组织绩效评估unit 7

无忧,PPT,整理发布,Unit 7,Doctrine on Organization and Organizational Change,Organization,An organization is a social arrangement which pursues collective goals,controls its own performance,and has a boundary separating it from its environment.There are a variety of legal types of organizations,including:corporations,governments,non-governmental organizations,international organizations,armed forces,charities,not-for-profit corporations,partnerships,cooperatives,and universities.In the social sciences,organizations are the object of analysis for a number of disciplines,such as sociology,economics,political science,psychology,management,and organizational communication.,Alexander the Great,Alexander III of Macedon(20/21 July 356,10/11 June 323,BC),commonly known as Alexander the Great,was a king of Macedon,a state in the north eastern region of Greece,and by the age of thirty was the creator of one of the largest empires in ancient history.He was undefeated in battle and is considered one of the most successful commanders of all time.,Taylorism,Scientific management is often called Taylorism;the terms are often considered synonymous.Scientific management was a theory of management that analyzed and synthesized workflows.Its main objective was improving economic efficiency,especially labor productivity.It was one of the earliest attempts to apply science to the engineering of processes and to management.Its development began with Frederick Winslow Taylor in the 1880s and 1890s within the manufacturing industries.,1911,年泰勒的,科学管理原理,一书正式出版，人们习惯地把它作为管理科学发展史上的一个里程碑，看作是科学管理诞生的标志。同时学者们也都公认工业工程由此发端。这是因为以泰勒为代表的管理理论，在相当一段时间里被称为“泰勒制”。在,科学管理原理,中,他提出了四项原理,:(1),对一个工人的每一单元工作的研究应该用科学方法来处理,;(2),应该在工人的挑选、训练、教育方面运用科学方法,;(3),工人之间应精诚合作,以保证所有的工作都能按照科学原理去处理,;(4),管理者和工人之间,要实行分工负责,适合于管理者的工作不要交给工人。泰勒主张计件工资制,要求工人在单位时间内完成的定额工作量,按低薪计件,而超额工作量,则按照高薪计件。泰勒认为这种有差别的报酬制能够最大限度地激发人们的工作积极性。为了保证这种科学管理的落实,泰勒认为必须加强作业管理和控制。毫无疑问,泰勒主义追求的是效率,作业分解、标准化管理、绩效报酬等措施都是为了提高产出的效率。,Hawthorne Experiments,The Hawthorne effect is a form of reactivity whereby subjects improve or modify an aspect of their behavior being experimentally measured simply in response to the fact that they are being studied,not in response to any particular experimental manipulation.,The term was coined in 1950 by Henry A.Landsberger when analysing older experiments from 1924-1932 at the Hawthorne Works(a Western Electric factory outside Chicago).Hawthorne Works had commissioned a study to see if its workers would become more productive in higher or lower levels of light.The workers productivity seemed to improve when changes were made and slumped when the study was concluded.It was suggested that the productivity gain was due to the motivational effect of the interest being shown in them.,心理学上的一种实验者效应。,20,世纪,20-30,年代，美国研究人员在芝加哥西方电力公司霍桑工厂进行的工作条件、社会因素和生产效益关系实验中发现了实验者效应，称霍桑效应。,实验的第一阶段是从,1924,年,11,月开始的工作条件和生产效益的关系，设为实验组和控制组。结果不管增加或控制照明度，实验组产量都上升，而且照明度不变的控制组产量也增加。另外，有试验了工资报酬、工间休息时间、每日工作长度和每周工作天数等因素，也看不出这些工作条件对生产效益有何直接影响。第二阶段的试验是由美国哈佛大学教授梅奥领导的，着重研究社会因素与生产效率的关系，结果发现生产效率的提高主要是由于被实验者在精神方面发生了巨大的变化。参加试验的工人被置于专门的实验室并由研究人员领导，其社会状况发生了变化，受到各方面的关注，从而形成了参与试验的感觉，觉得自己是公司中重要的一部分，从而使工人从社会角度方面被激励，促进产量上升。,这个效应告诉我们，自己受到公众的关注或注视时，学习和交往的效率就会大大增加。因此，我们在日常生活中要学会与他人友好相处，明白什么样的行为才是所接受和赞赏的，我们只有在生活和学习中不断地增加自己的良好行为，才可能受到更多人的关注和赞赏，也才可能让我们不断进步，充满自信！,Organizational culture,Organizational culture is an idea in the field of organizational studies and management which describes the psychology,attitudes,experiences,beliefs and values(personal and cultural values)of an organization.It has been defined as the specific collection of values and norms that are shared by people and groups in an organization and that control the way they interact with each other and with stakeholders outside the organization.,Japanese approach,The,culture of Japanese management,that is famous in the West is generally limited to Japans large corporations.These flagships of the Japanese economy provide their workers with excellent salaries,secure employment,and working conditions.,Travel broadens the mind,Travel broadens the mind:,when you travel,you learn things about the people and places you see.,wheres the failure in working with people from all over the world,learning a new language and appreciating different customs.,Barnard-Simon Theory of Organizational Equilibrium,这种“组织均衡”是一个组织生存的条件。均衡反映了组织在对其成员安排补偿方面的成功，这种成功足以激励他们的持续参与。这种组织均衡理论在本质上也是一种动机理论,即一种对在何种条件下组织能够引导其成员继续他们的参与，并由此增加组织生存可能性的论断。,The most important resource of an organization is its people.Barnard(1938)stressed that motivating participants to continue to make contributions is one of the most important activities of managment.Simon built Barnards observations into the Barnard-Simon theory of organizational equilibrium,which refers to the organizations ability to attract sufficient contributions to ensure its survival.,1.An organization is a system of interrelated social behaviors of a number of participants.,2.Each participant receives inducements form the organization for which the participant makes