡响应速度与效率
保证财务管理组织的完整性

第四章 诊断控制系统
选择绩效评价指标
杠杆二:诊断控制系统
确定关键绩效变量
责任跨度介绍
将员工培养成企业家
操作标准化
调整责任跨度以便执行战略
激活系统
克服绩效评价的阻力
保证适当控制

第五章 互动网络
创新压力
影响跨度
杠杆三:互动网络
集中关注战略的不确定因素
用激励手段支持互动网络
回访策略
避免破坏性压力
支撑互动网络的技术-

第六章 共同责任
为他人承担责任
支持跨度
杠杆四:共同责任
领导力的重要性
共同责任与战略
克服阻力

第七章 调节杠杆:三个案例
案例一:Redux矩阵结构
案例二:围绕客户的环状结构
案例三:工商管理研究生院
共同调节杠杆

第八章 为优化绩效而进行组织设计
跨度协调一致
在生命周期变化中调节跨度
IBM公司重新调整使跨度协调一致
两种类型的设计干预
矩阵的诱惑
承认人的需求
领导者的责任
注释
作者简介
Book Abstract

第一章 组织设计的对立平衡关系
我们每个人都在医院里出生,在学校和大学里学习,在工商企业和政府部门里工作,参加教堂和教会的活动,隶属于社交俱乐部和自愿者团体。但是,我们不知道这些对生活具有深刻影响的组织设计得是否合适?我们应当用什么样的测试去保证它们尽可能有效地运行呢?
与以往相比,在我们踏进21世纪的时候,对组织具有影响力的因素已经发生了重大变化。新技术已经提高了生产能力,市场已经变成全球化的市场,竞争速度已经加快,工作也变得更加复杂,工人的能力也已经得到了提高。信息技术、外包以及联盟已经改变了传统企业的边界。
然而,在世纪之交的时刻,面对所有这些变化,管理者必须作出同样重要的决策。管理者仍然必须设计(Design)所领导的组织。与任何设计活动一样,组织设计也是一种创造性的练习。必须使强烈对立的因素达到平衡才能创造出理想的结果。管理者必须选择如何将个人组织起来和安排他们的工作任务。他们必须给单位取名字、挑选领导人以及规定工作责任。虽然可以考虑多种选择方案,但是,最终只能确定一种组织设计方案。
Introduction

在本书中,我强调的观点是,组织设计对大型组织成功地实现战略具有极其重要的决定性作用。我知道要为证实自己的观点而进行艰苦奋斗。你可能会不由自主地联想到管理者在组织结构图上机械地拖动框图的样子。你也可能想知道,这个主题是不是只能引起公司高层管理者或管理顾问的注意。你可能会问,难道我不能更有效地将时间用于关注更为重要(和有意义)的主题(比如战略、技术、领导力)吗?
但是,如果你想了解有效的管理者是如何年复一年取得卓越成果的,你就必须精通组织设计。所有那些给下属分配资源并要求下属对绩效负责的管理者,都应当知道如何有效地进行组织,无论他们所领导的组织是参谋支持小组、一个军事战术团队、一个业务单位还是一个完整的公司。
毋庸讳言,这个主题是个难题。两年前我在哈佛商学院开设了一门新的选修课。直到那时,我们MBA计划的毕业生还没有接受过有关如何进行组织设计的培训。而且,这种现象也不是哈佛独有的。极少有商学院教学生如何有效地进行组织设计。原因何在呢?因为这个主题跨越了不同学科的界限:要有效地进行组织设计,你必须了解企业战略、市场、组织行为、信息技术、会计学以及领导学。

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