未來是連結的世界, 員工是分享經濟中的節點

這篇世界論壇的文章 http://x.co/6GL9W 滿觸動我; 文中用了哈佛的資料,所言有據.

Abstract:

  • Generation Y are less tolerant towards “old-world” models of management, and tend to shun more traditional corporate career paths in favour of working in start-ups, or becoming freelancers or entrepreneurs.
  • the nature of people’s roles and responsibilities has changed, and workers need to be more adaptive to a fluid economy and constantly changing environment.
  • The new world is a networked world where the linear career path is long gone; instead we are faced with a career helter-skelter. It is highly likely that most roles that are in any way repetitive will be replaced by machines or robots in the near future. Our most important assets are therefore our minds and our human potential.
  • In a connected economy, every employee should be seen as a node, an expert in their own domain. The role of the CEO should therefore be as a “chief energizing officer”, providing purpose and broader vision that the team can rally behind.
  • a flat company with a “boss-less” structure
  • Holacracy, a tool that lets companies structure themselves differently, avoiding conventional power structures.
  • 關注重點 : how company culture and structure can be adapted for the new economy.

有些企業都還陷在舊的模式和官僚的組織架構, 接受新的資訊與觀念速度比較慢.

國發基金已動用資金鼓勵一些創投, 等現有大企業改變根本不可能, 太慢了.

但這種理想世界, 一定與真實情況有很多拉鋸與差距.  每個企業與個人都在尋找最適合的方式

  • 扁平化 , 去中心化. 公司裡每個員工視為一個專業節點, 在一個分享的組織文化裡; 但真實企業裡的情況有點難吧. 台灣的苦勞經濟裡,老一輩老闆心中有很多不願意阿.

面對未來的世界, 要徹底把過去工業時代組織管理的那一套捨棄, 越早捨棄,企業與個人越早超生. 政府是有在做, 自從大敗後,才從失敗中感受到數位的力量.   但這些法則用到真實裡,都還需要很多管理的微調, 不斷優化修正,才會適用.

 

 

 

 

 

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