以全員參與為載具推動組織文化變革的歷程與影響

A Bottom-Up Approach to Implement Organization Culture Change Based on Full Participation System

林啟榮(Chi-Jung Lin)

指導教授 ： 李明彥

中原大學/商學院/企業管理研究所/碩士(2018年)

https://doi.org/10.6840/cycu201800868

摘要

本研究透過W公司推動「全員參與改良改善」的過程，來捕捉組織文化的變革與影響，從員工的角度來深度探訪，了解員工對於組織文化變革的想法，除了依照「認知、學習、實踐以及當責」四步驟來進行外，更進一步發現員工的感受主要在於「環境、溝通、技術以及管理」這四個層面，當員工認知到「環境」、「溝通」、「技術」、「管理」需要改變時，組織提供這四個面向的課程，給予員工強化學習的管道，並啟動組織文化的變革，這樣長期的良善循環可以促使員工達到「當責」，其原因為與組織保持良好的互動不僅可以使自己獲得較好的工作環境，更可以直接表現於自己的績效之上，使員工從「負責」轉變至「當責」。
本次全員參與專案優先聚焦於基層員工，由下而上在推動過程中體現員工行為與習慣的轉變，目的在於重新塑造W公司的企業文化。全員參與專案從規劃到推行至此，員工對組織文化變革的認知程度、是否能意識到組織的轉變、思維上是否已經認同而形成共識以及態度上是否已經開始轉變等等，深入探討員工心理層面的轉化程度，掌握員工在變革期間的反應，進而在變革的方法上即時修正策略穩健前進，是極為重要的議題。另外，探討全員參與現階段推行的成果，對組織文化產生了什麼變化與影響，也是一個值得深入探討的議題。

關鍵字

全員參與 ； 組織文化 ； 組織結構 ； 人力資源

並列摘要

Through the company's promotion of "all members participate in improvement and improvement" process, this research captures the changes and influences of organizational culture, and in-depth visits from the perspective of employees to understand employees' ideas for organizational culture change, in addition to "cognition, learning, practice and In addition to the four-step process, we have further discovered that employees feel mainly in the four aspects of "environment, communication, technology and management". When employees recognize "environment", "communication", "technology" and "management" When changes are needed, the organization provides these four-oriented courses, giving employees a channel to strengthen learning, and initiating organizational culture changes, so that a long-term good cycle can encourage employees to achieve “responsibility” because the organization maintains good Interaction not only enables you to get a better working environment, but also directly expresses your own performance, so that employees can change from "responsible" to "responsible."
This full-time participation project will focus on grassroots employees, and the bottom-up transformation of employee behavior and habits will be reflected in the promotion process, with the aim of reshaping the corporate culture of W Company. From the planning to the implementation of the project, the employees' awareness of the organizational culture change, whether they can realize the transformation of the organization, whether they have agreed on the thinking, form a consensus, and whether the attitude has begun to change, etc., in-depth discussion of the psychological level of employees The degree of conversion, mastering the response of employees during the change, and then correcting the strategy in a timely manner on the method of change is an extremely important issue. In addition, it is also an issue worthy of further discussion to explore the achievements and impacts of the participation of all members in the current stage.

並列關鍵字

full participation ； group culture ； organizational structure ； human resources

參考文獻

參考文獻

英文部分

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3. Ouchi, W. G. (1981). The Z organization. Classics of organization theory, 451-460.