当代学术图书馆的领导艺术.ppt

* * * * * * * * * * * * * * Organisational climate and culture組織氣氛與組織文化 “deeper level of basic assumptions and beliefs that are shared by members of an organisation, that operate unconsciously, and that define in a basic ‘taken-for-granted’ fashion an organisations view of itself and its environment” (Schein, 1985) 「组织成员所共有的较深层基本设想及信仰，会无意识地起作用，而且，这种设想及信仰『理所当然』地决定了组织对其自身及其所处环境的看法」 Steuart and Moran Organizational culture sources: Basic building blocks laid down by management and tradition (assumptions, polices and goals) Experience of members as work in the organisation evolves New beliefs and assumptions from new staff 组织文化根源: 建构于管理层及传统 (假设、政策与目标) 组织的发展形成员工经验 来自新员工的新思维及设想 Steuart and Moran Organizational culture elements: Language (nomenclature) Group norms (expectations) Individuals with influence Stories of the past and how they shaped the organisation Established rituals/ ceremonies 组织文化元素: 语言(专门用语) 群体规范(期望) 有影响力的个人 过往的故事及其如何塑造组织 既定的习俗或仪式 In today’s rapidly changing society, this will no longer work! Change management转变管理 The process of continually renewing an organizations direction, structure, and capabilities to serve the ever-changing needs of external and internal customers Managing change is about managing people (Moran Brightman, 2000, /Insight/viewPDF.jsp?Filename=html/Output/Published/EmeraldFullTextArticle/Pdf/0860120203.pdf) 在这过程中，机构需持续地更新组织方向、架构及能力，以满足外部客人及内部客人不断变化的需求 转变管理就是人员管理 Change management is really about managing (either well or poorly) the impact of some particular environmental and/or organizational change on these core activators of workplace performance. (Moran Brightman, 2000, /Insight/viewPDF.jsp?Filename=html/Output/Published/EmeraldFullTextArticle/Pdf/0860120203.pdf) 转变管理是(妥善地或不妥善)处理一些转变带来的影响，这些影响是因环境或组织的一些特殊变化而产生的，影响职场表现的激励因素。 Change management转变管理 Moran Brightman, 2000. Change is nonlinear; there is often no clearly defined beginning or end. Effective change interweaves multiple improvement efforts Change is top-down and