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论文编号：	34
作者编号：	2120051971
上传时间：	2007/6/20 23:07:21
中文题目：	组织变革中组织沟通问题研究
英文题目：	An Research on the Organizatio
指导老师：	王健友
中文关键字：	组织变革　组织沟通　变革—沟通
英文关键字：	Organizational Change Organiz
中文摘要：	摘要 当今企业面临的环境已经发生了很大变化，并且每天都在有很快的变化。竞争白热化、顾客需求多样化、文化差异性与文化趋同性等等，都是环境变化的直接表现。面对日益复杂的外部环境，企业必须从传统的生存法则中走出来，大胆地进行变革，与外部环境共同发展，甚至于领先于环境的变化，引导环境的变化。只有这样，企业才能更好的生存，实现持续、稳定的发展。 然而变革就意味着破坏，意味着打破传统。变革的这一特性，使得变革具有不同程度的风险性。尽管组织变革是组织求得长远生存与发展的手段，但也有很多企业因为组织变革的失败而一蹶不振，甚至于从此在行业中消失。有很多机构、学者都曾经对组织变革失败的原因做出总结，将失败归之为未能建立起强有力的联合指导委员会、低估了设想、目标的作用、不重视使改革意识扎根于企业文化之中，等等。但是本文认为，组织变革的失败主要是组织沟通环节出了问题。组织沟通的手段和表现形式是多种多样的，无论是未能建立起强有力的联合指导委员会，还是低估了设想、目标的作用，也包括不重视使改革意识扎根于企业文化之中等因素，它都可以最终从组织沟通的疏漏上找到根源。从变革的前期准备，到变革初期、中期和后期，以及变革成功后的一段时间内，组织沟通没有能够贯穿始终的发挥其应有的作用，导致了组织变革在某一个或几个环节上出现了断点，最终导致了组织变革的失败。 本文在分析了众多的组织变革模型的基础上，运用组织心理学、组织行为学、组织变革和组织沟通的相关理论对组织沟通在组织变革时期的需求、表现形式、作用原理，以及结果影响等问题作了深入分析，解释了组织变革时期为什么要进行组织沟通，怎样进行组织沟通的问题。最后，本研究落脚到研究的结论上，强调组织沟通是支持组织变革成功的关键性因素。 关键词：组织变革　组织沟通　变革—沟通模型
英文摘要：	Abstract Nowadays the environment has changed a lot. Intense competition, customer demand for diversity, cultural differences and cultural convergence are changes in the direct performance. Faced with an increasingly complex environment, enterprises must walk away from the traditional rules of survival and actively change itself. However, change means destruction and the break with tradition, which makes changes being at different levels of risk. Although the organizational changes are to achieve long-term survival, there are still many enterprises that fail to recover after changing failure, or even disappear from the industry. Many organizations, academics have summed up the reasons for the failure of the organizational changes, such as the failure to establish a strong Committee to lead change, or the failure to realize or underestimate the vision, goals, or paying less attention to corporate culture, and so on. But this paper holds the opinion that it is void organizational communication that leads to organizational change failure. Organizational communication means and forms of expression are diverse, but we can eventually find a source of organizational communication failures. This thesis breaks the limitations of many changing models, and analyses characteristics, resistance to change and demand of the various stages of organizational change. It seeks to solve the problems by means of organizational communication. In this paper, there are relative theories from organizational psychology, organizational behavior, organizational change and organizational communication for deeply analyzing and research. The thesis studies the demands, functions and influences of organizational communication during the organizational change, and explains why an organization should communicate during a change and how to communicate during a change. Finally, this paper emphasizes its solution again that organizational communication is the key factor to a successful organizational change. Keywords: Organizational Change, Organizational Communication, Change-Communication Model
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