H科技公司的事業單位變革管理個案研究

Abstract

面對瞬息萬變的經營環境及科技進步，不斷求新求變是生存法則，當企業面臨外在環境變動、現況出現危機或是嚴重到不能繼續的時候，企業主需要透過變革管理尋找出路，因此變革成功或失敗會影響企業生存發展。 相對於大型企業擁有的組織規模和豐富資源，組織人力和管理能力相對有限的中小企業如何正視變革的必要性，透過有效的計劃、資源整合和市場洞察，克服變革策略的問題與限制，順利實現目標，保持競爭力並達成永續發展，是中小企業經營管理者的重要課題，也是本研究想要探討的核心議題。 為回應此一問題，本研究以深度個案研究方法，以一家在台灣上市的中小型科技公司為個案，探討變革成敗的關鍵影響因素。本研究綜合幾個與變革管理有關的理論架構，從個案公司內部兩個分處資訊服務和半導體設備市場的事業處，在同一段時間分別進行變革的歷程進行質性探索，透過對事業單位如何由盛而衰，如何啟動變革，又如何進行變革，變革的結果如何等議題的理解，最後歸結影響事業單位變革成敗的共同與相異因素。 本研究發現： 1. 變革策略的執行需要適配的組織和能力，變革領導人必須為執行變革架構適當的組織、辨識執行策略需要的各項能力，並提供資源補足能力缺口。 2. 當員工覺得變革領導人願意一起面對困難，彼此站在同一條船上，員工參與變革的意願會較高，變革成功的機會也較大。 3. 文化會成為塑造員工行為和關係的規範，是共同遵循的價值觀，對維繫組織內成員的統一性和凝聚力有很大的作用，而變革領導人在文化的形塑上擁有關鍵影響力。

In the face of the ever-changing business environment and technological progress, continuous innovation and change is the rule of survival, when the enterprise is faced with changes in the external environment, or the current situation is in crisis, business leaders need to find a way out through change management, so the success or failure of change will affect the survival and development of the enterprise. Compared with the organizational scale and abundant resources possessed by large enterprises, how to face the necessity of change, overcome the problems and limitations of change strategy through effective planning, resource integration and market insight, successfully achieve the goal, maintain competitiveness, and achieve sustainable development is an important topic for SME managers, and it is also the core topic that this study wants to explore. To address this question, this study uses an in-depth case study approach to explore the key factors influencing the success or failure of a Taiwanese listed small and medium-sized technology company. This study synthesizes several theoretical frameworks related to change management, qualitatively explores the process of change in the same period of time from the perspective of the two business divisions of information technology and semiconductor equipment within the case company, and finally summarizes the common and different factors that affect the success or failure of business divisions reform through the understanding of how business divisions go from prosperity to decline, how to initiate change, how to carry out change, and what are the results of change. This study found that： 1. The implementation of the change strategy requires the appropriate organization and capabilities, and the change leader must structure the appropriate organization for the implementation of the change, identify the competencies needed to execute the strategy, and provide resources to build competencies. 2. When employees feel that change leaders are willing to face difficulties together and stand in the same boat with them, employees will be more willing to participate in the change and have a greater chance of success. 3. Culture becomes the norm that shapes employee behavior and relationships, is a shared value, and plays a significant role in maintaining the unity and cohesion of members within the organization, and change leaders have a key influence in shaping culture.