Study Of Performance Management Of Self-organization Teams

In the new century, the trend of economic globalization has become more obvious. Under the background, the external environment the firms are facing has changed profoundly. The change in the external environment is mainly reflected in three aspects, such as Dynamics, complexity and uncertainty. Therefore, if the modern enterprises want to succeed in the increasingly fierce competition, they have to find a flexible organization mode to deal with the rapid changes of external environment. Development of Complex Science offers people new perspectives to study the related problems. Under the guidance of Complex System Theory, self-organization teams could become a form of work in the firms. In such teams, members always have shared vision, a strong personal commitment, and show the creative and spontaneous behaviors. At last, some inherent orders can emerge out of their interactive behaviors. Because of the essential characteristics of the teams, such kind of teams will bear more creativity and adaptability.In this paper, referring to self-organization team theory and performance management theory, performance management in self-organization teams is studied from two different perspectives of human nature and communication. The main contents in the paper are as follows:First, the newest literatures about self-organizing teams are surveyed and summarized, and the definition of self-organizing teams used in the paper is extracted on the basis of literatures. Meanwhile, team performance management theory is also introduced. All the theories in the paper are applied to lay the foundation for the next specific study.Second, self-organization team performance is studied from the perspective of humanity. Based on the hypothesis of humanity in self-organizing teams, multi-Agent experimental design is used to establish artificial self-organization team, and the trend of members' structure evolutionary, as well as how effects the humanity dynamically has on the team performance is demonstrated in different scenarios. Finally, some guidance to build the self-organization teams is presented.Third, self-organization team performance is studied from the perspective of communication. The objects, contents, the specific ways and means of communication in self-organization team are analyzed and summarized. Communication model of self-organization teams is established. And then, team performance model of self-organizing teams that communication mechanism impacts is presented. Finally a case is used to illustrate the validity of the model.