The Influencing Mechanism Research Of Sense-behavior On Strategic Consensus In The Organizational Change

In the complicated and competitive market environment,organizational change has already become the normalcy.In order to improve the organization competitive ability to adapt to the changing market environment,more and more organizations to realize that they need constantly adjusting organization strategy and optimize the workflow.But in reality,the enterprise organization,especially in some transnational enterprise organization,due to the diverse team business and difference in the cognitive ability of members,often lead to group members and managers can't reach a consensus on the organization strategy,and easy form the "Formulate--Implement Gap" in the new strategy implementation,eventually result in the organizational change activities can't smooth implementation.Therefore,in the organization's strategic change for effectively implementing the new strategy and fill the "Formulate---Implement Gap",the oranization need to achieve strategic consensus between teams and members.In the strategic management field,strategic change process can be regarded as"The process of consensus building",and "Acts of Meaning" as an important ways to change management with the whole process of change.So through the"Sensemaking" and "Sensegiving" to achieve the strategic consensus could be said to the important means of change implementation.But how to achieve strategic consensus between all the team members in the organization change?And how to makes the different teams achieve strategic consensus and completes the organization's strategic objective?Based on the above problems,this paper on the basis of case of typical and representative,select Pfizer PGS and Pfizer GFS as the research object,Through analyze the development and delivery of Pfizer 5S Management activities to explore the influence mechanism of "meaning" to strategic consensus between team members and teams.This paper is divided into six parts.The first part is the introduction,which mainly put forward the research questions,research significance,research methods,structure arrangement as well as innovative points of the paper.The second part is the literature review,mainly on strategic consensus,sensemaking and sensegiving,and proposed the analytical framework of this paper.The third part is the research design,it briefly introduced the reasons of sample selection,data collection process and data analysis method.The fourth part is the case introduction,and the change background of Pfizer 5S management activity.The fifth part is case discussion,firstly concretely analyze the Pfizer 5S Management activities,using the first-order analysis to extract the change activities related concepts,and then based on the original data and first-order analysis results,though the second order analysis building the theoretical model.The sixth parts is discussion and summary,summarize the research conclusion,put forward the limitations and insufficiency,and points out future research direction.Based on the research of Pfizer,the paper reaches following conclusions as follows.(1)In organizational change,team managers through sensemaking transforming the fuzzy change situation into the strategy consensus content for members easy to cognitive,and through sensegiving gradually realize strategic understanding and strategic identity,make the strategic commitment,and achieved strategic consistency,implementation the team change goals.(2)By sensegiving between organization teams,able to lead other team perceived their own problems to establish the change vision,agree to the change content,implement the change transmit between cross team,and expand the scope of the organization's strategic consensus.(3)In organizational change,the ways of sensegiving is not unified.It often performance the difference according to the different object.Including team internal sensegiving by hierarchy management to vertical restrictive transfer,however between teams the sensegiving with same rank transverse guide interactive transmission.This study has two innovation points:(1)the study is not only to organize the team members,and also discusses the innovative team the change between transfer,explored the organizational change in the realization of the strategic consistency between internal team and teams,expanding the research scope of strategic consistency.(2)this article adopts the research methods of case analysis,explores the significance in the organizational change behavior affect strategic implementation consistency mechanism,and puts forward the organization within the team and the team to achieve strategic consistency between theoretical model.