家族企业与员工的双赢互动
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中文摘要
非家族成员难以认可家族企业的目标，他们与家族企业一般只保持最基本的交易关系，即企业以最低价格购买最简单的劳动，而简单劳动难以给企业带来竞争力。如何激励员工加大投入成为家族企业管理的重点。
理论上，员工-组织关系研究也一直无法帮助家族企业实现企业与员工从简单交易关系上升为相互投资型关系。因为，学科分野下的目标差异导致员工与企业之间理想合作博弈均衡点难以出现，如以人力资源管理为代表的管理学主张效率第一，以劳动关系为代表的工业民主理论主张公平第一，如何兼顾目标差异，建立能够指引实践的理论已成为研究的难点。
在考察海峡两岸家族企业管理实践的基础上并借鉴相关理论，本书提出了“劳资关系情境改变模型”，即从企业期待员工改变劳资情境的被动管理模式转化到互动参与管理的主动管理模式，通过探索劳资互动过程中的目标集以及目标的实现路径，构建劳资双赢的过程模型。首先，目标方面，家族企业与员工之间互动的期望结果是双方相互投资（和谐劳动关系），以实现组织发展（共同成长）的理想目标。相互投资首先需要双方相互认同，有共同的价值理念，实现共享价值因此成为劳资互动所要达到的可行与直接目标。其次，路径方面，在企业内部，劳资双方首先需要建立双方认可的基本的或底线的准则与契约，如劳动合同。在这些明示契约的基础上，通过参与互动与多阶段博弈，建立心理契约，实现互认、互信与互惠。
本书所提出的动态模型，包括系列目标集与动态策略集。家族企业可以根据自身现状，与员工一起选择并建立共同目标，然后采用相应的策略来实现目标。建议家族企业先通过关怀管理来密切劳资间的关系，然后通过参与管理为员工提供机会与平台，以此启动劳资良性互动的按钮，改变并扭转双方简单交易的不利局面。同样地，这也有助于改变中国家族企业互动管理出现的社会呼声大与政府推动不力，员工热切期盼与企业缺乏响应共存的局面。在移动互联网对管理实践产生越来越大的推进与变革的背景下，组织、客户与员工间的互动与参与管理将变得更为现实，企业决策者的民主参与管理需求也将逐步得以提升。移动互联网下家族企业具体应当实践哪些参与管理行为，如何通过提升员工与客户的参与意愿，来提升员工的创造力与组织的竞争力？希望本书也能起到抛砖引玉的作用。
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绪言
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第一篇 什么是民主参与管理
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第二篇 海峡两岸实施民主参与管理的实证研究
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