扁平化结构 meaning in English
oblate organization
Examples
- Moreover , organization structure must be changed radically from hierarchical structure to horizontal structure in order to meet the demand of real - time decision - making because of the close relationship of the organizational mechanism and structure
并且由于决策机制和组织结构的紧密联系，为满足决策的实时性要求，组织结构也随之要产生根本性的变革，即从金字塔层级结构向扁平化结构转换。 - Comparing with traditional organization structure , the outstanding characters of new - type organization structure are their horizontal structure and self - managed team & multi - functional team , but its core is enhancing the ability of real - time decision - making
相对于传统组织结构，新型组织结构的显著特点是扁平化结构以及自我管理团队和跨职能团队的工作方式，但其设计核心是为了提高组织的实时决策能力。 - But some enterprises lack systematic thought in informative construction , especially for those enterprises which are now in the transitional phase to flat structural system , they often dismissed the phenomenon that the middle - level contradiction shifts to the two poles therefore a lot of information block in the middle - level , all these greatly obstructed the development of enterprise informative construction
但是，一些企业在信息化建设中缺乏系统思考，特别是向扁平化结构体系过渡的企业，未看到中层矛盾向两极转移，出现信息中层涌塞现象，极大的阻碍了企业信息化建设的步伐。 - It should change the traditional structure , which made work division according to different work and made department division according to different specification , into a flat or netlike structure . the newly built structure will help improve communication among employees and release their personality and creative power . it can avoid the malady of hierarchy system in organization while help to improve the operation efficiency of business process and to foster and develop the enterprise ' s core competence
然后文章指出为了适应重建后的业务流程，企业还应对其结构进行调整，将按工作分工、按职能划分部门，转变为有利于员工相互交流与沟通、释放员工个性与创造力的扁平化结构或网络型结构，以避免科层等级制度的弊端，有助于业务流程的高效运作及培育和发展企业的核心竞争力。 - Keanwhile , almost every new , industrial ideas has different re flection in the traditional uniyersity organizations such as knowledge - based organization , flexible human - based mangerent , horizontal structure , matrix structure , individuation , globlization and so on . in another word , universities are never short of these sodern organization ideas which closely related to the cu1tural characteristic . we have to ask if it is necessare for universities to judge their transfomional impulse and what is the purpose of re formation
更何况，在如今产业界中广泛流行的各种新的理念，如知识型组织、以人为本的柔性管理、体现分权特征的扁平化结构、组织整体运作的个性化意识和全球理念等等，几乎在传统的大学组织中都有不同程度的体现。换言之，大学先天上就从来不缺乏上述种种所谓的现代组织理念。而这些现代组织理念又无一不与大学的文化性格密切相关。