전략적 기업문화의 측면에서 접근한 CI개발에 관한 탐색적 고찰

박민생,윤대혁 한국상업교육학회 2006 상업교육연구 Vol.14 No.-

이 연구의 목적은 기업의 경영환경이 격변하고 있는 상황하에서 변화되는 경영환경에 적응할 수 있는 패러다임의 변혁을 탐색해 보고, 그의 한 방법으로서 체계적인 CI개발과 그 프로세스를 제시하는 것이다. CI는 기업이미지 차원에서 기업문화의 구성요소들이다. 기업은 이러한 구성요소들을 변화된 사회의 문화적 요구에 부응할 수 있는 방향으로 전략을 실현시킬 도구, 즉 방법론을 필요로 한다. 기업문화를 변화시키는 전략적이고 효과적인 방법론으로는 여러 가지가 있지마는 이러한 방법론 중의 하나가 바로 ‘조직이나 단체의 자아동일성’이라고 하는 CI를 바람직한 방향으로 개발하는 것이다. CI개발의 과정으로는 관리과정적 측면에서 네 가지 과정, 즉 현상진단, 개발전략구상과 계획수립, 개발집행, 그리고 결과평가와 사후관리로 나타내고 있다. 이는 결과보다도 과정이 더 중요하다는 CI개발의 특징적인 성격도 있지마는 CI개발의 실천적 유효성의 가능성에서도 CI개발의 기본과정을 분명히 해 둘 필요가 있다는 것이다. The purpose of this paper is to research paradigm change which can be acclimated to newly changing business environment and to present a systematic CI(Corporate Identity) development and its process as a means of that, under the rapidly changing circumstances. In this paper, we will be able to understand the elements of corporate culture from a viewpoint of business image, that is to say: business concept and business philosophy, tradition and history of corporate, rites, brand, symbol mark and logo, corporate image, advertisement and propaganda, episode, a custom, work norm and the staff's behavioral pattern and criterion. these are just business resources in that they can lead corporate development by affecting customer's goodwill and revitalization of the staff. CI is, as ‘self-identity of an organization or corporate’, to attempt to consolidate common ideas, objective and behavioral pattern and it is various activities to effectuate this purpose. If each corporate and organization does not have unified identity, It may bring about heterogeneous emotion and divergence of manpower in the organizations. Therefore, a corporate should do its best for the corporate culture strategy and CI development for coping with newly changing business environment.

企業文化 開發의 方向이 企業文化의 强度에 미치는 影響

박민생 대한경영정보학회 1997 경영과 정보연구 Vol.1 No.-

In the situation of Korean company today it is considered that the necessity of developing a corporate culture is not only more important than ever, but also indispensable to the organization management in the future. Focused on the development of corporate culture, the purpose of this study is to find out the influence of the direction of corporate culture development on its own strength. The method of this study is the empirical method based on theoretical one with the previous bibliographical studies. It is thought that in viewpoints of the culture pragmatists, the development of corporate culture means the intentional and systematic creation of culture. And, the direction of corporate culture development is thought as the management philosophy a corporate desires, or the desirous direction of corporate culture to express the management policy. According to the results of this study, it is found that the progressive direction of the corporate culture development has the most intensive influence on the various sides. Therefore, the management should research and develop the progressive value of culture more deeply, to get the effective development of corporate culture.

기업 메세나활동의 동기와 효과에 관한 고찰

박민생 대한경영정보학회 2009 경영과 정보연구 Vol.28 No.3

이 연구는 기업 메세나활동의 동기를 개관하여 보고, 한국기업의 메세나활동의 실태와 애로점을 분석한 이후, 마케팅 관점에서의 메세나론으로 지향하기 위해 메세나활동의 효과를 탐색하는데 그 초점을 두었다. 기업 메세나활동의 동기로는 문화투자론적 관점, 즉 기업이미지 개선, 마케팅관점, 세제혜택 등 기업의 사적인 이익과 직결되고 있으며, 기업의 사회적 공헌과 책임은 제한적으로 제시되고 있다. 그리고 우리나라 기업의 메세나활동을 조사한 결과, 1996년부터 2007년까지의 연평균증가율은 지원건수 기준으로 18.45%, 지원금액 기준으로 15.27%의 견조한 증가세로 나타났다. 그리고 기업 메세나활동의 효과로서 Kotler와 Scheff는 기업의 예술 후원이 앞으로 마케팅에서 가장 주목받는 분야가 될 것이라고 주장하였으며, 호주문화?인문학 재단과 앤더슨은 문화투자로서 기업 메세나활동의 효과를 기업측면, 시장측면, 그리고 종업원측면으로 나누어 제시하고 있다. 그리고 한국메세나협의회에서는 기업의 정당성, 시장우위, 종업원혜택의 3가지 측면으로 분류하여 그 효과를 제시하고 있다. 이와 같이 기업의 메세나활동은 philanthropy관점보다는 마케팅관점에 입각한 메세나론이 보다 설득력을 얻고 있기 때문에 기업의 효율성과 유효성을 위해서는 마케팅관점에 입각한 메세나론으로 지향되어야 할 것이다.

한국기업에서 비정규직의 인적자원관리전략에 관한 탐색적 연구

박민생,Park, Min-Saeng 대한경영정보학회 2008 경영과 정보연구 Vol.24 No.-

The purpose of this study is to propose the human resource management strategies of non-standard workers that can contribute to accomplishing both corporate social responsibility and business purpose in efficient and effective ways. For the purpose, this researcher investigated circumstances under which Korean companies are using non-standard workers and systems related to those workers. In Korea, the Non-Standard Workers Protection Act was enacted and revised, and became effective on July 1, 2007. The main provisions of the act are as follows. First, the systems of discriminatory treatment prohibition was legally stipulated, Second, restrictions on overwork for fixed-term and part-time employees and the written statement of working conditions were compelled. Third, only 26 kinds of jobs were permitted for worker dispatch in accordance with positive list system. To achieve their business purpose, companies often use standard workers, but sometimes non-standard workers unavoidably in accordance with their business strategy. This study propose main human resource management strategies of non-standard workers such as determining the scope of jobs, strengthening legal and systematic human resource management, improving human relations, extending the grievance procedure and converting non-standard workers into standard ones.

한국 노동운동의 뉴 패러다임에 관한 연구

박민생,변상우 대한경영정보학회 2008 경영과 정보연구 Vol.25 No.-

The purpose of the study is to examine a new paradigm of Korea labor movement so that Korea labor union may adapt itself to change of labor environment and raise its organizing rate. Examining assignments to have to practice for a new paradigm of a labor union in the 21st century. First, common industrial relations should be constructed. To achieve it, it is necessary that labor and management have a strong partnership as a group sharing common destiny on the basis of mutual confidence. Second, unionism in the side of social reform should be settled down. Labor and capital should grope coexistence and co-prosperity through conversation and negotiation, escaping from opposition and fighting. Third, service function of a labor union should be strengthened. A labor union should offer service as pursuit of diversity, self-management and autonomy in work for laborers. Fourth, labor and management should try to stabilize industrial relations followed by industrial-level negotiations. Fifth, labor and management should try to develop human resources in cooperation between the two. Labor and management should participate in developing human resources on the basis of cooperation. If a labor union has a positive practice for a new paradigm of labor movement as above and recognition about a labor union is changed, industrial relations will realize more developmental relation.

기업문화 개발의 활동이 조직성과에 미치는 영향 연구

박민생 ( Min Saeng Park ) 한국인적자원관리학회 2006 인적자원관리연구 Vol.13 No.2

연구논문 : 기업문화 개발의 모형화 연구

박민생 ( Min Saeng Park ) 한국인적자원관리학회 2003 인적자원관리연구 Vol.6 No.-

企業文化 開發의 水準과 方向에 관한 硏究

朴敏生 한국기업경영학회 1995 기업경영연구 Vol.2 No.1

Focused on the development of corporate culture, this study aims at finding out the degree of the developmental activities of corporate culture, its direction and the desirable method of the development. This study has applied two methods ; theoretical and empirical sides. The theoretical one has reviewed and analyzed the previous studies on the development of corporate culture, and made the theoretical framework for this study. The empirical one has set up an analytical task from the theoretical one. It has done the research for demelopmental model through questionnaire from the Korean listed firms, and tried to solve the analytical task. This study shows that corporate culture should be managed by strategic planning, and its implications are as follows : ① Generally, the developmental degree of corporate culture has not been progressed in higher level. Thus management must find out more systematic and intensive developmental activities of corporate culture and they should perform them effectively. ② The progressive direction from the development of corporate culture has the most positive influence on the various sides. Management should research and develop the progressive value of culture to get the effective development of corporate culture more intensively. ③ The shared power approach among the developmental approaches of corporate culture is most desirable. Thus, it should be necessary to have more familiar and cooperative relations between management and organizational members. From the above-mentioned, the developmental activities of corporate culture should be progressed desirely based on the comprehensive view and the concrete insight for the development phenomena of corporate culture.

經管情報시스템의 成長段階 理論과 그 評價 硏究

朴敏生 한국기업경영학회 1994 기업경영연구 Vol.1 No.1

As the information system becomes more important with the environmental change of the information technology. the MIS stage theory of growth appears for the MIS efficient building and management of the organization. The growth stage theory supplies a conceptual framework for the change of the information system and its growth factors are necessary to be applied as general guidelines for information system planning. The purpose of this paper is to study the growth stage theory of information system related to the strategic MIS planning for the management issues of information system. The study of the growth stage theory stemmed from the four stages theory reported by Richard L. Nolan in 1973, which has been developed with times. Thus the context of this study is to evaluate its contributions and limits to the information system with the Nolan`s stage theory of growth as central point and relate its results to the growth direction of the information system theory. If the Nolan`s stage theory is not enough to explain the growth stages of information system with Korean companies in the further study, it is necessary to develop our unique measurement approaches based on Nolan`s theory and find the special growth stage theory for Korean companies.

팔로어십의 유형화에 관한 실증 연구

박민생(Park, Min Saeng),장영철(Jang, Young Cheol) 한국인적자원관리학회 2010 인적자원관리연구 Vol.17 No.1

최근의 리더십연구에 대한 관심은 종전의 '리더중심'의 리더십측면에서 현재는 '팔로어중심'의 리더십 측면이 더욱 강조되고 있다. 그러나 팔로어십 연구의 토대가 되는 팔로어십 유형의 연구는 주로 Kelley의 연구단계에 머물러 있는 것이 현실적인 실정이다. 따라서 본 연구의 목적은 팔로어십 연구의 기반을 제공하고 우리나라의 조직에 적합할 것이라고 여겨지는 팔로어십의 유형을 개발하여,이를 실제 조직에 적용해 봄으로써 그 유용성을 측정하여 보는데 있다. 팔로어십이란 팔로어가 조직의 목표달성을 위하여 개인이나 집단의 노력에 참여하고 기여하는데 따른 행동적 과정을 의미하는데,팔로어십 유형화란 팔로어의 이러한 행동적 과정에서 반응하는 팔로어의 행동패턴을 구분짓는 것이라 할 수 있다. 이러한 팔로어십의 유형을 구분짓는 2가지의 기준으로 직무요인인 '부하의 능력'과 심리적 요인인 '부하의 의욕'을 설정하였다. 이러한 분류기준에 따라 팔로어십의 유형을 4가지,즉 성취형,참여형,비판형,그리고 의존형으로 구분하였다. 이같이 구분한 유형을 실제 조직에 적용해 보기 위하여 육군의 위관장교 276명을 표본으로 측정하였다. 그 결과 응답자들에 대한 팔로어십의 유형별 비율로서,성취형이 76.1%로 가장 높은 것으로 나타났고,참여형은 11.6%, 의존형은 10.1%, 비판형은 2.2% 인 것으로 나타났다. 이러한 연구결과는 조직에서의 팔로어십 연구의 활성화와 조직유효성 증대에 크게 기여하리라 기대된다. The recent study in leadership is more ‘follower-focused’leadership rather than ‘leader-focused'. However, followership style which becomes the base of research does not develop entirely from the research of Kelley. Therefore, the purpose of this study is to present and develop the followership style which apply to our current society. Followership is follower's behavioral response when a follower as an individual or group contributes and participates in for the attainment of common objectives. Followership style is classifying follower's behavior patterns from their behavior. Two factors which determine this followership styles are 'ability of follower' as a job factor and 'desire of follower' as a psychological factor. According to these two factors, followership is divided into 4 different types. 'Achieving','Participating', 'Critiquing' and 'Depending' And the condition above, has been applied to 276 military company grade officers to see if this is applicable to actual organizations. As a result, type 'Achieving' is the highest with 76.1%, type 'Participating' is 11.6%, type 'Depending' is 10.1% and type 'Critiquing' is 2.2%. This research result is expected to contribute to activate the followership researches and improve organizational effectiveness in organizations.