自组织理论视角下NGO人力资源管理策略研究

Research on NGO Human Resource Management Strategy from the Perspective of Self-organization Theory

本文基于自组织理论,针对困扰NGO组织发展的人力资源这一瓶颈问题,构建了NGO自组织人力资源管理模型,分析了模型的开放性、非平衡态、非线性相互作用和涨落的特点,并结合NGO自组织人力资源管理案例,提出了建立NGO自组织运行的协同-竞争机制、激励-约束机制、柔性组织结构和自我管理团队等对策,以期帮助NGO解决人力资源瓶颈问题。

Based on the self-organization theory, in order to solve bottleneck problems that have plagued the development of NGO, this paper constructs a self-organization model of NGO human resource management, analyzes the characteristics of openness, non- equilibriu, nonlinear interaction and fluctuation, combines with the ease of NGO self- organization human resource management, and puts forward some countermeasures, such as the establishment of cooperation-competition mechanism, ineentive-constraint mechanism, flexible organization structure and self- management team.