在社会科学领域中,如果理论的基础性假设存在问题,其后续的展开就可能将问题进一步放大.西方传统管理理论隐含着“管理者是管理的唯一主体,被管理者是管理的客体”的前提性假设,表现为管理主体对客体的单向指挥和控制.后来的参与式民主管理对此虽有修补,但本质并没有改变.由于剥夺了被管理者的主体性,导致了现实管理主客体间的恶性互动和双方主体性的扭曲和异化,并制造了管理中的一系列悖论.道本管理在认识和尊重主体性和管理规律的基础上,提出了管理“四主体论”,对管理主体及其关系进行了重新认识和定位,破解了错误假设所导致的悖论,并通过机制设计实现了管理各主体之间良性关系的构筑,论证了管理从控制转向服务的必要.%In the research of social sciences, if there were mistakes in a theory's fundamental assumptions, the development of the theory would enlarge these mistakes. Traditional management theory implies that leaders are the only subject, and employees are the object in the management subjectobject relationship. This means that the management activities are one-lateral model in which leaders command and control their employees. Although the using of democracy management makes up for the shortcomings of this situation, but there is no essential changes. In the result, conflicts between leaders and employees always irritate both sides. Furthermore, it causes a series of management paradoxes. To solve the problem, the Dao-Oriented management puts forward a new theory, named theory of four subjects. It redefines the management subject, corrects the wrong fundamental assumption of traditional management theory, and can solve the management paradoxes. In conclusion, the theory proves that the management methods should change form control to service.
展开▼
