Analysis Of AVIC I's Organizational Change

Organizational change(OC) is the only way for the survival and development ofenterprises. Although a great deal of research has been done for the theory andmethods of OC, most of them find it difficult on implementing the changes. Still inthe primary phase of marketing economy, many Chinese stated-owned enterprisesface with more and more challenges from the understanding, management, andimplementation of organizational changes. This report uses the case of Aviation Industry of China One(AVIC I) as objectiveof demonstration study. We make a holistic and comprehensive analysis of AVIC I'sorganizational changes after many investigations and interviews in AVIC I group. Weconclude the characteristics of its changes, some successful experiences and lessonsas well. The changes of AVIC I are typical for their initiative and systematical features,which almost cover all the aspects of corporate operation. The focus on the "OneGroup" strategy, the concern on human resources, the creed of BPR and foundation ofinformation system construction, and the drive from culture push the changes ofAVIC I heavily. Instruction from excellent leaders and proceeding with cultural changesprimarily contribute a lot to AVIC I's organizational changes. However, lacking ofstrong organizational backup system and marketing consciousness constitute bigresistances to organizational changes. The success, failures, and explorations of AVICI's organizational changes will be valuable enlightenments to other Chineseenterprises.