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[41]参阅R Lund,A.Bishop和A.Newman,Designed to Work:Production Systems and People(Englewood Cliffs,NJ:Prentice Hall,1993)。该书讨论了高生产力工作系统的特点。
[42]参阅H.Lansberg,et al.,"The Succession Conspiracy," Family Busi-ness Review 1,2(1988): 119-144。作者讲述了从家族企业转变为职业经理人管理的复杂性。
[43]参阅P.Davis and D.Stern,"Adaption,Survival,and Growth in Family Businesses: An Integrated Systems Perspective," Human Relations 34,4(1980):207-224，该文讨论了制定接班人计划问题。
[44]参阅H.Levinson,"Conflicts That Plague Family Businesses," Harvard Business Review 49(1980):90-98。
[45]参阅J.Rothman,Resolving Identity—Based Conflict in Nations,Organizations and Communities(San Francisco: Jossey-Bass,1997)。作者把“我们”与“他们”之间的矛盾看作冲突演化的一个阶段。尤其是他指出这种斗争是“对抗”阶段的核心问题。
[46]参阅G.Fairhurst和R.Wendt,"The Gap in Total Quality Management," Communication Quarterly 6(1993):441-451。作者指出，作为一种工作方法，全面质量管理无法帮助组织解决权力问题，因为权力问题必须在目标变化的背景下去处理。
[47]参阅D.Schwandt,"Learning as an Organization: A Journey into Chaos," in S.Chawla和J.Renesch,eds.,learning Organizations: Developing Cultures for Tomorrow's Workplace(Portland,OR：Productivity Press,1995)。该文就绩效评估和学习型组织之间的关系进行了有趣的讨论，共同学习过程对绩效评估体系的设计提出了新的挑战。
[48]参阅J.Bartunek和R Reid(1992),"The Role of Conflict in a Second-order Change Attempt," in D.Kolb and J.Bartunek,eds.,Hidden Conflict in Organizations: Uncovering Behind the Scenes Disputes(New York: Sage,1996)。作者指出，冲突会降低组织承受二次变革的能力。
[49]参阅I.Boszormenyi-Nagy和G.Spark,Invisible Loyalties: Reciprocity in Intergenerational Family Therapy(New York: Harper & Row,1973),该书解释了家庭成员之间相互忠诚的力量。
[50]参阅S.Moscovici和W.Doise,Confiict and Consensus：A General Theo ry of Collective Decisions。他们指出，尽管冲突可能是有意义的，但是若放任不管，就有可能造成关系的破裂。
[51] W.H.Whyte，在其The Organization Man(New York: Simon and Schuster,1956）一书中，指出了相关的问题。