窗簾產業連鎖體系之關鍵成功因素

摘　　要窗簾產業連鎖體系中，較具規模的連鎖窗簾公司有三家，分別為隆美、御品及T公司，經財政部入口網站統計申請登記之門市家數，顯示以直營連鎖經營方式中的隆美及御品各地門市，有明顯比例的減少。在連鎖加盟體系中，採用直營連鎖加盟的方式，總公司需投入許多人力、物力及財力，如沒有相當的資本累積，是無法達到一定的經濟規模。故T公司採用股東加盟連鎖方式，總公司可分散風險，降低成本支出，而加盟主則需要以創造績效為優先要件，獲取利潤為最高原則，在研究中發現，T公司持續的招募徵才，使經營範圍可由點線面延伸。相對各加盟主如無法適時增員，則業績會明顯降低，組織因此失去動能，團隊則隨之崩潰。本研究以個案研究方式，深度訪談T公司資深績優店長，藉此發掘連鎖窗簾業之間的差異性，希望透過比較了解在不同連鎖體系對產業經營有何影響，也希望透過分析與討論補足理論缺口。本研究結論如下: 發現一: 徵才不以人員的專長及學歷，透過人員大量擴張人際網絡發現二: 建立領導者的威信，透過關心與關懷，成為家人般緊密關係。發現三: 激勵創業精神，洞察市場變化。發現四: 提升組織信賴與忠誠，融入個人特質，創造組織價值。發現五: 讓人員充滿願景，先畫夢再圓夢。整體而言，T公司在連鎖窗簾業發展了13年；相較於其他同業有相當成功的發展，但是，該組織成功的因素對組織累積的資源實在太少，這對未來潛藏著不利的發展。關鍵詞：窗簾產業、連鎖加盟、關鍵成功因素

關鍵字

窗簾產業、連鎖加盟、關鍵成功因素

並列摘要

Abstract In chain systems of curtain industry, there were three substantial companies in the market, including LUNGMEI, YUE-PIING and T Company. The statistics with respect to the information of registered stores, revealing in the portal site of Ministry of Finance, R.O.C., showed the number of stores operated by a direct franchise chain system such as LUNGMEI and YUE-PIING falling into a sharp decline. By way of direct franchise chain system, the headquarters had to invest in lots of personnel, materials and money, otherwise it could not achieve economy of scale without sufficient capital. In view of this, T Company enlisted the franchisees in becoming its shareholders who were eager for great achievements and good profits in priority, so that the headquarters dispersed risks and saved the cost. The study found T Company continually launched a recruitment drive to expand the territory of operation from point to point and extended to wide regions; however, if the franchisees could not replenish manpower in time, the sales went down and the operation came to a standstill, and which caused the entire group to break up soon afterwards. A case study was applied to the research by way of interviewing with a senior and outstanding manager in T Company to find out the differences among the curtain suppliers by comparing their franchise chain systems and discover the impact on industry management, and to aim at bridging the gap between the theory and practice through the analysis and discussion. The conclusion of the study were as follows: (a) Personnel recruitment in chain system should not be limited to specialties and educational background, but through the recruitment to expand the business network； (b) The leaders of chain system should establish the prestige and reliance among the group and connect the team members closely to be like families by care and attentiveness; (c) The headquarters should show the entrepreneurship and gain insights of market change sensibly; (d) The headquarters should enhance organizational trust and loyalty, cultivate individual traits and create organizational value; (e) The leaders should inspire team members with a bright prospect, create dreams and make dreams come true. Overall, T Company had been in the curtain industry for 13 years; it was quite successful in the market comparing with its rivals; however, the successful factors accumulated too little resource for the chain system which was a hidden crisis to the development in the future. Key Words: Curtain Industry, Franchise Chain, Key Success Factors