Tham khảo tài liệu 'strategic cultures of transformative organization_10', khoa học xã hội, kinh tế chính trị phục vụ nhu cầu học tập, nghiên cứu và làm việc hiệu quả | MANAGING CHANGE 395 1. Organizing as Predicting Behaviors through Incentive and Control Systems Designing organization in an evolutionary perspective cannot define sets of behaviors that are more or less adequate. In an evolutionary framework of organizational design behaviors are the unit of selection. Their emergence is the source of variation that constitutes the input of the evolutionary cycle. Behaviors are acted by people on the basis of their freedom and within a social and institutional context that can never be as strong as to completely determine behaviors. Therefore organization design cannot aim at predicting behaviors and acting on systems to make desired and actual behaviors consistent. The role of design is to let as many behaviors emerge and select some of them to become new practices within the organization. 2. Management as the Supreme Organizer in an evolutionary approach the role of a central agent is not necessary. As behaviors cannot be predicted the role of management as an organizer is severely limited. The management could at most retain a role as a potential source of variation or as the main actor of selection but managers must limit to learn from the experience of new behaviors within the organization. Their roles are more concerned with learning from others experiences and helping people experiment without repeating past mistakes. Hierarchy as decision flow is severely limited. 3. Design Information Flows vs. Communication Flows in an evolutionary perspective communication flows are vital. information cannot be confined to hierarchical flows Guetzkow 1965 but need redundancy. Variation can emerge as a product of sensemaking Weick 1995 and communication is at the root of such a process. Engineering of evolution is a matter of engineering of information transformation and transfer. An evolutionary-based organization needs to design communication flows as redundant as possible in order to let variation diffuse throughout the organization.
