- 2017中國家族企業(yè)健康發(fā)展報(bào)告
- 陳凌
- 1886字
- 2019-12-06 10:00:38
序言一
加拿大卡爾加里大學(xué)財(cái)務(wù)學(xué)教授、浙江大學(xué)企業(yè)家學(xué)院學(xué)術(shù)委員會主席、浙江大學(xué)管理學(xué)院兼職講座教授
When Prof. Chen Ling first told me about this ambitious project to study the organizational health of family firms in China, I had just begun to think about the same subject because of an invitation to join a similar project in an international context. I would like to congratulate Prof. Chen and his colleagues for so quickly achieving their results because our own has barely begun. Thus I was quite interested in what their project uncovered and it was fortuitous that Prof. Chen asked me to write a preface for the study, allowing me to see the report before it is made public to everybody.
當(dāng)陳凌教授初次對我提及中國家族企業(yè)組織健康這個(gè)雄心勃勃的研究項(xiàng)目時(shí),我正好因受邀參加類似項(xiàng)目而開始思考國際背景下的相關(guān)問題。我要恭喜陳教授和他的同事這么快就取得了研究成果,而我們自己的研究才剛剛開始。我對他們的項(xiàng)目研究發(fā)現(xiàn)很感興趣,同時(shí)我也很榮幸受邀給研究報(bào)告作序,讓我能在報(bào)告公開發(fā)表前看到研究成果。
Health, even in the case of a person, is not easy to define or measure. The World Health Organization(WHO)defines it as:“... a state of complete physical, mental and social well-being and not merely the absence of disease or infirmity.”So the definition transcends freedom from illness and pain which is how health is actually defined in medical practice as implied by the pronouncement of health when one's annual physical checkup screens out diseases and their near causes. But even the WHO's definition has been criticized for setting an ideal that is unachievable or unachievable by most. Thus, many experts now work with a concept of health that is somewhere between the definition as practiced in medicine and as defined by the WHO.
健康,即便是針對個(gè)人也不容易定義和測量。世界衛(wèi)生組織(WHO)對健康的定義是:“……生理、心智和人際等全方位狀態(tài)良好,而不只是沒有疾病和免于身體虛弱。”這個(gè)定義超越了醫(yī)療實(shí)踐對健康的事實(shí)定義,即無病無痛,直白地說就是年度體檢對疾病和病因排查后做出的健康結(jié)論。不過即便是WHO的定義也被批評者認(rèn)為是為健康設(shè)置了一個(gè)無法達(dá)到或絕大多數(shù)人無法達(dá)到的理想狀態(tài)。因此許多專家所用的健康概念仍界于醫(yī)療實(shí)踐定義和WHO定義之間。
The idea that organizations should also be viewed in terms of its health rather than simply its economic performance is around fifty years old, quite young in terms of science. If experts are still unable to agree on a definition of health for individuals, we should not expect them to do better in terms of organizational health. Clearly, it cannot be a case of an organization without problems because, especially in today's global economy, organizations all face the constant need for adapting to changes in the business environment. Some combination of direction, self-identity, productivity and adaptability in their financial, psychological, social and cultural contexts appear to be present in most definitions. These ingredients are certainly reflected in the measures used in this study.
管理學(xué)關(guān)注組織的健康而不僅是簡單地用經(jīng)濟(jì)績效來評價(jià)組織的思想已經(jīng)流行了近半個(gè)世紀(jì),但是用科學(xué)的方法來研究組織的健康狀況還是非常新的嘗試。既然醫(yī)學(xué)專家們在個(gè)人健康的定義上尚且不能達(dá)成共識,我們也不該太指望管理學(xué)專家們在組織健康的定義上能做得更好。而且很明顯,組織不可能沒有問題,特別是在今天這種全球化經(jīng)濟(jì)背景下,所有組織都需要不斷適應(yīng)商業(yè)環(huán)境的變化。大多數(shù)的企業(yè)健康定義都會融合財(cái)務(wù)、心理、社會和文化這些方面的目標(biāo)、身份、生產(chǎn)力、適應(yīng)力等因素,這些因素在本研究的方法中都有所體現(xiàn)。
One of the most important difficulties in studying organizational health arises from the fact that organizational health requires both the organization as a whole and the individuals who make up the organization to be“healthy”. This requires a delicate balancing of the interests of the organizational members and the organization itself or else the interests of one would end up being enhanced at the expense of those of the other. This balancing act cannot escape influence from the cultural heritage of the family and the community at large. Thus the uneven scores found for the different dimensions measured in the study may be the result of differences in interests as affected by cultural orientations of the founders, the potential successors and the non-family workers. For example, as the study observes, there may be a conflict between the collectivist orientation of the founder and the western-influenced more individualistic one of the potential successor.
組織健康研究的關(guān)鍵難題之一是組織健康要求組織整體和組織成員都要“健康”這個(gè)事實(shí)。該事實(shí)要求巧妙平衡組織成員和組織本身的利益沖突,否則必然導(dǎo)致一方得益一方受損。平衡方案逃不脫家族文化遺產(chǎn)和社會文化傳統(tǒng)的影響,因此本研究各測量維度上的不同得分可能是不同利益群體差異的體現(xiàn),反映了創(chuàng)始人、潛在接班人和非家族成員等群體的不同文化傾向。比如本研究觀察到的創(chuàng)始人的集體主義傾向和潛在接班人受西方文化影響而表現(xiàn)出來的更個(gè)人主義的傾向之間就可能存在沖突。
When the object of study is complicated by the presence of a second organization—the family—the subject becomes interesting and challenging indeed. Now, the situation studied involves conflicts between interests of the family firm as an organization, the family as another organization, the individual family members working in the business, the individual family members not working in the business, and the non-family workers of the firm. As a result of the complexities, the conclusions made in the study are going to be controversial. First, this is because they will reflect the Chinese culture with respect to whose interests are more important. Second, arguments are needed to approach the truth. Thus, although controversy could be frustrating for family firms and their consultants, it excites researchers because it is where we live. So I believe that this report is going to receive a lot of attention from family business researchers in China. And researchers should thank Prof. Chen and his colleagues for leading us toward this very important, new, challenging and controversy prone topic of research.
當(dāng)研究目標(biāo)必須要考慮另一個(gè)組織—家族—而變得復(fù)雜時(shí),研究主題事實(shí)上也變得有趣和富有挑戰(zhàn)。此時(shí)所研究的情景涉及家族企業(yè)和家族這兩個(gè)組織之間的利益沖突,涉及企業(yè)內(nèi)的家族成員、企業(yè)外的家族成員以及企業(yè)內(nèi)非家族成員之間的利益沖突。研究情景復(fù)雜造成的結(jié)果是研究結(jié)論和對結(jié)論的解釋必然存在爭議。出現(xiàn)爭議首先是因?yàn)榍榫爸械臎_突反映了中國文化中誰的利益更重要的價(jià)值判斷,其次是因?yàn)閷W(xué)術(shù)界必須通過爭論來接近真理。所以,雖然爭議的結(jié)論可能讓家族企業(yè)和企業(yè)顧問無所適從,但卻讓我們這些研究者很興奮,這正是我們要研究的天地。因此,我認(rèn)為這份研究報(bào)告必將會受到中國家族企業(yè)研究者的諸多關(guān)注,而且研究者應(yīng)該感謝陳教授和他的同事們在這個(gè)重要、嶄新、富有挑戰(zhàn)和必然充滿爭議的研究領(lǐng)域?yàn)槲覀冮_路。