参与式管理与组织绩效的关系研究

Research on the Relationship Between Participative Management and Organizational Perfrmances

在当代中国社会的企业管理中,单纯依靠命令式答理来提高员工工作效率,似乎收效不大。于是寻求人本管理,采取激励的方法来提高员工的积极性,以影响组织效率,便成为在经济管理领域体现科学发展观的重要举措。社会人假设的提出为参与式管理奠定了理论基础,近百年来,参与式管理的内涵发生了某些重大改变。员工参与管理可以满足员工个人成长、自我价值实现的需要,充分调动员工的积极性,达到组织绩效提高的目的,但具体实施方式要遵循权变理论。

In the enterprise management of the contemporary Chinese society, it seems to gain little for people to improve the working efficiency by depending on the orders that employer gives merely. And so it has become one of the very important steps to embody the idea of the scientific development in the field of economic management that the managers try to seek for the human-based management, to adopts motivational methods to improve the employees＇ enthusiasm in order to have some influences on the organizational performance. The hypothesis of the social person has made a theoretical foundation for the participative management. The implications of the participative management have some significant changes in recent one hundred years. The participative management of the employees could meet the needs of their personal growth and the realization of their self-values, could mobilize their enthusiasm to reach the aims of improving the organizational performance. However, the congruent theories should be obeyed during the concrete implementations.