基于互催化的企业内部稳定性的演化分析

Analysis on the Evolution of Enterprise Internal Stability Based on Mutual Catalysis

企业内部稳定性是企业管理研究中的基本问题。针对企业的内部不稳定,主要存在古典治理、现代契约治理和现代文化治理3种调控机制,每一种都有其产生的生态背景、成功之处及存在的问题。本文从企业体制、企业文化和契约管理下人性两重性互催化的综合控制角度探讨了企业内部稳定性的动态演变过程,严格证明了不管使用何种治理机制,均不可能解决"严格意义"下企业内部不稳定的问题。当没有监督惩罚治理机制时,只依靠文化治理的企业只能达到亚健康稳态;当存在监督惩罚治理机制,不存在守约者向违约者自逆转化时,企业内部可存在完全健康、亚健康和病态3个稳态,只有当监控人数与被监控人数满足平方比律关系时,企业才可能达到完全稳定;当守约者存在向违约者转化时,企业可能出现只存在一个亚健康稳态或存在一个亚健康稳态和一个病态稳态两种情况。

Enterprise internal stability is of importance in management research. There are three regulatory mechanisms to solve the instability in the enterprises, which are classical govemance, modem contract governance and cultural governance. Each regulatory mechanism has its own ecological background, successes and problems. The dynamic evolution of enterprise internal stability is discussed in this article in the view of integrated control for mutual catalytic of dual human nature under the enterprise institutions, culture and contract management, and it is proved that the enterprises would be difficult to be complete stability. When there is no supervision and punishment governance mechanisms, enter- prises which rely on culture governance can reach sub - health steady state; when there are supervision and punishment governance mechanisms in the enterprises, and contract implementers could not self - reversal convert to defaulters, there are three steady states - complete health, sub - health and morbid state for the enterprises. Furthermore, the enterprise can achieve complete stability only when the relation between the number of monitors and persons being moni- tored is quadratic. If contract implementers could convert to defaulters, there are two cases of stable state for the enterprises, a sub - health steady state, or a sub - health steady - state and a morbid state.