Holacracy, a self-managing design for organizations, uses the radical decentralization of authority and a lack of a manager-subordinate relationship. It differs significantly from traditional organizational forms, and in particular, the transformation of the organization from a traditional to a holacratic system brings with it various challenges, especially for employees and teams that need to be resolved, so organizations can realize their potential. This study uses an explorative case study design with 43 qualitative interviews in Swiss holacratic organizations to gain deeper insights into the organizational system itself and especially the path into the holacratic system. We conclude by presenting an overarching model and identifying four different ways to handle the change into the self-managing organizational design.

中文翻译：

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改变工作方式。使用合乐制进行自组织的方法：实证调查

Holacracy 是一种组织的自我管理设计，它使用权力的彻底分散和缺乏经理-下属关系。它与传统的组织形式有很大的不同，尤其是组织从传统到合力制的转变带来了各种挑战，特别是对于员工和团队来说，需要解决，让组织发挥潜力。本研究采用探索性案例研究设计，对瑞士合力制组织进行了 43 次定性访谈，以更深入地了解组织系统本身，尤其是通向合力制系统的途径。最后，我们提出了一个总体模型，并确定了四种不同的方式来处理对自我管理组织设计的改变。