In search of new ways of managing, radical thinkers have studied the murmurations of starlings and the oozings of slime mould, both of which co-ordinate movement without formal hierarchy. Experiments are under way at businesses. They include the transformation of Zappos, the Amazon-owned shoe retailer, to Holacracy, a self-management system, and the development of autonomous teams at longer-established companies such as Ericsson and Microsoft.
为探索新的管理方式,激进的思想家们研究了椋鸟群和黏菌释放的物质,发现两者在协同运动时都不存在正规的等级划分。他们在商业领域也做了实验。他们研究了亚马逊(Amazon)旗下鞋类零售商Zappos的转型——该公司采取了“合弄制”(Holacracy)的自我管理体系——以及在爱立信(Ericsson)和微软(Microsoft)这样历史悠久的公司中那些自主团队的发展。
But while shredding the org chart may be a satisfying way of triggering such change, it could make everything worse if it deprives workers of information about who does what. Businesses need some structure to be able to grow — and sooner or later someone will want to see what that structure looks like.
然而,虽然摧毁组织结构图也许是促成这种转型的一个有效方式,但如果它使员工无从得知同事们各自的职责则会令情况变得更糟。企业的成长需要一定的结构——而且迟早有人会想了解这一结构。
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