A Research On Organization Change Of Transforming Enterprises Of China With Single-case-based Application

We are living in a era of continuous change. Chinese enterprises have to deal with complex and fiercely inconstant environment involving Global competition, internet information, market-directed economy system building and industry structure evolvement, and so on. Since the open-door reform policy has been implemented in China 30years ago, a large number of enterprises have succeeded in the implementation of change programs, which involved aspects just as organizational structure, competitive strategy, management model, even corporate culture. With the change thought accepted by practices, more and more enterprises intend to bring change programs into effect and hope to get new success. But failure of change comprehension and rushed action wouldn't result in expectation. The enterprisers need a thinking-approach to help them comprehending and commencing on change in a better ways.From the perspective of the practice of the change, this thesis studies the question that how practical managers consider, initiate and promote change programs in a holistic approach, and propose a process framework of thinking through for organizational change practice as the core of this study. This thesis is trying to help the organizations that are about to carrying out change plans to take more efficient action to get change success.After theoretical review of organization and organizational change, based on the logical analysis of classical theories the thesis proposes a five-step process framework of thinking through to demonstrate the organization change that involves confirming change demand and actuality, analysis of external environment, discerning opportunity and identifying change goal, selecting change object and fixing up with route, and changing of human resource, then analyses the influence of Constrained-Efficiency Framework and external stakeholders on change decision further. On the other hand the thesis indicates the expectation of HR for continuous success of organizational change and available measures to improving HR change. At the end a actual case is used to demonstrate the process framework of organization change.