【文章內(nèi)容簡介】 神向?qū)I(yè)化管理轉(zhuǎn)換的有利時機。 THE ADOLESCENT ORGANIZATION 青春期組織 UNEXPECTED PATHOLOGICAL PROBLEM 始料不及的問題 “ DIVORCE‖離婚 ? Premature Bureaucracy anization sacrifices creativity rather than results to develop systems loses vision and appetite, begins 組織在體制的發(fā)展上失去了創(chuàng)造性，沒有遠景和期待，開始過早老化。 ? People are not willing to take responsibilities with new anization for accountability. 人們不愿意和新組織一起，為其成為一個具責任感的機構盡責。 ? Insurmountable conflict between administrative/financial and creative ponents (marketing).行政 /財務與創(chuàng)新部門（銷售）之間不可克服的矛盾。 ? Creative ponents decide to part 。 ? Oldtimers fired, or heavy turnover of new 了太重的營業(yè)額任務。 THE ADOLESCENT ORGANIZATION 青春期組織 UNEXPECTED PROBLEMS 意外的問題： ? Premature hiring of new CEO. 過早替換首席執(zhí)行官 。 ? Premature ? Divorce, suicide, or sell out (Sale value not maximized).離婚、自殺、或者出售（出售價格沒有最大化）。 THE ADOLESCENT ORGANIZATION 青春期組織 TREATMENT處理： ? “ Team Building‖ to free anization from Founder less dependency on Founder for decision making. ―建立團隊 ” 讓公司逐步脫離創(chuàng)始人 降低決策上對創(chuàng)始人的依賴 ? Decentralized decision making. 決策基層化 ? Define the ―Mission‖ of the pany which up to now has been in the Founder‘s head. Share ，到現(xiàn)在它還在創(chuàng)始人的腦海里。組織共同的遠景。 ? Administrative amp。 Finance Functions established Founder keeps what he is most interested as reporting relationship (Marketing, Engineering, etc.).建立行政 /財務職能部門。創(chuàng)始人把他最感興趣的當作匯報關系（營銷、工程等）。 ? COO brought in after Mission amp。 Structure in ，設立公司的首席運營官。 THE ADOLESCENT ORGANIZATION 青春期組織 TREATMENT處理 ? Accurate Information Systems developed –開發(fā)準確的信息系統(tǒng) – Who reports to whom誰向誰匯報 – About what, and 匯報什么 – For what incentive systems為什么 —激勵機制 ? Multidisciplinary assignments build 配。 ? Focus on results and process for achieving 的過程。 ? Need balance between flexibility amp。 systemization 需要平衡適應性與系統(tǒng)化。 THE PRIME ORGANIZATION 盛年期組織 CHARACTERISTICS特征 ? Develops administration from Adolescent amp。 does not lose creative ，切忌失去創(chuàng)新成分。 ? Is results 。 ? Follows systems amp。 。 ? Has plans and follows 。 ? Is aggressive and 。 THE PRIME ORGANIZATION 盛年期組織 CHARACTERISTICS特征 ? Reports growth and 。 ? Has the performance of a ―GoGo,‖ but is 學步期組織的績效，但是可以預測。 ? Begins to generate new ―Infants‖ may not have enough qualified managers for “ 嬰兒 ” —可能沒有足夠多的合格管理者來滿足增長的需要。 THE PRIME ORGANIZATION 盛年期組織 UNEXPECTED PATHOLOGICAL PROBLEMS 始料不及的問題 — “ PREMATURE AGING‖ 未老先衰 ? From this point on, the aging process is 起，老化過程就開始了。 ? Organization will normally go through a series of changes that limits its vitality and 變革，這些變革限制了它的生命力和長處。 ? The ―trick‖ for the anization in Prime is to stay there although this is not the natural 門是保持繁榮，盡管這不符合自然規(guī)律。 THE PRIME ORGANIZATION 盛年期組織 UNEXPECTED FPROBLEMS意外的問題 ? Most anizations begin in late Prime to: 在盛年期后期，大多數(shù)的公司開始： – Bee less risk oriented. 風險的導向性降低 – Bee more – Bee less creative. 創(chuàng)造性降低 THE PRIME ORGANIZATION 盛年期組織 TREATMENT處理 ? Avoid ―form‖ over ―function‖ cannot lose creative 能部門的形式化，切忌失去創(chuàng)新成分。 ? Decentralization ―spin off‖ satellites from anization to create a new Lifecycle —擺脫公司的運行軌跡，開創(chuàng)新的生命周期曲線。 – Avoids anization from being 。 – Creates a ―Portfolio‖ of business units, each at different stages of the ，讓他們處在生命周期的不同階段 – Each unit is expected to perform and achieve differently with different reward systems. 期望每個單位都有績效，根據(jù)不同的獎勵制度達成不同的績效。 – Avoid sameness which contributes to 的同一性。 THE PRIME ORGANIZATION 盛年期組織 TREATMENT處理 ? Prime is best positioned to buy other panie