组织变革在线视频

同学们好
Helle everyone

我是云南财经大学
I am Pan xuedong from International Business School

国际工商学院的潘雪冬老师
of Yunnan University of Finance & Economics

我们继续学习本章的最后一节
Today we are continuing to study the last unit of this chapter

国际企业的组织变革
organizational change

多国企业必须阶段性地改变组织构架
Multinational firms periodically have to alter architecture to conform the changes

以适应竞争环境和战略的变化
of competitive environment and strategy

但是 组织变革很难实现
Organizations are difficult to change

因为多数组织都有很强的惰性力量
because most organizations are strong inertia-forces

惰性力量可以理解为对变革的抵触
Inertia can be understood as the resistant to change

惰性力量的主要来源有
The main sources of inertia are

1 组织内部现有权利和影响力的分配
First, the existing distribution of power and influence within an organization

因为组织变革而失去权力和影响力的人会抵制变革
those whose power and influence are reduced due to organizational change resist change

成为减缓或阻挡变革的组织惰性来源
this constitutes a source of organizational inertia that might slow or stop change

组织惰性力量的第2个来源是现有的文化
The second source of organizational inertia is the existing culture

价值体系深刻反映了员工具有的信仰 很难被改变
Value systems reflect deeply held beliefs and they can be very hard to change

组织内部正式和非正式的机制
The and informal mechanisms within an organization have been

长期强调统一的价值观
emphasizing a consistent set of values for a long period

突然要改变这些价值观
then suddenly change these values

就会引起抵制和员工之间的不协调
it leads to resistance and dissonance among employees

组织惰性力量的第3个来源是
The third source of organizational inertia might also derive form senior managers’ preconceptions

高级经理对恰当的企业模式或范式先入为主的看法
about the appropriate business model or paradigm

他们难以接受一个新的企业模式
They had difficulty accepting a new business model

使变革很困难
and made the change difficult

制度限制是组织惰性力量的第4个来源
The fourth source of organizational inertia is institutional constraints

多国企业发现这些限制使得公司
A multinational may find that these constraints

很难采用最有效的战略和组织构架
make it very difficult to adopt the most effective strategy and architecture

虽然所有的组织都会遭受惰性的困扰
Although all organization suffer from inertia

但产业全球化的趋势使得组织变革显得尤为关键
the trend toward globalization has made organizational change more critical

许多跨国企业只能知难而进
than ever that many multinationals do just that

组织变革成功的基本原则可以归纳为
The basic principles for successful organizational change can be summarized as follows

1 为组织解冻
1 unfreeze the organization

2 迈向新状态
2 move the organization to a new state

3 重新冻结组织
3 refreeze the organization

由于惰性力量的存在
Because of inertia forces

渐进的变革通常等于没有变革
incremental change is often no change

尤其是权力收到威胁的人
Those whose power is threatened by change

很容易抵制渐进的变革
can too easily resist incremental change

这便提倡有效的变革需要及早采取大胆行动
this leads to effective change requiring to take bold action

让组织已成型的文化“解冻”
early to “unfreeze” the established culture of organization

改变权力和影响力的分配
and to change the distribution of power and influence

解冻组织使用的休克疗法包括
Shock therapy to unfreeze the organization include

关闭经营不善的工厂
the closure of plants deemed uneconomic

或宣布大幅度结构重组
or the announcement of a dramatic structural reorganization

要想顺利推进组织解冻
Senior managers must also practice what they preach

高级经理需要投身其中 身体力行
and take the necessary steps to push organization unfreeze smoothly

组织一旦被解冻
Once an organization has been unfrozen

就必须迈向一个新的状态
it must be moved to a new state

企业需要采取行动---停止运营
Movement requires taking action—closing operations

进行结构重组
reorganizing the structure

重新分配任务
reassigning responsibilities

改变控制
changing control

激励和奖励机制
incentive and reward systems

重新设计流程
redesigning processes

迈向新状态要求
Movement requires a substantial change

多国企业的组织构架发生实实在在的变化
in the forms of a multinational’s organizational architecture

以符合想要达到的新战略高度
so that it matches the desired new strategic posture

让员工投身于变革是一种极好的方法
Involving employees in the change effort is an excellent way

可以他们体会到变革的必要性
to get them to appreciate and buy into the needs for change

从而加快前进的步伐
and to help with rapid movement

重新冻结组织需要更长的时间
Refreezing the organization takes longer

可能要求建立一种新的文化
it may require that a new culture be established and employees be socialized

这要求员工逐渐习惯新的做事方式
into the new way of doing things

公司可以采用管理教育课程来做到这一点
Companies often use management education programs to achieve this

但是管理教育还远远不够
However, management education programs are not enough

招聘政策必须改变
Hiring policies must be changed to emphasis on hiring individuals

强调被录用人员的价值观应与公司新文化相一致
whose own values are consistent with that of the new culture

控制和奖励机制必须与新现状相符
Controlling and rewarding mechanisms also must be consistent with the new state

这一节的内容就是这些 感谢大家的参与
That’s all for today and thank you for your participation