Earticle

초록

영어

The opposite behavior toward organizational change seems to be rather simple and superficial, but a more careful look shows it is complex and multi-dimensional. Most of the earlier surveys on this field focused on proving causes of the behavior, including opposite power and overcoming these negative factors. In those days, it was widely known that opposition is harmful between employers and employees, illogical and unproductive. However, a review of its causes from a different point of view showed that overall, the opposition turned out to be justifiable behavior. Therefore, opposition to change should be managed and management policies for it were raised: e.g. understanding change through communication, participation of people involved, education and training, procedural fairness, show of vision, utilitarian and coercive strategy. In conclusion, a current survey on opposition to organizational change should be made from managerial aspects. Rather than seeing the opposition as unproductive and ineffective behavior, systematic management policies by looking into and analyzing its causes would contribute to the unity and development of an organization.

목차

Ⅰ. 서론
 Ⅱ. 이론적 배경
  1. 조직변화에 대한 이해
  2. 조직변화에 대한 사회적 배경
  3. 조직변화에 대한 선행연구
  4. 조직변화에 대한 저항에 관한 선행연구
  5. 조직변화에 대한 최근 이슈
 Ⅲ. 조직변화에 따른 저항에 대한 관리방안
  1. 조직변화에 대한 저항요인
  2. 조직변화에 대한 저항의 형태
  3. 조직변화에 대한 저항의 관점
  4. 저항에 대한 관리방안
 Ⅴ. 결론
 참고문헌
 Abstract

저자

• 김종관 [ Kim, Jong-kwan | 부산대학교 상과대학 경영학부 조교수 ]
• 변상우 [ Byun, Sang-woo | 부산대학교 상과대학 경영학과 박사과정 수료 ]

참고문헌