A: Yes, I accept that we don‘t want to create a hierarchy, but I still think that it can help us if we choose a managing partner who has overall control.
P: Yes, I really don‘t think that will harm the relationship between us and I agree that it can help us to run the company more efficiently.
B: Well, I am not totally convinced, but I‘m willing to be persuaded. As you two are keen on the idea, why don‘t you prepare a paper about what the management structure would be and the functions of the managing partner?
A: Well, I‘d like to have a go at that. I‘ll prepare some notes and circulate them. Then we can discuss them at our next meeting. If that‘s OK with you, Brian?
P: Yeah, fine by me.
B: Well, we‘ve talked about planning and managing. Now, what about improving the organisation? I think we need to look at how we can organise ourselves better.
A: Well, having a managing partner should help.
B: Of course, but we need to look at our own roles, too.
P: To identify areas of responsibility?
B: Yes, first the areas where each of us has the main responsibility and then the areas where we are involved, but not primarily responsible. Take purchasing, for example. We need to buy in goods-everything from machines down to plugs. We buy in machines when a customer has placed an order and then we check cashflow and consult the others. But we buy the smaller items without any consultation.
A: Oh, come on, we always discuss major purchases and the minor ones are made when we need to. We can‘t consult with each other for every bit of cable we buy.
B: I know we can‘t. But that‘s exactly why we need one person with responsibility for authorising purchases. Then we can consistently check where we can get the best value for money by putting one person in charge. And that person can reconcile the purchases made against the invoices that come in. It‘s simply a matter of streamlining the system-which must be in everyone‘s interest.
A: So, what do you suggest?
B: Well, I think we should each make a list of the major functions within the organisation. We‘ve talked about purchasing. Then there‘s sales and after-sales service...
P: ... and finance.
B: Yes, and installation. Well, I‘d like to see one person with primary responsibility for each area, just as we said for purchasing. And the others may have secondary responsibility for that area. So, I propose that I draw up a list of the primary areas or activities that we need to carry out, and then at the next meeting we decide who will have the primary responsibility for each. I‘m sure it‘ll streamline our business.
A: So, where does that leave us?
P: With some homework to do and some key issues to discuss at our next meeting. By the way, when are we meeting?
A: Well, let‘s say that...
1. 本课主题
阅读下面这篇由一位“商业医生”撰写的文章并就列出的问题进行讨论。
成功的起因
精神分析家们通过深入病人的过去——通常是病人的童年时代——来给他们治病，试图以此帮助他们了解现在的感觉和行为。公司顾问们试图通过了解他们客户的历史和跟踪记录来找出失败的根源或成功的起因。
从某些方面讲，公司顾问们的工作有时很简单，他们可以察看资产负债表和损益表来分析该公司的资产管理、盈利状况和费用控制情况。他们可以跟踪公司的历史，从开始盈利的头一件产品到现在的生产和服务规模。他们可以研究公司的组织结构、市场营销和人事制度，甚至工厂和办公室的布局等等。
然而，要正确指出一个公司失败而另一个公司的原因常常并非易事。公司向外界寻求建议是因为从内部找不到答案。公司期冀咨询人员能运用其丰富的经验——或许就是他（她）以前所诊断过的类似病例来为公司找出症结所在，开出使公司复苏的良方，进而为公司推荐一种新的自下而上方式以保证他们未来的健康发展和繁荣。
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