2017-02-16 13:08

我们必须接受,任何理论和观点,我们带来的组织和管理的研究,而能够创造有价值的见解,也是不完整的,有偏见的,并有可能误导。组织行为表现出作为规制的关键点。基本上,监管有助于绘制组织中可能发生的事情,可能会提出细微的改变,可能会改善他们,但不作出任何基本判断是否发生的是正确的或不正确的。激进者倾向于对组织应该是的方式作出判断,并就如何实现这一问题提供建议。传统组织习惯于实践监管,而新的现代组织趋于激进。为了更好地组织预算控制,今天新的现代组织不愿意给银行信用卡销售人员一个长时间的销售目标。新的现代组织敦促获得销售人员的结果,而销售人员应每月按时准确地销售,如果销售人员未能连续几个月达到目标,雇主保留终止雇员的权利。相反,传统的组织用来监管,而雇用和消防政策永远不会是一个传统的组织行为的选择。雇主有足够的耐心,他们愿意花时间来教育,指导和监督员工的表现。 基于(泰勒,1911:法约尔,1949),在组织理论的正统观点主要是基于机器和有机体的隐喻。一台机器的隐喻承保的古典管理理论学家的工作。根据图1,它提请理解社会科学的性质和组织,这是范式,隐喻和解决难题的三个概念。隐喻在组织行为中起着重要的作用。隐喻是经常被视为不超过文学描述设备的点缀,但更根本的是一种创造性的形成产生的影响虽然是一个交叉的图像。


we have to accept that any theory or perspective that we bring to the study of organization and management, while capable of creating valuable insights, is also incomplete, biased, and potentially misleading. Organizational behavior shows the important key points as Regulatory, and Radical. Basically, Regulatory helps to draw what goes on in organizations, possibly to present minor changes that might improve them, but not to make any basic judgment about whether what happens is correct or incorrect. Radical tends to make judgments about the way that organizations ought to be and provide recommendations on how this could be accomplished. Traditional organization used to practice Regulatory while new modern organization tends to act Radical. To well organize in budget controlling, new modern organization in today doesn't willing to give a long time for bank credit card's salesperson to hit their sales target. New modern organizations urge to get the results from salesperson whereas the salesperson should hit their monthly sales on time and accurately, if the salesperson failed to hit the target continuously in few months, employers reserved the rights to terminate the employee. Conversely, traditional organizations used to act Regulatory whereas Hire and Fire policy will never be the options for a traditional organization to behave. Employers are patient enough and they're willing to spend times to educate, guide, and monitor an employee's performance.

Based on (Taylor, 1911: Fayol, 1949), the orthodox view in organization theory has been based predominantly on the metaphors of machine and organism. The metaphor of a machine underwrites the work of the classical management theorists. According to Figure 1, it draws the three concepts for understanding the nature and organization of social science, which is Paradigms, Metaphors, and Puzzle Solving. Metaphor plays an important role in organization behavior. Metaphor is frequently regarded as no more than a literary and descriptive device for embellishment, but more fundamentally is a creative form which generates its effect though a crossing of images.