摘要
在市场竞争不断加剧的今天,共同愿景成为企业保持竞争力和生命力的重要手段。共同愿景的达成即决策者与雇员博弈的结果,不仅取决于决策者的策略选择,同时也取决于员工的策略选择。决策者与雇员存在矛盾甚至冲突,都与双方长期达不成心理契约,形不成共同愿景显著相关。企业文化变革要从战略高度本着以人为本的原则,用博弈的观点反复校验,最终化解决策者和员工的信任困境,引导双方顺理成章地选择双赢的博弈策略,以实现企业运营成本和效率的最优化。
With the increased competition within the market, the shared vision becomes the important means to maintain enterprises＇ competitiveness and vitality. To reach a shared vision, the result of the game of decision-makers and employees, not only depends on strategic choices of decision-makers, but also depends on the employees＇ strategic choice. There is contra- diction and even conflict between decision-makers and employees, and it is significantly correlated to the failure of reaching a psychological contract and creating a shared vision. Enterprise cultural change should adhere to the people-oriented principle from a strategic perspective, repeatedly checking with the view point of game theory to ultimately resolve the dilemma of the trust between the decision-makers and employees. By this way, both sides will logically select a win-win game strategy to achieve the optimization of operation cost and efficiency for enterprise.
出处
《华东经济管理》
CSSCI
2012年第2期102-104,共3页
East China Economic Management
关键词
企业共同愿景
心理契约
信用博弈
shared vision of enterprise
psychological contract
game of credit
