组织内监察员制度:国际实践与中国借鉴  

Organizational Ombudsman:International Practices and Implications in China

作　　者：王建民[1] 钱诚 王晟泽[1] 

机构地区：[1]北京师范大学管理学院,北京100875 [2]中国劳动保障科学研究院,北京100029

出　　处：《甘肃行政学院学报》2010年第5期4-12,共9页Journal of Gansu Administration Institute

摘　　要：存在于许多国家的各类组织中近50年的"组织内监察员(Organizational Ombudsman)"机构,是一种有利于化解内部矛盾、促进组织和谐、维护组织利益的制度安排,在中国制度环境中加以借鉴,具有一定的必要性与可行性。基于这项制度安排,可以构建中国人力资本密集型公共组织的内部和谐模式,设立"自律监察员"制度,以"独立、中立、公正、保密和非正式"为准则,实现"了解诉求,平息抱怨,解决争端,征求意见,促进沟通,实现和谐"的使命。实施新模式,需要组织最高决策者具有远见卓识,需要得到上级领导机关的支持和组织内大多数成员的理解与信任,是一项涉及组织人事管理制度的重要事件。'Organizational Ombudsman',existing in various organizations of many countries for nearly 50 years,is a kind of institutional arrangements of resolving internal conflicts,improving organizational harmony and safeguarding organizational benefits,which should be used for reference with necessity and feasibility to some extent in Chinese institutional environment.Based on the institutional arrangement,a new internal harmonious model for human-capital-intensive public organizations,'Self-regulation Ombudsperson',could be set up,complying with the code of ethics or standards of practice of 'Independence,Neutrality,Impartiality,Confidentiality and Informality' and realizing the mission of 'understanding requests,appeasing complaints,resolving disputes,promoting communications and achieving harmony'.For bringing the new model into effect,it is needed for the highest policy-maker to have far-sightedness,and get the support from higher authorities and win the understanding and trust of most members,which would be an event of great significance relating to innovation of cadre and personnel administration system.

关 键 词：组织内监察员(Organizational Ombudsman)制度 和谐组织 和谐社会 行政监察制度 自律监察 

分 类 号：C936[经济管理—管理学] D035.4[政治法律—政治学]