adhocracy

简明释义

英[/ædˈhɒk.rə.si/]美[/ædˈhɒk.rə.si/]

n. 无固定结构的管理方式或组织；临时委员会组织；灵活组织机构

英英释义

单词用法

同义词

反义词

例句

1.A given team may realize productivity gains if it adopts any process at all instead of operating like an adhocracy.

一个特定的团队可能会认识到只要采用任一种开发过程而不是什么临时方案就可以获得生产力。

2.On each dimension, the Adhocracy has the lowest score.

各个维度上，活力型组织文化得分都最低。

3.A given team may realize productivity gains if it adopts any process at all instead of operating like an adhocracy.

一个特定的团队可能会认识到只要采用任一种开发过程而不是什么临时方案就可以获得生产力。

4.The film production was managed as an adhocracy 非正式组织, with roles changing based on the project's needs.

这部电影的制作以adhocracy 非正式组织的方式进行，角色根据项目需求不断变化。

5.The tech company thrives on an adhocracy 非正式组织, fostering creativity among its engineers.

这家科技公司依赖于adhocracy 非正式组织，在工程师中培养创造力。

6.In a startup, the team often operates in an adhocracy 非正式组织, allowing for rapid innovation and flexibility.

在一家初创公司中，团队通常在一个adhocracy 非正式组织中运作，这样可以快速创新和灵活应对。

7.In an adhocracy 非正式组织, employees are encouraged to take initiative and share ideas freely.

在一个adhocracy 非正式组织中，员工被鼓励主动出击，自由分享想法。

8.During the crisis, the organization shifted to an adhocracy 非正式组织 to respond quickly to changes.

在危机期间，组织转向adhocracy 非正式组织以快速应对变化。

作文

In today's fast-paced and ever-changing world, organizations face numerous challenges that require innovative solutions. Traditional bureaucratic structures often hinder creativity and adaptability, making it difficult for companies to respond effectively to market demands. This is where the concept of adhocracy (灵活组织) comes into play. Adhocracy refers to a flexible, informal organizational structure that emphasizes innovation and collaboration over rigid hierarchies. It allows teams to form spontaneously around projects, fostering a culture of creativity and responsiveness. One of the key advantages of adhocracy is its ability to adapt quickly to changes in the environment. For example, in the tech industry, companies like Google and Apple have successfully implemented adhocratic principles to drive innovation. By creating an environment where employees can collaborate freely and pursue their ideas, these companies have been able to stay ahead of the competition. Employees are encouraged to take risks and experiment, which leads to groundbreaking products and services.Moreover, adhocracy promotes a sense of ownership among employees. When individuals are given the freedom to contribute to projects and make decisions, they are more likely to feel invested in the outcomes. This not only boosts morale but also enhances productivity. In contrast to traditional bureaucratic systems, where decision-making can be slow and cumbersome, adhocracy empowers teams to act swiftly and efficiently.However, implementing adhocracy is not without its challenges. One potential drawback is the lack of clear authority and direction. In a highly collaborative environment, it can sometimes be difficult to establish accountability. Teams may struggle with decision-making if roles and responsibilities are not well-defined. Therefore, while adhocracy encourages flexibility, organizations must also ensure that there are mechanisms in place to guide and support teams.Another challenge is the potential for chaos. Without a structured framework, projects can become disorganized, leading to confusion and inefficiencies. Organizations must strike a balance between fostering creativity and maintaining some level of order. This means that while teams should have the freedom to explore new ideas, there should also be processes in place to evaluate and prioritize those ideas effectively.Despite these challenges, the benefits of adhocracy are significant. As the business landscape continues to evolve, organizations that embrace this model will likely find themselves better equipped to navigate uncertainty and drive innovation. By breaking down silos and encouraging collaboration, adhocracy creates an environment where creativity can flourish. In conclusion, as we move further into the 21st century, the need for flexible and adaptive organizational structures will only increase. Companies that recognize the value of adhocracy and implement its principles will position themselves for success in an unpredictable world.

在当今快速变化的世界中，组织面临着许多需要创新解决方案的挑战。传统的官僚结构往往阻碍创造力和适应性，使公司难以有效应对市场需求。这就是adhocracy（灵活组织）概念的作用。Adhocracy指的是一种灵活、非正式的组织结构，强调创新和合作，而不是僵化的等级制度。它允许团队围绕项目自发形成，促进创造力和响应能力的文化。Adhocracy的一个关键优势是其能够迅速适应环境变化。例如，在科技行业，谷歌和苹果等公司成功地实施了adhocratic原则来推动创新。通过创造一个员工可以自由合作并追求自己想法的环境，这些公司能够保持竞争优势。员工被鼓励冒险和实验，这导致了突破性的产品和服务。此外，adhocracy还促进了员工的归属感。当个人被赋予自由参与项目和做出决定时，他们更有可能对结果感到投入。这不仅提升了士气，还增强了生产力。与传统的官僚系统相比，决策过程缓慢而繁琐，adhocracy赋予团队迅速高效行动的权力。然而，实施adhocracy并非没有挑战。一个潜在的缺点是缺乏明确的权威和方向。在高度协作的环境中，有时很难建立问责制。如果角色和责任没有明确定义，团队可能会在决策上挣扎。因此，尽管adhocracy鼓励灵活性，组织还必须确保有机制来指导和支持团队。另一个挑战是潜在的混乱。没有结构化框架，项目可能变得无序，导致混淆和低效率。组织必须在促进创造力和保持一定程度的秩序之间找到平衡。这意味着虽然团队应该有自由探索新想法，但也应该有评估和有效优先考虑这些想法的流程。尽管面临这些挑战，adhocracy的好处是显著的。随着商业环境的不断演变，拥抱这种模式的组织将更有可能在不确定性中航行并推动创新。通过打破壁垒并鼓励合作，adhocracy创造了一个创造力蓬勃发展的环境。总之，随着我们进一步进入21世纪，对灵活和适应性强的组织结构的需求只会增加。认识到adhocracy的价值并实施其原则的公司将为在不可预测的世界中取得成功做好准备。