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研究生:鄭永洸
論文名稱:組織慣性與管理變革探討:以ERP導入為例
論文名稱(外文):A Case Study on the Organizational Inertia and Transformation
指導教授:邱奕嘉邱奕嘉引用關係
指導教授(外文):Chiu, Yi Chia
學位類別:碩士
校院名稱:國立政治大學
系所名稱:經營管理碩士學程(EMBA)
學門:商業及管理學門
學類:企業管理學類
論文種類:學術論文
畢業學年度:102
語文別:中文
論文頁數:57
中文關鍵詞:管理變革企業資源規劃ERP組織慣性組織學習組織慣性化解
外文關鍵詞:Organization InertiaTransformationPromoter of ChangeERPOrganization Learning
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組織慣性通常是組織對外在變化的適應與變革的阻礙。特別是在目前外在商業環境變化劇烈的時代,如何有效化解組織慣性以適應現況,變成一個重要的策略與管理課題;而企業資源規劃(ERP)的導入過程中,由於對組織的流程反思與再造,對企業會產生管理變革。本研究透過Godkin與Allcorn (2008) 以組織學習的觀點所發展的三構面組織慣性(思想、行動、心理)與化解方式模型,對於海峽兩岸的九個企業個案在導入ERP過程中所發生過管理變革的抗拒與化解的手法,辨識出其在管理模型中的組織慣性與化解的類型。在個案的研討之下發現,思想慣性是發生最普遍的一種組織慣性,心理慣性則發生在較為成立較久、地處偏僻或管理方式特殊的企業,行動慣性則較易發生在具科技背景的公司。而化解的手法中,思想慣性的反映實踐因為與ERP的導入方式相近因此較為常見,而雙回路學習則是要將管理變革的影響範圍擴大到高層。化解行動慣性的跨功能小組以及系統性問題解法與前提控制會同時採用,且需要高階主管的強勢領導。領導/組織容忍與過渡空間與時間是化解心理慣性的主要方式,也都有個案使用,但都需要考量組織所處的環境與成員特性來進行,以符合實際環境的狀況與需求。
第一章 緒論 1
第一節 研究背景與動機 1
第二節 研究目的與問題 4
第三節 研究步驟與流程 4
第二章 文獻探討 5
第一節 組織慣性 5
第二節 三構面組織慣性與變革模型-三種慣性 6
第三節 三構面組織慣性與變革模型-三種慣性的化解 11
第四節 企業資源規劃(ERP) 與管理變革 16
第三章 研究方法 21
第一節 研究流程 21
第二節 觀念性架構 21
第三節 個案的選擇與資料蒐集 24
第四章 個案說明 25
第五章 個案分析 41
第一節 個案組織慣性的分析與辨識 41
第二節 個案組織慣性的化解分析 45
第六章 結論、建議與限制 51
第一結 研究結論 51
第二節 實務建議 52
第三節 研究限制與未來研究建議 53
參考文獻 54

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