The reality of informal enterprises are loose organization of nature, in the normal state. the management of a company and does not reveal a great deal of influence, so senior managers of enterprises, the strength of the informal organization is often not easy to be perceived, it is because it is not easy to perceive, So often easily ignored in an enterprise to flourish when he is not easy to find and perception, But when enterprises change and turning, This time you will suddenly discover such informal organization of the forces of the sudden expansion, and even some of you by surprise. Especially when enterprise transformation, driven by interests and positions of similar such loose informal organization and getting closer, If this time the administrator can quickly detect such informal organization of the phenomenon closely and take corresponding measures Shi, in the progress of the reform will lead to changes in the management of the crisis, or even to allow enterprises to pay a heavy price. From a business strike by the author talked about some of the typical cases, found in enterprise transformation, Existing enterprises of the informal organization has a very clear process closely, This process closely also with a lot of very clear signal. These signals not only the management of enterprises to be alert, and even concealed in the normal conduct of the staff were, Results of informal close-tissue enterprises and oppose change, management often fall into a passive state. Here, a very typical example : A company's efficiency is a relatively good manufacturing enterprises. But from the end of 2002 onwards, industry competition intensifies, the market for enterprise constantly squeezed by competitors. while single pieces of profits have also been declining, factories frequently work not satiated, as work is not great, work time workers can see everywhere together waffle; to the year 2003 in September, the situation will become more severe, Faced with this situation, the management decided to take measures to reduce costs and improve the competitiveness of enterprises, These include reducing the amount of year-end bonus, gradually reduce the workers benefits of single pieces of the bonus, and summer cooling from monthly fees paid by the actual days for payment, and so on. proper management of these measures will be gradually implemented on January 1 of the process, a handful of grass-roots workers suddenly in the management measures have raised objections, This objection quickly workers in broad repercussions and support in the management of such a sudden attack has not been reflected at a time when most workers also stopped work on its own, and the emergence of top management before the collective bargaining requirements ... Due to the lack of management of the incident and the necessary preparations for the full awareness So unexpected incidents top management into an isolated, in the final settlement enterprise had to make enormous concessions. This serious incident not only in local enterprises to the reputation of a very serious negative impact also enable enterprises to the economy suffered a tremendous loss. Later, through the course of the incident analysis and study, we found that This is typical of the informal organization aimed at promoting the reform of enterprises blocking incident and its intensity of the most intensified to achieve -- to strike the forms. In the process of the most prominent is the business of informal tissue close of the performance, For example, the original members of the loose ties become closer, the internal exchanges became more frequent, communication gradual emergence of the core members, and members of the core operations of the division. but not this close of the informal occurred in a house, different informal organizations in the common interest has been driven by the convergence and close collaboration. But why would such a short period of time (two weeks) to complete the original loose informal organization of the close-off way? It is understood that the long-term existence to a few loose informal groups, But never have the management what threats What is so that the workers can get in a short time so close to form organizations? To illustrate, we on the overall situation of workers of the statistical analysis, found that the overall workers in every aspect has a greater homogeneity of the phenomenon. In general, age, background and cultural level is the potential of the informal organization of foundation From Figure 1, we can see that Company A of the average worker's age to 42 years old, between the ages of 40-60 to occupy half below the age of 30 young workers was very low. 40-50 workers between the age groups is the mainstream in this age of the staff is similar to the background and values, Then, in a common enterprise, Moqi so that workers can quickly reach agreement; In addition, we see Figure 2, workers overall poor skills, intermediate technical workers following a decision to occupy most of It can be said that these workers competitiveness of the market is relatively low, so workers will be poor self-sense of security, to request an informal organization will be strong desire, especially in their own interests are being violated, hope to be other members of the informal agree more strongly desire, herd psychology also more serious. These ultimate homogenization of the people making under pressure, or driven by interests can reach agreement faster, for the close informal organizations providing good conditions. Objectively speaking, enterprise development in the management of low taken by the policy is more commonly used by many enterprises to improve the cost competitiveness of enterprises means The problem is he should not have overlooked the broad-based strength and strong potential of the informal groups exist, Of course this is not to absolve the management, After all, the decision-making and management of specific policies or operation of the small defects, And it is precisely these shortcomings in those informal channels of communication have been constantly enlarged and misunderstanding thus become members of the informal organization steadily closer to the external drive. Informal organizations close the signal so close to the informal organization of the informal power, or the growth of external What is performance? Speaking for the management, a clear signal is? Based on this case and the internal situation of enterprises similar to the analysis, in our view, Informal organizations in the process closely, there will be several clear signal : 1. The first is full of all kinds of rumors began to enterprises, informal communication exchange greatly exceed the amount of official channels of information exchange, rumors and false information continual emergence of a formal channel of information began to be suspected of staff, This can be considered loosely organized groups began to close the beginning; 2. Second, the informal organization started fixed core members, In his free time, it was often members gathered around in a mutual exchange; Correspondingly, in non-work activities. some of the staff began to have some decision-making power; 3. The enterprises or departments within some members of the informal "status" function than they formally organized the "level - "function, which can be used to judge the informal organization of the core members of the important basis; 4. When employees have objections or grievances, to the more informal members complain, and not through formal channels to express to the management. This is also an indication of the enterprise formally organized relative influence of the informal organizations in rapid decline; 5. Informal members faster than managers informed of enterprises or departments of internal and external information. These are a few of the informal process closely marked several signals When the informal organization close to a certain degree, will be members of the inherent and mutually acceptable formed under the concept of playing a guiding role in policy impulse, Then and informal organizations have begun forming its own right management of enterprises common understanding, Of course, this is part of understanding is perhaps reasonable, but on the whole enterprise development is dangerous, After all, they are based on their own position to look at all the issues, it can not be the completion of an informal organization. Measures can be taken when management discovered the signal, how should they respond? Our proposal is twofold. While the informal organization of powerful forces, the official description of the enterprise is the power shortage. General business and the employees that it should be a harmonious joint development, but this is only a result, formed the outcome of the process is still a game process. Long term business and the employees of the convergence of interests is, in fact, experience tells us first of all contradictions always exist. through the game may have unity. Therefore, we say that the informal organizations strength of note also is the formal organization of power, formally organized forces inadequate for many reasons, perhaps from the organizational structure and functions of the weak and weakening, It may also be due to the interests of the formal organization members hope through informal organizations to achieve certain objectives, thus weakening the self-intentionally. So formally organized to strengthen what? We believe that enterprises should pay attention to the following areas : strengthening of the official efforts to control. This requires enterprises improve its organizational structure and tight at the same time improve the effectiveness of middle management personnel management and water management Ping. Middle managers as a senior and the primary bridge, and undertake communication, implementation, control role completion of the enterprise reform objectives. Therefore, leading to periodic internal assessment of the middle managers of management and management effectiveness. prevent managers and individual actions to control the organization declined. Strengthen formal communication and the necessary publicity. To enterprise managers, changes in the most important is how to get the trust, but the trust will often closer to those people, For example, members of the informal group, rather than between managers and the manager. This requires enterprise managers must address the problem, in the face and acknowledge the problem and find ways to solve these problems, and not always of the Selection Committee or to use some techniques to mask the contradictions. Contradictions can only conceal more informal organizations to enhance the strength, making the already loose informal organizations more closely. Make full use of their spare time to organize useful activities. The formal organization to carry out various activities, such as group training, study and discussion, formal strengthen the cohesion of the organization. This objective at the same time also to reduce the informal organization of informal communication between members of time and space. Mentioned in the previous case, the company's workers at work is not full of get a large number of opportunities for informal communication, for the close informal process conditions. The other can proceed is weakening informal organizations. Many ways, but if we had an informal understanding of the causes and organizations, informal organizations will find the root cause lies homogenization, which is informal organizations exist and the basis for development, So destroy this homogenization is the easiest way to achieve the desired effect. Of course, in many cases the formation of homogeneous rooted management problems, improve and enhance the quality of management is the elimination of this potential risk of homogenization of the best ways. For those mentioned in the earlier case, we should introduce market competition mechanism and maintain a certain ratio of staff mobility, will be very easy to control the informal organization of the forces are growing in strength. In addition, we in specific management can take several effective measures : call key. Informal organizations hero informal organization is the key. He embodies the members of the informal organization of common values and common aptitudes, They often rely on the technical expertise and personal charisma in the informal organizations have enjoyed high prestige and influence. Sometimes their actual influence far exceeding even those organizations formally appointed administrators. These heroic figures of the thinking and action of a direct impact on the informal organization of thinking and action, and consequently, Managers should informal organizations hero of attaches great importance to this, actively seeking with them at all levels for effective communication, should actively invite them to participate in the organization's decision-making, If necessary, they may also be invited as a full-fledged office. Tissue culture guide. Informal and formal organizations between the nature of the conflict between two cultures in conflict formal and informal organizational culture of the sub-culture of the conflict between. Thus, in the long run, the organization wants to make the informal and formal organizations truly coherent, live in peace, we must establish, publicity right organizational culture, to influence, guide and informal organizational change in behavior and values, make it official with the goal of coordinated. Mobility. When needed informal organizational core staff out of the original post, weakening the impact of the informal organizations, by informal organizations close to the loose-type evolution. Encouraging managers to become members of the informal organization. By encouraging managers into informal organizations, we can put through their personal effects, gradually informal organization behavior and interests with the formal organization and management goals. Conclusion we seem to talk about some of the organizations and irrelevant, in fact, Informal organization is the close of the informal organization of the formation and strength of the development process, He also continued to influence the business process, which sometimes is useful, but sometimes unpredictable, unacceptable even degenerate into confrontation and conflict. Therefore, the administrator should be alert to the informal trend closely, If not in a timely and effective guidance and control of this force, then the enterprises at the expense of efficiency, Managers will also face the danger of entering a trap.