组织生命周期测评原理

何天恩 原创 | 2012-02-02 14:20 | 收藏 | 投票
关键字:企业文化 组织 生命周期 

Wufuping Early Warning Coefficient


   Neither large-scale open organizations nor various small-scale closed community organizations are unable to escape their “organizational life cycles” that are sometimes irresistible “natural” law. During their course of transformation, any cultural organisms come to their coefficients of culture crack variation (CV) which are 0.28 and 0.414, two critical points and now names Wufuping Early Warning Coefficient. When an organism’s coefficient is less than or equal to the former critical point, it enters into “pure” cultural state, with the possibility of “success trap” or “anti-learning”. When an organism’s coefficient is larger than the latter critical point, it enters gradually into “super” cultural state, falling into “cultural rupture” inevitably, and cultural crisis is most likely to occur. From “super” cultural state to “integrated” cultural state to “harmonious” cultural state to “pure” cultural state, it’s an incessant “cultural quality cycle”. In the interaction of the internal system and the external system, nearly all cultural organisms are not able to escape this periodic transformation which is possible the underlying cause of “organizational life cycles”.

翻译:无论是大型的开放式组织,或者是小型的闭合式的各类社群组织,其“组织生命周期”的存在,有时几乎是不可抗拒的“自然”规律。任何一个文化机体在流动、迁变过程中文化断裂系数(VI)等于0.28和0.41,是两个临界值,并被命名为“吴福平预警系数”。当少于等于前一临界值时,就开始进入“纯”(P)文化态,并极有可能出现“成功的陷井”或“反学习”;当大于后一个临界值时,则开始进入“超”(S)文化态,必将陷入“文化断裂”,进而极有可能导致文化危机的出现。从“超”(S)文化态、至“合”(I)文化态、至“和”(H)文化态、至“纯”(P)文化态,这就是一个连续的、周而复始的“文化质量周期”。任一个文化机体在其内在制度(潜规则)与外在制度(显规则)的互动、迁变过程中,通常会发生这种周期性流变现象,且极有可能正是导致“组织生命周期”的最深层原因。

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企业文化实战派,(浙江省)衢州市柯城奇正企业文化工作室创始人、企业文化高级顾问,嵊州市企业文化研究会学术委员、企业文化专家。大学学历,企业文化策划、咨询师,长期从事企业管理研究、企业文化研究、企业文化策划、企业…
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