合弄制

合弄制

合弄制是一种自治形式；在合弄制组织中，决策权交给流动团队和特定角色，而非固定由个人掌握。合弄制被认为是一种"无领导管理方式"，它将公司组织架构去中心化，将由人定义工作角色转变为围绕工作来定义。

在传统组织中，职位名称、岗位描述和汇报关系组成的复杂网络，让人搞不清楚到底谁决定什么。在合弄制等新的组织模式下，每个人都能看到他人承担什么角色和责任。决策程序和规范也得到精简：提出方案的人可以直接和相关人沟通，而不再需要等待层层汇报。在合弄制组织中，这被称为“角色碰角色”，意味着信息不会在管理层级之间传递的过程中被稀释或误读。

摘自《“解散管理层”？自治组织的未来》

《哈佛商业评论》2016年7月刊

Holacracy

In traditional organizations, intricate webs of titles, job descriptions, and reporting relationships can make it difficult to figure out who decides what. In some of the newer models, such as holacracies, everyone can see who holds each role and what people are responsible for. The processes and norms for decision making are streamlined too. Rather than run ideas up the flagpole and wait for answers to come back down, individuals go directly to the people who will be affected. Within holacracies, this is known as “going role to role.” It means that messages are less likely to get watered down or misinterpreted through layers of management.

Excerpt from  “Beyond the Holacracy Hype”

《Harvard Business Review》July 2016