摘要
本文运用扎根理论,以华为公司和其创始人任正非为例,探索矛盾领导如何促进组织二元性,并在组织层面构建了相应的理论模型。研究发现任正非矛盾领导风格体现在矛盾领导行为和矛盾认知方式两个方面,华为组织二元性体现在研发新技术或产品—改进原有技术或产品;满足新的客户需求—满足已有的顾客需求;提供新服务—改进原有服务;开拓新市场—巩固已有市场;合作—竞争;激进式变革—渐进式变革;长期利益或目标—短期利益或目标这七个方面。借鉴AMO理论,矛盾领导通过能力(培训体系、招聘体系、职业生涯管理)、动机(薪酬体系、绩效体系、企业文化、财务管理体系)和机会(组织结构、流程管理体系、合理配置资源)促进组织二元性的形成。本文采用案例研究法揭示了矛盾领导对组织二元性的作用机制,提出的理论框架有助于管理者在实践中运用矛盾领导风格,从能力、动机、机会三个方面实现组织二元性。
Based on the grounded theory, we adopted Huawei company and its founder - Ren Zhengfei as example to explore how paradoxical leadership promotes organizational ambidexterity and put forward the theoretical mode/ in the organization level. The research indicates that Ren Zhengfei＇s paradoxical leadership embodied in two aspects： Paradoxical Leader Behavior and Paradoxical Leader Cognition. Organizational ambidexterity of Huawei is reflected in seven aspects： Researching and Developing New Technologies or Products - Improving Existing Technologies or Products; Meeting New Customers＇ Needs - Meeting Existing Customers＇ Needs; Providing New Services - Improving Existing Services; Exploring New Markets - Consolidating Existing Markets; Cooperation - Competition; Radical Change - Incremental Change; Long Term Interest or Goal - Short Term Interest or Goal. According to the AMO theory, the paradoxical leadership helps to build organizational ambidexterity of Huawei by ability（training system, recruitment system, career management）, motivation （compensation system, performance system, enterprise culture, financial management system） and opportunities （organizational structure, process management, rational allocation of resources）. This paper adopts case study method to reveal how paradoxical leadership affects organizational ambidexterity, and the theoretical model we put forward can help managers show paradoxical leadership in practice, achieve organizational ambidexterity by three ways： ability, motivation and opportunity.
作者
王彦蓉
葛明磊
张丽华
Wang Yanrong;Ge Minglei;Zhang Lihua(School of Labor and Human Resources, Renmin University of Chin)
出处
《中国人力资源开发》
北大核心
2018年第7期134-145,共12页
Human Resources Development of China
基金
国家自然科学基金(71702005)
关键词
矛盾领导
组织二元性
中间机制
AMO理论
Paradoxical Leadership
Organizational Ambidexterity
Middle Mechanism
AMO Theory
