ZJ房地产公司组织变革能力研究

发布时间：2018-05-03 14:05

本文选题：组织变革能力 + 变革型领导力　；参考：《上海交通大学》2014年硕士论文

【摘要】：“变革”是当代中国社会发展的趋势,尤其是中国的中小型房地产企业,在不断变化的社会环境中,变革已不仅仅是发展的需要,而是维持生存的必然选择。在行业整体衰退的大背景下,ZJ房地产公司也遭遇到了前所未有的挑战,销售市场的不景气已经让企业的发展举步维艰,而各银行针对性的金融政策更是釜底抽薪,公司的日常运营也因此受到了极大的影响。在这样的市场背景下,ZJ房地产公司在2012年总经理更替之后,于2013年4月开始了大范围的组织变革,一年半的时间过去了,组织变革的成效如何?变革中出现了哪些问题?变革后的组织是否还保有健全的机体?这些就是本文所研究的问题。为了准确地判断ZJ公司组织变革的效果,本研究采用访谈结合发放调查问卷的方式,对在职的7个部门的65位员工进行了调查,通过对部分员工的访谈,研究发现在为期18个月的组织变革后,ZJ房地产公司经营状况较变革前更加不容乐观:员工对企业的忠诚度下降,工作倦怠状况上升,对组织授权及领导者的领导力都表现出较为明显的疑虑。是什么原因造成了组织变革阶段性的“失败”呢?为解答这一问题,本研究引入JudgeDouglas(2009)提供的“组织变革能力”(OCC)多维度评价工具,从能力的视角对该问题进行分析,该量表包括8个维度,分别是:值得信赖的领导,有信任感的下属,能力突出的标兵,有效的中层管理者,创新型文化,负责任的文化,有效的沟通和系统思考。通过调查数据的分析,我们发现其中三个维度的指标呈现明显的偏离,它们是:值得信赖的领导,负责任的文化,有效的沟通。这样的结论并不让人完全满意,为了进一步研究ZJ公司的组织变革能力,本文同时引入了“变革型领导”、“心理授权”、“组织承诺”及“工作倦怠”四个量表分别对应于“值得信赖的领导”,“负责任的文化”及“有效的沟通”进行分部门,分职级的深入研究。研究结果表明,由于企业组织变革能力的不足,已经造成公司的“工程部”及“人力资源部”组织效能低落,组织结构脆性增长明显,需要尽快对这两个部门进行整合或重组。针对以上研究成果,本文提出的相应的解决方案是:将组织变革模式由激进式调整为渐进式;增强组织变革能力;通过管理外包的方式对企业组织架构进行整合。文章的最后,对组织变革能力的未来研究方向进行了展望。
[Abstract]:"change" is the trend of contemporary Chinese social development, especially the small and medium-sized real estate enterprises in China, in the constantly changing social environment, change is not only the need of development, but also the inevitable choice of survival. Against the backdrop of the overall recession in the industry, ZJ Real Estate Company has also encountered unprecedented challenges. The slump in the sales market has already made the development of enterprises difficult, and the targeted financial policies of various banks have even taken root. As a result, the company's daily operations have been greatly affected. In such a market background ZJ real estate company in 2012 after the general manager turnover, in April 2013 began a large-scale organizational change, a year and a half, how effective organizational change? What are the problems with change? Does the transformed organization still have a healthy body? These are the problems studied in this paper. In order to accurately judge the effect of organizational change in ZJ Company, 65 employees in 7 departments were investigated by means of interviews and questionnaires, and some of the employees were interviewed. The study found that the operating status of ZJ real estate company after 18 months of organizational change was less optimistic than before: employees' loyalty to the enterprise decreased and job burnout increased. There are obvious doubts about organizational delegation and leadership. What is the reason for the "failure" of organizational change phases? To answer this question, this study introduced the "organizational change capability" (Occc) multi-dimensional evaluation tool provided by Judge Douglas 2009, and analyzed the problem from the perspective of competence. The scale consists of eight dimensions, namely: trusted leadership. Trusted subordinates, capable role models, effective middle managers, innovative culture, responsible culture, effective communication and systematic thinking. Through the analysis of the survey data, we find that the indicators of three dimensions are obviously deviated. They are: trustworthy leadership, responsible culture, and effective communication. This conclusion is not entirely satisfactory. In order to further study the organizational change capability of ZJ Company, this paper also introduces "transformational leadership", "Psychological empowerment". "organizational commitment" and "job burnout" correspond to "trusted leadership", "culture of responsibility" and "effective communication" respectively. The results show that the organizational efficiency of the engineering department and the human resources department of the company is low due to the lack of the ability of organizational change, and the brittle growth of the organizational structure is obvious, so it is necessary to integrate or reorganize the two departments as soon as possible. In view of the above research results, the corresponding solutions proposed in this paper are: to adjust the organizational change model from radical to progressive; to enhance the ability of organizational change; to integrate the enterprise organizational structure through the way of management outsourcing. Finally, the future research direction of organizational change ability is prospected.
【学位授予单位】：上海交通大学
【学位级别】：硕士
【学位授予年份】：2014
【分类号】：F272.92;F299.233.4

【参考文献】