組織基因工程與組織合併之研究－以電信業合併案為例

A Study on Organizational Gene Engineering and Organizational Merger －Based on Telecommunications Industry Merger

呂紹宇(Shao-Yu Lu)

指導教授 ： 王秉鈞

元智大學/資訊學院/資訊管理學系/碩士(2006年)

摘要

本研究經由探討組織合併過程，基於「適者生存」的生態演化產生的變革動機，觀察植物經由嫁接方式產生之變化，以其對應於組織合併過程所發生現象。藉由對嫁接及購併理論及實務現象進行深入探討，建構對應組織基因工程之新模型；並以此模型對於研究個案進行研究，分析以砧木角色的主併公司對於接穗角色的被併公司產生之影響，對於嫁接後組織進行體質檢測，並將構成組織文化特質視為組織基因，觀察合併前後產生之組織基因變化。根據研究結論，從組織基因工程的角度切入觀察整個合併過程，影響嫁接根本條件的親和度、砧木與接穗的互動、產生之新體質，與合併過程有著相當程度的一致性，因此以組織基因工程驗證企業合併有一定程度的有效性。

　　歸納個案合併前後變化狀況，組織基因工程適用於合併案的整體規劃，可有效控制影響合併過程及新組織體質的關鍵因子，減少發生組織文化衝突機率，縮短合併後的組織磨合期，降低因「人」的不確定因素產生之額外風險，進而提昇合併後續效益。

關鍵字

組織基因工程 ； 組織文化 ； 合併 ； 嫁接 ； 基因重組

並列摘要

This research discussed the process of mergers and acquisitions. Based on the motivation of the evolution from “survival of fittest”, we observed the change from grafting of plants to correspond to the phenomena during the process of mergers and acquisitions. Through deeply discussion of the phenomena between grafting and acquisition theory and the reality. We established a new model for organizational genetic engineering. By using this new model, we studied a specific case, analyzed the impact on target company (tassel) from acquirer (stock), examined the organization structure after merging, and observed the change of cultural characters (i.e. organization gene) between before and after the acquisition. From the organization genetic engineering point of view, we observed the process of merging and found out that it was significant consistence between the process and the impacts form the acceptance of grafting, the reaction of stock and tassel, and the new structure. In short, it was valid to examine M&A by using the method of the organization genetic engineering.

By concluding the changes before and after the acquisition case, the organization genetic engineering is suitable for an overall M&A planning. It is able to effectively control and influence the key factors between the process of acquisition and the new structure to reduce the probability of cultural conflicts, shorten the organizational mergence period, and minimize the extra risks from uncertainty raised by “people”. Thus, the synergy after acquisition would be improved.

並列關鍵字

Organizational Genetic Engineering ； Organizational Culture ； Merger ； Grafting ； Gene Recombination

參考文獻

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