Organizational Change

This thesis regards the organization as the basis of management, and the life of organization comes from change. Change results in operation stability, which leads to the prosperity of the enterprise. The organizations that refuse to change themselves will have no choice but to extinct. On the other hand, if an enterprise that wants to change itself does not grasp the knowledge and skill on how to change, it also will go to bankruptcy. These are the main topics of this thesis, more specifically they form the following two questions: l. Why does organization change happen? 2.How to carry out organization change? The first question is about the dynamics and the needed incentive system of organization change; The second question focuses on the practical operating process of organization change. Through the discussions on these issues, this thesis has two goals: One, this thesis has discussed how to improve enterprises' flexibility and agility through organization change so that their ability to adapt to and to deal with the complicated environment can be increased. Two, this thesis has studied how to realize the compatibility between the organization's operating mechanism and the employees' psychology and behavior so that the organization can be more dynamic and the intelligence advantage and the organization efficiency can be improved. On the basis of the regulations of organization of other country firms, the models of organization change has been put forward in this thesis. Further more, combined with case studies of the organization change in China, this thesis has discussed the promoting force and the blocking force of organization change, the models of organization change, the internal logical process and evolution process of organization change, and the adaptability between method to analyze the interaction mechanism among strategic organization change, organization structure change and organization culture change.