企业管理三个阶段的特点：经验管理、科学管理、文化管理

The characteristics of the three stages of enterprise management: experience management, scientific management, and cultural management

企业管理的演变是指企业在发展过程中的管理方法和手段的变化的过程，通常演变由三个阶段构成，经验管理阶段、科学管理阶段、文化管理阶段。

The evolution of enterprise management refers to the process of changes in management methods and means during the development of an enterprise, usually consisting of three stages: experience management stage, scientific management stage, and cultural management stage.

经验管理阶段

Experience management stage

企业规模比较小，员工在企业管理者的视野监视之内，所以企业管理靠人才就能够实现。所以在经验管理阶段，对员工的管理前提是经济人假设， 认为人性本恶，天生懒惰，不喜欢承担责任，被动，所以有这种看法的管理者采用的激励方式是以外激为主，激励方式是胡萝卜加大棒，对员工的控制也是外部控制，主要是控制人的行为。

The scale of the enterprise is relatively small, and employees are under the supervision of the enterprise managers, so enterprise management can be achieved through talent. So in the experience management stage, the premise for managing employees is the economic man hypothesis, which believes that human nature is inherently evil, lazy, does not like to take responsibility, and is passive. Therefore, managers with this view adopt external motivation as the main motivation method, which is carrot and stick. The control over employees is also external control, mainly controlling the behavior of the person.

科学管理阶段

Scientific management stage

企业规模比较大，靠人治则鞭长莫及，所以要把人治变为法治，但是对人性的认识还是以经济人假设为前提，靠规章制度来管理企业。其对员工的激励和控制还是外部的，通过惩罚与奖励来使员工工作，员工因为期望得到奖赏或害怕惩罚而工作，员工按企业的规章制度去行事，在管理者的指挥下行动， 管理的内容是管理员工的行为。

The scale of the enterprise is relatively large, and relying on human governance is beyond its reach. Therefore, it is necessary to transform human governance into the rule of law. However, the understanding of human nature is still based on the assumption of economic man and relies on rules and regulations to manage the enterprise. The motivation and control of employees are still external, using punishment and rewards to motivate them to work. Employees work because they expect or fear punishment, and they act according to the company's rules and regulations, under the command of managers. The content of management is to manage the behavior of employees.

文化管理阶段

Cultural management stage

企业的边界模糊，管理的前提是社会人假设，认为人性本善，人是有感情的，喜欢接受挑战，愿意发挥主观能动性，积极向上。这时企业要建立效应的以人为本的文化，通过人本管理来实现企业的目标。

The boundaries of enterprises are vague, and the premise of management is the assumption of social people, who believe that human nature is inherently good, that people have emotions, enjoy accepting challenges, are willing to exert subjective initiative, and are positive and upward. At this point, enterprises need to establish a people-oriented culture and achieve their goals through people-oriented management.

文化管理阶段时并不是没有经验管理和科学管理，科学管理是实现文化管理的基础，经验仍然是必要的，文化如同软件，制度如同硬件，二者是互补的。只是由于到了知识经济时期，人更加重视实现个人价值的实现，所以，对人性的尊重显得尤为重要，因此企业管理要以人为本。

In the stage of cultural management, there is not a lack of experience and scientific management. Scientific management is the foundation for achieving cultural management, and experience is still necessary. Culture is like software, and institutions are like hardware. The two are complementary. However, in the era of knowledge economy, people attach greater importance to realizing personal values, so respecting human nature is particularly important. Therefore, enterprise management should be people-oriented.

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