企业价值观管理对发展个人领导力的影响机制研究——以A.O史密斯为例

Study on the Impact Mechanism of Enterprises' Value Management on Developing Individual Ieadership: A Case Study on A.O. Smith

随着"互联网+"深入渗透到各个行业,应运而生大量高创新性、高自由度的工作,进而要求员工具备基于企业核心价值观的个人领导力,形成企业独特的竞争优势。本研究试图以A.O史密斯为例探讨企业价值观管理影响与塑造员工个人领导力的过程。研究发现,个人领导力的形成是价值观管理体系动态演进的结果 ,管理认知、一致性规范和预期价值判断的阶段性变化促进了个体与组织的价值观契合,三者呈现出前后耦合对接,相辅相成的关系。其次,心理因素是推动个人领导力塑造进程的关键因素,能促进员工从被动适应转变为主动学习。在组织和个人双向互动作用下,组成个人领导力的五大效能获得全面提升。本研究为个人领导力形成机制的探索提供了个人-组织交互作用的新视角,此外,对于企业价值观管理及发展个人领导力都具有一定的参考价值。本研究期望引发企业管理者对价值观管理的关注,从员工个人领导力培养的角度出发,促进员工个人能力成长的同时,形成强大的组织凝聚力和创造力。

With the penetration of Interact＋ into various industries, a large number of highly innovative and liberal jobs have emerged that require employees to have personal leadership based on core values of the enterprise. A.O. Smith is used as an example to explore the shaping process of personal leadership. Firstly, the study found that the formation of personal leadership is the result of dynamic evolution of value management system. The periodic changes in management cognition, consistency norms and expected value judgment promote individual-organizational values match, and these three are in a relationship of coupling and matching. Secondly, the change of psychological factors caused by the improvement in the degree of the value matching is a key internal motivation for the shaping of personal leadership, which promotes employees to transform themselves from passive adaptation to active learning. Under the effect of two-way interaction between organization and individual, the five functions of personal leadership have been comprehensively improved. A new perspective of interaction between person and organization is provided to explore the formation of personal leadership. What＇s more, this study is of certain reference value for the enterprise values management and development of personal leadership, expecting to lead to focus on value management and promoting the individual ability. As a result, enterprise itself can form a strong cohesion and creativity.