員工管理問題類型及問題解決策略與組織變革型態的關係-以T公司為例

Abstract

摘 要 本論文以個案研究的方法，來對個案公司因員工管理問題的解決策略，進而引發組織變革的過程進行探討，並藉由研究分析的結果，整理歸納出員工管理問題類型及問題解決策略與組織變革型態之間的關係。 研究結果顯示，員工管理問題的類型依員工工作能力與意願的高低可分為「欠缺訓練」、「激勵不足」、「環境阻礙」及「用人不當」等四種，員工的工作能力及意願與員工管理問題關係密切，必須互相配合，方能讓人力發揮到極致。組織變革的分類可以分為下列兩類:一類是「突變」此種變革會影響組織結構。另一類為「漸變」此類變革不會影響組織結構。而員工管理問題類型與組織變革型態成下列關係，工作能力低意願高之「欠缺訓練」管理問題屬於僅涉及問題解決層次，而不會引發任何形式的變革，工作能力高與意願低之「激勵不足」管理問題屬於不會影響結構的「漸變」性變革，而工作能力與意願皆高之「環境阻礙」管理問題屬於會影響結構的「突變」性變革，最後一類之員工管理問題「任用失當」為工作能力與意願皆低之情況，則「突變」與「漸變」皆有之，端賴其問題之解決策略之不同而異。 根據上述發現，本研究也針對員工管理問題的解決策略提出建議，其解決策略可分為下列四種即增強策略、激發策略、移轉策略及發展策略，分別可用來解決上述的員工管理問題。對於高意願、低能力者，則要加強教育訓練，以提高其工作知能；至於高能力、低意願者，應該藉由激勵措施，強化其工作意願；對於既有能力又有意願者，則應該要充分的授權，讓它能夠發揮；至於既無能力又無意願之員工，必須要做職務上的調整。

ABSTRACT This thesis is the case study to ascertain the process of organizational change that is resulted from the problem solving strategy to the employee management. Inductive analysis of these information,the findings shed the relationships among employee management problem pattern , problem solving strategy and organizational change type. The study shows that,according to employee’s job capabilities and aspiration, there are four patterns of employee’s management problems: lack of job training , no enough of motivation, enviroment hindrance and uncertainty of employment. The relationship between employee’s job capabilities and aspiration and employee management problem is significant positive,indicated that both closely relevant.The types of the organizational change are first-order change that is no concern about the organization structure and second-order change that has much influence on the organization structure. The connections between the employee management problem pattern and organizational change type are:lack of job training(low job capability and high aspiration of the employee) only involves the levels of problems solving,not affect any change;no enough of motivation(high job capability and low aspiration of the employee)one of the management problems, belongs to first-order change;enviroment hindrance(high job capability and high aspiration of the employee) belongs to the second-order change,which affects the organization structure;and the fourth pattern of employee management problems,uncertainty of employment (low job capability and low aspiration of the employee) belongs to not only the First-order change ,but the Second-order change as well and thus mainly depends on variant strategies to the problems solving. By the findings,this study gives suggestions;reinforcement strategy,motivation strategy,development strategy and transfer strategy can slove management problems.To the pattern of low capability and high aspiration, give the strategy of education and training,promoting the job knowledge and technology,as to the pattern of high capability and low aspiration, stir up the motivation,to enhance the job aspiration ,to the pattern of high capability and high aspiration, give the full authorities to the best ,as to the pattern of low capability and low aspiration, switch adjust the job position.