摘要
个体职能是组织复杂性的根源。组织中的知识附属于一定的主体,是个体职能的表现。知识的差异性、互补性增强了组织结构的复杂性,知识的衍生过程与组织演变相互交织,因此知识是组织复杂性的重要来源。为使组织复杂性有利于改进组织绩效,应解决3个问题:一是与知识大致匹配的决策系统,二是知识创新主体的归属与协作,三是冲突控制。但知识和组织绩效存在因果模糊性,不可能实现最优控制,必须建立一个学习诊断系统。
If intellectual individuals in an organization change their behaviors, the organization as a system tends to evolve. Individual intellegence is therefore considered the origin of organizational complexity. Individual differs to each other in intellegence because of knowledge differences among them. So knowledge differentiation in an organization increases its structural complexity. Furthermore, in the view of dynamic complexity, the process of knowledge innovation is embedded in organizational evolution. Consequently it is necessary to control organizational complexity according to knowledge characteristics. Measures include a decision system matching up to knowledge, a coordinating system among knowledge innovators, and a conflict control system. However,optimal control is impossible owing to ambiguous causality between knowledge and organizational performance. Hence a learning and diagnostic system is needed.
出处
《科技进步与对策》
CSSCI
北大核心
2008年第1期156-159,共4页
Science & Technology Progress and Policy
基金
国家自然科学基金项目(70271044)
关键词
知识
组织复杂性
控制
knowledge
organizational complexity
control
