Research on multiple intelligence organizations based on “four anti” transformation under the background of the new industrial revolution
【Abstract】In the context of the new industrial revolution, organizations need to shift from a unitary centralized system to a multi-governance one. This paper explores the evolution path of the “four anti” transformation through a cross-case study of General Electric (GE) and Haier. The essence of “anti-centralization” is organizational power division. The trend of organizational evolution is from “vertical” to “horizontal,” that is, from centralized pyramid structure to flat network structure with empowerment as the core. Its features are extremely flattening, rapid reactivity, comprehensive network and so on, which adapt to the characteristics of the new industrial revolution. The essence of “anti-boundary” is the expansion of organizational boundaries. The evolution logic of organizational structure is from “tangible” to “intangible,” constructing dynamically boundaryless virtual organizations. And the new technology paradigm with mobile Internet as the core makes the space-time boundary and internal and external boundaries of the organization further opened. The evolution logic of the organization is from “decentralization” to “integration,” integrating the “division” into the “integration,” which includes reengineering the division of labor, reengineering intelligent processes, and a comprehensive reengineering in order to build a human-computer integration intelligent organization in the context of the new industrial revolution. The essence of “anti-paradigm” is the transformation of management paradigm. The evolution path of organizational is from the modern “orderly” management paradigm to the post-modern “disordered” innovation. The core elements of the innovation management paradigm are user-centered, self-organizing driven team, supporting role of platform, and construction of innovative organizational ecosystem. Possible theoretical contributions of this study are as follows: firstly, current research on the “four-anti” organization mainly focuses on one or two dimensions, and there are few systematic studies of the “four anti” organizations based on the logic of time. Through case analysis of GE and Haier, this paper finds that according to the time logic, the evolution of organizations has experienced the evolution law of “anti-centralization, anti-boundary, anti-division of labor, and anti-paradigm,” which provides a systematic analysis perspective for the organizational reform of modern enterprises. Secondly, compared with the traditional unitary centralized organization, multi-intelligence organization based on “four anti” mode presents a more agile, efficient, and intelligent enterprise organization form and management mode in the face of non-linear environmental changes, demand changes, and work mode changes. And the management model embodies the adaptability and leadership of this new organizational model to the times, helping deepen the understanding of organizational evolution laws and innovations in the context of the new industrial revolution, improving existing organizational blueprints, and enriching organizational theory research diversity. Thirdly, compared with the traditional dual management theory, this paper, based on the “four anti” multi-intelligence organization theory model, overcomes the problem of dual management paradox to a certain extent, enabling enterprises to deal with management paradox. Since the traditional dual management paradox lacks the “systematic and balanced” thinking, it is difficult to adapt to the current diversified, non-linear, and dynamic external environment. The evolution of the organization’s “four anti” mode is a process of overcoming organizational inertia, organizational change, and enhancing the core competence of the organization. It seeks multiple dynamic balance between centralization and empowerment, closure and openness, division of labor and synergy, and order and disorder. That is to say, through the highly converged management practices of GE and Haier, the systematic and balanced functions embodied in the theoretical model of multiple intelligence based on the “four anti” mode are proposed, which provides an effective methodology for solving the contradictions arising from the dual management paradox. It is of great value for the theoretical innovation and management practice of organizations.
【Keywords】 new industrial revolution; “four-anti” path; multi-intelligent organization;
(Translated by DING Ruwei)
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