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林德相 효성여자대학교 산업경영연구소 1986 경영경제 Vol.3 No.-
Korean enterprises have met with a long-pending depression and great change of business environment at present. OD is necessary to overcome these. Altho-ugh it is useful to carry out OD in the prosperous times, the importance of OD has been recognized in even depressed times. To reyamp enterprises(to change organizational culture) existing OD techni-ques and models must be applied, but they are even influenced by the cultural environment and the educational level of the society in which enterprise is being located. In this study, I attempted to find out the method of OD nece-ssary to overcoming the depression problems with which our country has been confronted. As a result, it is as follows; (1) The pending depression has hastened OD, and it has made the enterprises being much concerned about reforming their organizational culture. (2) Both managers and workers have requeired a change of organizational climate, and the change agent as a specialist. (3) However, the special consultant have been wanting, and the existing methods of OD have not been applied by the Korean enterprises, and the man-agers has striven to develop the abailable methods for their enterprises. (4) OD techniques which has been boomed by them has been used in dealing with the realistic immediate problems such as self-control training, team-spirit training for breaking depression, whole employee collective training, strategy and determination rally, salesmanship training, compaign for productivity imp-rovement, campaign for cost reduction, bad-bill preventive measure, and enfor-ced bad-bill recovery practice. The direction of OD study therefore, must be suited to each enterprise individually and the necessary data should be abled to provided. The future research of OD is expected to be vigorous furthermore by the researchers and businessm-en. Accordingly, OD research should be able to throw some light on practicing and spreading OD gradually laying stress on small and medium enterprises by converting from the part OD with priority given to the large companies.
集團開發을 통한 組織開發 : 中小企業 集團活動을 中心으로
林德相 효성여자대학교 산업경영연구소 1987 경영경제 Vol.4 No.-
The technical, social, and cultural circumstances are recently undergoing a sudden change in the Korean enterprises. It they are to adjust themselves to these circumstances, not only their organization climate should be changed but their motivational climate should also be fostered by means of the organization development. Although the aim of the organization development is a change of the whole organization, it is desirable to begin upon the group development for the organization development, because the subsystem of an organization consists of groups and individuals. The large enterprises generally have advantage over the small companies in every respect. The vantage points which the latter has over the former are the promptness and the adaptability of their group activities. Therefore, the small companies must attempt the organization development by means of the group development in order to survive in competition with the large enterprises. The group development of small companies should gradually be enlarged with priority given to the technical innovation and research development by dint of the group development. There are many successful small companies in Korea recently. This study investigated and analyzed the enterprises with special emphasis laid on these successful small companies. The five factors for group activation are hypothesized on the basis of the inverstigation and analysis of their group activities. The results of verifying this hypothesis are summarized as follows: Firstly, to enhance the excellent results, group members should establish a subject for themselves, clarify its content, define it concretely, and be organized as a subject group to achieve it. Secondly, as the results of group members have connection not with such factors as knowledge, academic achievement, seniority, age, etc. but with the power and relationship of group members, it is not necessary to unreasonably organize the group with only employees with a high academic career. Thirdly, it is favorable to have two meetings a month as least for group activities and to hold the meetings in various ways. Fourthly, as the group development is influenced by the establishment of the incentive wage system in accordance with each member's excellent results, a fair estimation and an adequate reward should be offered. All the employees should be prepared to be motivated by the stipulation of financial reward system. Finally, as the proper number of organizing group members is 6 to 8, it is not necessary for many members to participate in group activities.