The article deals with the question which management philosophy is better, management philosophy based on culture HOW or management philosophy based on culture WHY. With respect to this article, author used these techniques, namely quantitative research, case methodology and literature analysis. Consequently, from the research, it can be predicted that most companies prefer a management model which inclines more towards planning, organizing and controlling than to leadership. This approach is a part of the traditional management system through which the organizational culture of “HOW” is implemented. The hidden costs of this model are apathetic staff, lost revenues and mainly work-related stress. These factors, which cause a lack of participation in the workplace, similarly lead to paralysis of innovation capabilities of most companies. They negatively affect the overall productivity of the economy and cause considerable social costs. However, there is also alternative management system based on the WHY culture. This management system, which releases initiative, creativity and enthusiasm, was investigated in the Toyota, FAVI and W. L. Gore. Author found out that these companies are able to eliminate the negative consequences of the traditional management model. The key features of this model are trust, freedom and responsibility, all three of which enrich the system with the ability to learn iteratively from one’s own mistakes.
展开▼
机译：本文讨论的问题是哪种管理哲学更好，基于文化HOW的管理哲学或基于文化WHY的管理哲学。对于本文，作者使用了这些技术，即定量研究，案例方法和文献分析。因此，从研究中可以预见，大多数公司更喜欢一种管理模型，该模型更倾向于计划，组织和控制，而不是领导。这种方法是传统管理系统的一部分，通过该系统可以实施“ HOW”的组织文化。这种模式的隐性成本是冷漠的员工，收入损失以及主要与工作有关的压力。这些因素导致缺乏工作场所的参与，同样导致大多数公司的创新能力瘫痪。它们会对经济的整体生产率产生负面影响，并造成可观的社会成本。但是，也存在基于WHY文化的替代管理系统。丰田，FAVI和戈尔（W. L. Gore）对这种释放主动性，创造力和热情的管理系统进行了研究。作者发现，这些公司能够消除传统管理模式的负面影响。该模型的关键特征是信任，自由和责任，所有这三个特征都使系统具有从错误中反复学习的能力。
展开▼
