"book Of Changes" Management Thought

The book of Change is the origin and source of Chinese traditional culture. Its value of "constantly striving to become stronger" and" showing mercy to others " are also among the basic spirits of Chinese traditional culture. It is our great mission to summarize the essential and referential ideas of management in the principle of making the past serve the present, removing defects and reserving merits by eliminating the color of mystery and its divination components. However, past extraction of managerial ideas of the book of Change was only rest on analyzing divinatory symbols and explaining particularly on philosophy and morals of management instead of digging deeply and wholly the essence of managerial ideas of the book of Change from the angle of management process. This leaves the lack of maneuverability of the book of Change management research. Therefore, the management study of the book of Change is very instructive and practical. On the other hand, in the 21st century, the scholars on management are challenged by the rising moral crisis in management practices, the growing uncertainties in strategic management and the increasing changing speed of environments. Western scholars of management have looked for resolutions from the ancient east wisdom. Peter Senge, the founder of learning organization, admitted in public that his five learning organization principles are referred to eastern managerial wits. The theory of System Thinking is directly learned from the book of Change's epistemology of entirety. As the descendants of China, we should hold the responsibility without hesitation to inherit, transfer and create the thought of the book of Change so that it could contribute its ideas to the management problems mentioned above.The dissertation first gives a elementary introduction of the book of Change, including the explanation of the names, divinatory symbols and common terms which build foundations for the next part to extract the managerial ideas from the book of Change. It also puts forward the two main historical limitations, its color of sorcery and superstition and its attachment to personalities. The color of sorcery and superstition emphasized here means the book of Change has its certain but not much sorcery and superstition, which is explained more clearly in the book of Change's naive materialism inChapter Two. Generally, the book of Change comforms to the objective rules on the whole. It believes that human beings are able to turn ill luck into good one and change disadvantages to opportunities by subjective efforts under the principle of following the objective rules.On the basis of the above, the dissertation epurates and sums up the book of Change's dialectics and epistemology of entirety. These two parts construct a solid philosophic base for the following extraction of the book of Change's management morals and its details. Since Weltanschauung is the general and prime view of the world and epistemology is the methodology of gaining thought, it is only by them can we get management morals and thoughts, which in other words means management morals and thoughts are the reflection of philosophy in certain level. Based on this, the dissertation summarizes the management morals. There are abundant management morals in the book of Change, many of which still have referential meanings that are especially prominent in the lack of management morals nowadays. The book of Change's management morals consist of family management morals and administrative management morals. These build theoretical basis for the extraction of the book of Change's managerial ideas. Further more, it will make managers conform to management morals more consciously as the result of the cultural and moral inheritage which has magnificent benefits on daily management practices.Then the dissertation enters its main body. It abstracts the book of Change's managerial thoughts from the point of management process, which overcomes the defects of poor operations of past abstractions of the book of Change's managerial thou...