数字化转型和组织的不安
Cristina Besio1, Marco Jöstingmeier1, Christine Posner1
1Chair for Organizational Sociology, Institute for Social Science, Helmut-Schmidt-University Hamburg, Hamburg, Germany.
Frontiers in sociology
|September 25, 2024
概括
不断的组织变化可能导致"组织不安",阻碍数字化转型. 可持续的变革需要平衡连续性和中断,以实现有效的组织发展.
科学领域:
- 组织研究 组织研究
- 公共管理 公共管理
- 数字化转型 数字化转型
背景情况:
- 现代组织面临着持续适应和灵活性的压力.
- 与不断,无协调的组织变革相关的风险往往被低估.
- 这可能导致"组织不安"的有害状态,侵蚀稳定结构的好处.
研究的目的:
- 定义和探索由不断变化的"组织不安"这一概念.
- 确定组织不安对数字化转型努力的来源和影响.
- 为成功的数字化提出一个平衡的组织变革方法.
主要方法:
- 定性研究方法.
- 分析采访和参与者观察数据的分析.
- 一个德国大型公共管理机构的案例研究.
主要成果:
- 确定了组织不安的三个主要来源:社会创新的必要性,政治领导层的变化和人员轮换.
- 证明组织的不安矛盾地阻碍了计划的引入理想的变化,包括数字化转型.
- 质疑官僚硬是数字化转型的唯一障碍的观念,强调无协调的变革是重大障碍.
结论:
- 由不断的无协调变化驱动的组织不安,会对组织实现数字化转型等战略目标的能力产生负面影响.
- 有效的数字化转型需要在组织连续性和管理中断之间取得战略平衡.
- 了解和缓解组织不安对于促进可持续组织发展和成功数字化至关重要.
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