조직 칸막이 형성요인과 극복 방안에 관한 연구
A Study on the Factors of Organizational Silos and Measures to Overcome
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조직이 존재하는 한 칸막이는 불가피한 현상이다. 전문화의 원리, 부성화의 원리, 계층제의 원리, 분업의 원리 등으로 형성된 전통적인 조직은 말할 것도 없으며, 이를 극복하기 위해 등장한 수평적 조직이나 매트릭스 조직 등 동태화된 조직에서조차 여전히 칸막이는 존재하고 서로가 서로를 제약하는 상황에까지 이른다. 조직 칸막이는 계층제적 고전적 조직원리, 경쟁적 NPM적 조직관리, 그리고 조직 내외의 본질적 요인으로 형성되는데, 이를 최소화하거나 극복하기 위해서는 다양한 관리전략이 요구된다. 그렇다면 우리는 왜 칸막이에 주목해야 하는가? 그것은 바로 칸막이가 국민의 대리인인 정부가 주어진 책무성과 책임성을 수행하는 데 왜곡된 역할과 책임을 야기하고 결과적으로 국민이 제대로 받아야 할 행정서비스의 양과 질의 수준을 떨어뜨리는 주요 원인이기 때문이다. 따라서 조직은 칸막이를 완화하거나 극복할 방안을 마련할 필요가 있다. 본 연구에서는 칸막이를 막기 위한 방안으로 칸막이 구조(과정, 관리, 조직목표, 성과목표, 과제 등)를 개선하고, 경직적이고 경쟁적인 조직문화를 소통, 협조, 협업을 촉진할 수 있는 협업 친화적 문화로 개선하고, 인사교류를 통해 다른 조직을 경험하고 학습할 기회를 제공하고, 구성의 오류를 피할 수 있는 성과평가제도를 개선하고, 분산된 정보시스템을 통합하는 방안을 제시한다.
Abstract
As long as organization exists, silos are an inevitable phenomenon. Not to mention the traditional organization formed by the principle of specialization, function, hierarchical system, division of labor, etc., even in the dynamic organization such as the horizontal organization or the matrix organization that appeared to overcome silos, they still exist and even lead to a situation where they limit each other. The organizational silos are formed by the classic hierarchical organizational principle, competitive NPM organizational management, and essential factors inside and outside the organization, and various management strategies are required to minimize or overcome these. So why should we pay attention to the silos? This is because the silos are major causes of the distorted roles and responsibilities in carrying out the accountability and accountability given by the government, which is the representative of the people, and consequently lowers the quality and quantity of administrative services that the people deserve. Therefore, organizations need to come up with measures to ease or overcome the silos. As measures to prevent silos, this study suggests ways to improve silo structure (process, management, organizational goals, performance goals, tasks, etc.) and improve rigid and competitive organizational culture into a collaborative-friendly culture that can promote communication, cooperation and collaboration. This study also suggests ways to provide opportunities to experience and learn other organizations through personnel exchanges and improve performance evaluation systems that can avoid errors in composition and integrate distributed information systems.
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