企业克服“两种陷阱”的后卢因式战略变革——基于“抛弃政策”与二元视角的研究

A Post-Lewinian Strategic Change of Enterprises to Break the Success Trap and Failure Trap——Research Based on the Perspectives of the Policy of Organized Abandonment and Ambidexterity

持续性战略变革对企业的生存与发展至关重要,然而当前"成功陷阱"和"失败陷阱"已成为制约有效变革实践的重要因素。如何通过前瞻性变革决策和适应性变革行为打破这一困境,是后卢因式组织发展与组织二元研究领域共同关注的理论问题。但因对时间维度的忽视,使得理论研究中尚存争议与不足。为此,将战略变革的研究置于时间视域下,构建能做出持续性解释的理论模型具有重要意义。本文以德鲁克的变革理论"抛弃政策"为视角切入,从时间和机制两方面构建了整合性战略变革理论模型。以"辉煌时刻抛弃"为时间模式的分析起点,刻画了具有周期性规律的战略变革二元行为"最优行动时间"框架;以"企业家精神制度化"为机制刻画起点,揭示了惯例驱动的主动抛弃机制促进持续性战略变革的机理;从而提出周期性二元平衡的理论框架并分析了其并行性与跨期间两个层面的平衡效应。建立在"积极变革"理念上,以"开始抛弃→彻底抛弃→再抛弃"为本质特征重构了卢因式战略变革模型。本文为顺境变革以实现持续成长的企业提供了清晰的战略变革节奏及机制设计指导。

Continuous strategic change is crucial to the survival and development of enterprises. But the“success trap” and“failure trap” currently have become serious constraints to effective change. How to break this dilemma through forward-looking change decision-making and adaptive change actions is a central topic both in the post-Lewinian Organizational Development Theory and Organizational Ambidexterity Theory. However, due to the neglect of the time dimension, there are still disputes and deficiencies in theoretical research. So, it is significance to put the research under the time horizon and construct a theoretical model that can make continuous interpretation. From the perspective of Drucker’s theory of change-The Policy of Organized Abandonment, this paper constructs an integrated theory model of strategic change from time and mechanism. The time portrayal starting from“to abandon when a company has been successful” outlines the cyclically optimal-action-time framework of strategic change. The mechanism portrayal starting from Institutionalizing Entrepreneurship reveals how the routine-driven proactive abandonment mechanism promotes continuous strategic change. And then a cyclical-ambidexterity-equilibrium paradigm is proposed and its equilibrium effect is analyzed. Based on this, the paper constructs an“pre-abandonment→abandonment→re-abandonment” post-Lewinian strategic change model, which is guided by a value of positive change. It provides a clear guidance about rhythm of strategic change and mechanism design for the organizations those want to achieve sustainable growth through initiating change in good times.