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Nowadays Korean firms are faced with new challenges and rapidly changing business environments, therefore it is inevitable for them to establish a new overall management system to maintain survival and growth by ensuring worldwide competitive position. The new system should have characteristics of being interrelated, silf-controlled, adaptive to contingency, and creative, while conventional system is rigid, mechanical, hierarchical, and authoritarian. The characteristics of the new system are based on the premise that objectives and problems solving oriented way of thinking and high attitude toward self-actualization and work are integral parts to motivate employees so that enhance firms` performances. This paper suggests a system based on the idea of Confucius. Management system based on the idea of Confucius is horizontal, human loving, moral, and anthropocentric and they seek optimality. The suggested management system is desirable and efficient dues to the presumption that human beings must be respected and they possess morality, unlimited possibility, self-control, and decision making ability rather than selfish economic and mechanical. The view that human beings must be respected is the basis of management by virture, justice, equity, humanity, participation, the golden mean, and adaptability to contingency. meanwhile, management by control, regulation, and severity is rooted on selfish economic and mechanical man. The new management system based on the idea of Confucius will contribute to the management of Korean firms in several ways; first, satisfying high level needs of employees who seek a work place to achieve desirable life and self-actualization. second, coordinating interests of deverse groups and that make sure the basis of survival and growth by enhanced trusts from society. third, improving international competitiveness toward the best company in the world.

1. The main contents of this thesis is as follows; Chapter I, the introduction. Chapter 2, the meaning of the growth of an enterprise and the primary factor of growth. Chapter 3, the character of the stages of the growth of an enterprise and the enterpreneurship. Chapter 4, the relation between the growth of an enterprise and the entrepreneurship. Chapter 5, the conclusion. 2. To summarize the result of this study is follows. ⓐ It is possible to find that the entrepreneurship greatly contributes to the growth of the enterprise. ⓑ It is possible to know that the entrepreneurship of an entrepreneur would be strengthened when the enterprise achieves a rapid or high growth. And at the times when the enterprise is going toward a stable growth or when it is dropping, the entrepreneurship of the entrepreneur shows the phenomenon of weakening. ⓒ The factors of entrepreneurs` ability which are needed when they perform their function are in order of the spirit of resolution, the entrepreneurship and ambition etc. 3. There is a deep relationship between the growth of an enterprise and the entrepreneurship especially in the case of small and medium sized enterprises. It is possible to say that the entrepreneurship is more essential.

This paper reviews several techinques and theorems which can be served as a foundation for achieving managerial goals, aiming at productive, reasinable, efficient and scientific activity of firms and deciding the managerial plans such as the production plan, personnel plan, purchase plan and financial plan of firms. Thoes techniques and theorems deals with multivariate solution techniques, the degree of belongs of fuzzy set, quantitative theorem of fuzzy events, Ⅰ, Ⅱ, Ⅲ, and Ⅳ. Especially, regression equation, auto regression and auto correlation of multivariate solution techniques can play critical roles in making decisions and forecast of production, purchase, demand and supply of firms. Without precise forecast of their production and sale, firms fail to achieve their managrial goals since they could lose profit opportunities. This paper suggests various techniques which can make a contribution to the solution of these probles. In particular, new quantitative theorems of fuzzy enents, Ⅰ, Ⅱ, Ⅲ, Ⅳ are discussed consistently. It should be stressed in those theorems that dealing events should have a clear set and a reasonable degree of belongs. There are no clear critria for classifying firms into information industry and th non-manufacturing industry. In analyzing information industry and venture business, we whould consider the level of creteria for classifying firms into information industry and venture business. Especially, if the degree of belongings has value, 1 or 0, the techniques with which this paper deals are not the extension of the quantitative theorems of fuzzy enents as mians of the previous quantitative theorems.

The term industrial accident includes the contact with dangerous materials, the gas explosion, the fire, and the destruction of infrastructure as well as the death of employees, the physical accident, the ailment, and the loss of property. This kind of industrial accident not only brings personal injury to each individual employee and unhappiness to its family but also results in enormous economic damage to the industry. This finally leads incredible bad side-effects and it also weakenes the international competitiveness of the industry. At the initial stage of industrialization, much emphasis was put on the management of physical or environmental factors; however, the emphasis will have to be given to the elimination of human factors particularly at this highly industrialized age. In this study, a strategic model of personnel management was devised and a more specific strategic method of managing human factors was proposed with reference to the occurrences of the industrial accidents. First, it is necessary to establish a total safety management system which all the employers, managers and employees should participate in, and in which all the administration bodies should cooperate with each other in organic way and actively participate in the safety management. Second, the employers should develop the zero-accident atmosphere with the management philosophy of respecting human being`s life and dignity, and should be ready to put an investment in the safety establishment. Third, the management should find out the dangerous factor through the job analysis; they should select the workers through the aptitude test; they should implement the right placement of man power; and they should carry out the education and training about the job implementation and the precaution against the possible dangers. They will also have to apply the result from the objective zero-accident management evaluation to the personnel efficiency rating system. It is also advisable to stage the campaign for the prevention of industrial accident, to maintain the zero-accident rate, and to operate the safety suggestion system. Fourth, the employees should keep the safety rule at the dimension of protection their own life and their family livelihood, and keep the safety management as part of their life by keeping it as a self-safety management throughout their daily lives. The following benefits will have been obtained if the result of this study is seriously taken into consideration. The new managerial attitudes will have been formed about the seriousness of industrial accident as a result of total safety management system; the employers will have taken the safety management as a serious routine matter; and the employees will make it a rule to check the safety. Consequently, the result of these three steps will contribute to the zero-accident and zero-calamity. This will extend to the prevention of loss of life and economy, and the increase of the morale of employees will lead to the zeal for industrial production and the elevation of productivity. All of these will come together to the secure industrial relations between the employers and employees, and will finally have competitive power internationally.

The purpose of this study is to analysis how the communication of secretaries relates with the organizational commitment. The organizational commitment has a significant effect on the individual behavior of organization and is a critical variable that is closely related with the organizational effectiveness. The followings are the concrete tasks based on this study. (1) To grasp the situational status of secretaries in Korean enterprises. (2) To investigate the differences of the communication methods and the level of satisfaction according to the demographics and types of secretaries in Korean enterprises. (3) To investigate the differences of organizational commitment level to the demographics and types of secretaries in Korean enterprises. (4) To investigate the differences of organizational commitment to communication methods and the satisfaction level of secretaries in the Korean enterprises. To solve the above tasks, this study was made by the following procedures. First, proceeding reference studies on the theories of the communication and the organizational commitment are investigated. Second, the empirical study model concerning the communication and organizational commitment of secretaries in Korean enterprises is designed based on the theoretical literature. Third, the following research hypotheses have been developed from the empirial study model. Hypothesis Ⅰ --- There is a significant difference according to the communication methods and the satisfaction degrees concern to the demographics and types of secretaries. Hypothesis Ⅱ --- There is a significant difference on the level of organizational commitment concerned to the demographics and types of secretaries. Hypothesis Ⅲ --- There is a significant difference of the level of organizational commitment concerned to the communication methods and the satisfaction degree of secretaries. Fourth, the above hypotheses have been tested by analizing questionnaires and the results are described. The data were collected by questionnaire research with secretaries who belong to the professional secretary organization in the region of Pusan and Seoul, for three months from 1995.6.1∼8.31. The SAS statistical package software was used for all statistical analysis and tests. The principal findings of the research and its significance are summarized as follows: (1) Strong support was found that there is a significant difference according to the degree of formal, verbal, and two way communication by the age, the degree of formal and two way communication by the type of gender, the degree of formal, informal, abnormal verbalism, one way and two way communication for the demographic characteristics. (2) Abnormal verbalism only has a statistical significance in the result of analysis according to the difference of mean rating of various communication for types of secretaries. (3) It was found that there is a significant mean difference in the vertical and horizontal communication, interpersonal feedback, atmosphere of communication and the degree of satisfaction for whole organization information by the age and the length of job tenure, in the degree of satisfaction for the quality of media by an academic career.

Organizational socialization concerns how newcomers change, but "personalization" is how the organization changes as a result of the newcomers who joint it. In contrast to socialization, personalization has received almost no attention from scholars. There are two reasons for this imbalance. First, in most organizations, newcomers enter in snall numbers, rather than in large cohorts. As they enter the ongoing system, they tend to be overwhelmed by the momentum of the existing climates with their respective norms and values. Thus it is mich more likely that the newcomers will change rather than the organization. Second, when trying to examine change, it is easier to observe them in newcomers than in the organization as a whole. The larger the organization is, the harder it is to detect changes in it. Organizational socialization is how organizations change newcomers. How organizations change as a result of having newcomers join them is called personalization, a process that is rarely studied. Organizational socialization differs from newcomer orientation in two ways : (1) socialization is more concerned with making newcomers conform to the organization, and (2) socialization is a process that unfolds over a period of time. The basic objective of organizational socialization is to maintain control by ensuring that newcomers share the same norms and values as those of the organization. Socialization and selection are ways for attaining organizational control. They con be substitutes for each other. Organizational socialization is composed of three basic processes : (1) social learning as the way newcomers learn, (2) new roles, norms, and values as the material that is learned, and (3) conflict as the unique dynamic of this particular learning process. Socialization has been divided into various stages by different authors. Asummary and integration of these models includes the following stages : (1) confronting and accepting organizational reality, (2)achieving role clarity, (3)locating oneself in the organizational context, and (4)detecting signposts of successful socialization. Organizational socialization tactics can be categorized on six dimensions, depending on whether the socialization is : (1)done collectively in a group or individually, (2)done formally or informally, (3)done in a specific sequence or randomly, (4)done on a fixed or variable timetable, (5)done by those in positions similar to the one that the newcomer will assume or by others who are quite different, and (6)dont in a way that reinforces the identity of the newcomer or in a way that divests the newcomer of some part of his or her identity. As the limitation of this study, did not consider the subordinates characteristics and management style of the Korean firms in the research on organizational socialization tactics and did not empirical research.

The point of this study is how come the leadership type and the organizational culture type in hospital organization to get a fitness. To be concrete, it is to analyze the difference of the fitness between leadership type and organizational culture type according as the level of hospital and the characteristic of population statistics. The result of analysis in this study is as follows: ① The valadity and the reliability of the question about leadership type and organizational culture type has been showed so distinctly. ② The leadership type and organizational culture type which is suggested in the research model actually have been showed 2 type, not but 3 types. There are 2 types of leadership type : transformational leadership at group 1 and non-transformational leadership at group 2. And there are 2 types of organizational culture type : stagnant culture at group 1 and non-stagnant culture at group 2. ③ The fitness of each type has been showed very difference according as the level of hospital. That is just to be showed the following characteristics : transformational leadership and stagnant culture ant the university hospital; non-transformational leadership and stagnant culture at the general hospital; transformational leadership and non-bureaucratic type or non-stagnant culture at the hospital. But there is not any difference according as the characteristics of population statistics. As stated above, it could be seen that there is a difference of the fitness between leadership type and organizational culture type according as the level of hospital. In conclusion, it seems that the hospital organization with this present leadership type and organizational culture type is been raised lots of difficulties to increase the performance.

In fact, to manage small-medium enterprises of recent is very difficult on every aspects. To improve such difficult problems on managements of those, it`s undoutedly that the bank must make advance to those enterprises or The Government of Our Country must support an enterprising fund, etc. But, such things are only short-term solutions. So, those enterprises must imorove manager`s mind or knowledgment on managements, and their abilities to cope with dynamic environments to survive and grow between severely competitions. And it`s good that those enterprises are also be taken consulting for management improvements from Management Consultant. On these viewpoints, the main purpose of this study is to give information about management diagnosis and management consulting for small-medium enterprises. The progress-processes of management diagnosis and management consulting are as follows; 1. First stage ; surveying general conditions. 2. Second stage ; diagnosis problems. 3. Third stage ; cordinating between sections. 4. Fourth stage ; recommending improvements. 5. Fifth stage ; Guiding post-management. And execution-ways of management diagnosis and management consulting are discribed in the body of this study according to it`s the progress-processes. In conclusion, this study tells that the management of small-medium enterprises can be improved through improving manager`s mind or knowledgments on managements, and their abilities to cope with dynamic environments, and managements diagnosis from Management Consultant, etc.

The purpose of this study is to consider the alternatives of banking industry concerning the liberalization of interest rates and to understanding a change of banking industry`s phase after the liberalization of interest rates in Korea. To attain the aim of this study, examined the process of liberalization of interest rate other countries where the liberalization have been already practiced and the corresponding strategy of bank on it. The major alternatives be taken in this paper are as followings; (1) The subjects of th bussiness liveralization shall be the financiers themselves who shall come out of the goverment protection to actively ane subjectively meet the liberalization. In order to be the subject of the liberalization, i.e., the right of personnel management, avoidance of excessive reliance upon the policy. (2) Bank should pursue a policy of large scale structure through increasing capital and mergerof other banks to scope with foregin financial organ which have advanced capital and sophisticated administrative know-hows. (3) Facing the abolition of the business sphere among financial institutions, bank industry have to be diversified to include the sales of securities. (4) The banking industry of our country has to take part in the internationalization, opening, liberalization and globalization of the world banking trend. In the era of the participating i the globakization, the business has to develop its individuality in order to take the leading role. (5) In order to cope with the rapidly changing banking and monetary environments, domestic banks should do away with old-fashioned sales technique, but should employ systematic marketing strategy based on the modern marketing concept. (6) Bad loans which weaken the competitive and deteriorate the efficiency of banking industry must be reduced. (7) There is a precondition of utilizing the advanced financial method, it is informationakized banking system and maintaining the specialist. We should recognize that the level of informationalizing is the main point to decide the power of competition in international competitive society and prepare the method of informationalization of international financial market and computerization. (8) By making use of advanced funds management technique such as asset-liability management(ALM), funds management risk may be avoid. Also deposit insurance system must be estabished.