部落精神倾向于自我超越,在部落内部

Q2 Engineering
A. Behrens
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引用次数: 2

摘要

哪里几乎没有信任,哪里就能有自我超越?一个人能争取部落之间的开放和亲密吗?地中海民族更喜欢信任自己的部族成员,而不是日耳曼人。在日耳曼和地中海集群中,信任行为遵循文化决定的亲属关系模式,这种模式变化缓慢,以至于拉丁美洲和美国之间仍然存在不同的地中海和日耳曼信任模式。日耳曼管理技术依赖于地中海集群中相对缺乏的日耳曼信任行为,在这些人中,日耳曼的管理技术失去了效力,自我超越可能是一条风险更大的道路。地中海民族的部落友好型管理,包括更容易关注需求、团队合作和公民行为的奖励,需要更少的控制,从而实现更快的协调和更灵活的组织。这些思考与管理北非移民进入欧洲有关,就像管理拉丁美洲移民进入美国一样。
本文章由计算机程序翻译,如有差异,请以英文原文为准。
Tribal ethos favours self-transcendence, within the Tribe
Where there is little trust, can there be self-transcendence?  Can one strive for openness as well as closeness between tribes? Preference to trust own clan members is much higher among Mediterranean peoples than among Germanic ones. In both Germanic and Mediterranean clusters, trusting behaviours follow culturally determined kinship patterns that are slow to change, so much so that the different Mediterranean and Germanic trust patterns still show between Latin America and the USA. Germanic managerial techniques rest on Germanic trusting behaviours that are relatively lacking in the Mediterranean cluster, among whom Germanic managerial techniques lose efficacy and self-transcendence might be a riskier path to take. Clan-friendly management among Mediterranean peoples, including rewards more readily focused on needs, teamwork and citizenship behaviour, require less controls, bringing about faster alignment and more agile organizations. These reflections are relevant to manage North African migrants into Europe, as they are to manage Latin Americans into the USA.
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来源期刊
Journal of Innovation Management
Journal of Innovation Management Engineering-Engineering (miscellaneous)
CiteScore
3.50
自引率
0.00%
发文量
21
审稿时长
25 weeks
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