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題名 團隊建立對組織發展之影響
The Impact of Team Building on Organizational Development
作者 朱育儁
Chu, Yu-Chun
貢獻者 林月雲
Lin, Yeh-Yun
朱育儁
Chu, Yu-Chun
關鍵詞 組織發展
團隊建立
Organizational Development
Team Building
日期 2021
上傳時間 2-九月-2021 18:19:42 (UTC+8)
摘要 外部環境變遷日行千里，導致企業面臨的處境每況愈下。而組織行為變得難以捉摸，使得內部系統開始混亂。現今企業遭遇到前所未有的困境，並逐步實施組織發展的相關措施，以因應未來變革的挑戰。企業開始向獨立工作室購買組織發展的課程，試圖增進組織的效能與團結。本研究採用「個案研究法」與「深度訪談法」，用半結構的訪談形式，訪問擁有相關經驗的個案公司，試圖找到工作坊對於企業實行組織發展的真實效用，並評估該領域未來的發展趨勢。
     　　本研究將探討下列幾項問題：
     一、探討企業推行組織發展的過程，還有團隊建立理論與應用方法。
     二、理解個案工作室如何設計課程，並融合團隊建立的概念與理論。
     三、評估個案公司完成工作坊課程後，團隊績效與行為模式的改變。
     四、綜合研究結論，提出個案未來可精進的管理措施與建議。
     　　研究者透過質性研究，發現團隊建立確實對組織發展有著正面影響，並有著深厚的理論背景支持，但是仍存在幾項明顯的缺陷值得修正，希冀透過本研究的結論歸納，促進組織發展領域的精進與改善，以擬定更進階的操作方法，使得人力資源管理領域的學術與實務價值更為出色，成為新興的管理措施與方法。
Daily change of the external environment leads to deteriorating situation faced by enterprises. The elusiveness of organizational behavior evolution makes the internal system more chaotic. Nowadays, the enterprises are encountering unprecedented difficulties and have to adopt relevant measures of organizational development in order to cope with challenges of future changes. The enterprises start to purchase the courses of organizational development from the independent studios in an attempt to improve the efficiency and unity of the organization. This research adopts “Case Study” and “In-depth Interview” method, and visit both course provider and course receive company. A semi-structure interview was employed, to find out the actual effectiveness of the workshop, and then evaluate the future trend in implementing the organizational development.
     This research is expected to discuss the following issues:
     1.Discuss on how the enterprise implements the organization development and how it applies the theory of team building in reality.
     2.Understand how the workshop provider designs the courses, and integrates with the concept and theory of team building.
     3.Evaluate the change of team efficiency and behavior mode after case company finished the workshop courses.
     4.Sum up the conclusions and advise the management measures and suggestions to the both course provider and course receive company for future improvement.
     　　Through qualitative study, the researcher found the team building has a positive effect on organizational development. It is supported by a profound theory, but there are several obvious defects needed revision. Hopefully, the conclusions of this research would promote the refinement and improvement in the field of organizational development for formulating more advanced operation, both academically and practically in human resource management for a new type.
參考文獻 中文部分
     余朝權，(2005) ，組織行為學，臺北市：五南。
     吳瓊恩，(2006) ，行政學，臺北市：三民.。
     林建欣，(1998) ，提昇組織承諾之研究：團隊建立的觀點，國立政治大學公共行政學系未出版碩士論文，台北市。
     林惠彥、陸洛，(2012) ，工作價值之群體差異－全台代表性樣本分析，台灣管理學刊。12(1)。99-116。
     林舜晨，(2014)，設計思考的應用 － 以探討高中生參與工作坊的經驗知覺為例，國立政治大學科技管理研究所未出版碩士論文，台北市。
     孫本初、吳復新、夏學理、許道然，(1999)，組織發展（初版），臺北縣：國立空中大學。
     張宏裕，(2006) ，團隊建立計分卡：打造專業團隊力的36個關鍵績效指標(KPI)，臺北市：梅霖文化。
     畢恆達，(2020)，教授為什麼沒告訴我(2020進化版)，新北市：小畢空間。
     張潤書，(2009)，行政學，臺北市：三民。
     傅岳邦，(2006)，組織行為，臺北縣：新文京開發。
     楊善華、孫飛宇，(2005)，作為意義探究的深度訪談，社會學研究。5。53-68.
     潘正德，(2012)，團體動力學。臺北市：心理。
     蔡居澤，(1996)，國民中學戶外教育課程實施影響因素之研究，國立臺灣師範大學公民訓育學系未出版碩士論文，臺北市。
     鄭瓊芳，(1999），團隊建立法應用於非營利組織運作之研究，國立政治大學公共行政學系未出版碩士論文，臺北市。
     蘇立瑩，(2000)。草創公司團隊建立與組織績效之相關度之研究---以高科技業為例。中華大學工業工程與管理研究所未出版碩士論文，新竹市。
     
     英文部分
     Akkermans, J., Richardson, J., & Kraimer, M. L. (2020). The COVID-19 crisis as a career shock: Implications for careers and vocational behavior. Journal of Vocational Behavior, 119, Article 103434.
     Beckhard, R. (1969). Organization development: strategies and models. Reading, Mass: Addison-Wesley.
     Bennis, W. G. (1966). Changing organizations. The Journal of Applied Behavioral Science, 2(3), 247-263.
     Bennis, W. (1969). Organization development: its nature, origins, and prospects. Reading, Mass: Addison-Wesley Pub. Co.
     Blake, R., & Mouton, J. (1964). The Managerial Grid: The Key to Leadership Excellence. Houston, TX: Gulf Publishing Company.
     Bradford, D. & Burke, W. (2005). Reinventing organization development: new approaches to change in organizations. San Francisco: Pfeiffer.
     Budie, B., Appel-Meulenbroek, R., Kemperman, A., & Weijs-Perree, M. (2019). Employee satisfaction with the physical work environment: the importance of a need based approach. International Journal of Strategic Property Management, 23(1), 36-49.
     Cummings, T. & Worley, C. (2015). Organization development & change. Stamford, CT: Cengage Learning.
     Drake, K. (2020). Change is inevitable. Nursing Management, 51(7), 56.
     Egan, T. (2002). Organization development: An examination of definitions and dependent variables. Organization Development Journal, 20(2), 59-70.
     French, W. & Bell, C. (1999). Organization development : behavioral science interventions for organization improvement. Upper Saddle River, NJ: Prentice Hall.
     Highhouse, S. (2002). A history of the T-group and its early applications in management development. Group Dynamics: Theory, Research, and Practice, 6(4), 277–290.
     Hill, C., Schilling, M. & Jones, G. (2020). Strategic management: an integrated approach: theory and cases. Singapore: Cengage Learning Asia Pte Ltd.
     Jones, G. (2013). Organizational theory, design, and change. Upper Saddle River, NJ: Pearson.
     Levi, D. & Askay, D. (2021). Group dynamics for teams. Thousand Oaks, California: SAGE Publications, Inc.
     Likert, R. (1967). The human organization its management and value. New York: McGraw-Hill.
     McGregor, D. (1960). The Human Side of Enterprise. New York: McGraw-Hill Book.
     McLagan, P. (1989). Models for HRD practice. Alexandria, VA: American Society for Training and Development.
     Robbins, S. & Judge, T. (2013). Organizational behavior. Boston: Pearson.
     Sinek, S. (2009). Start with why : how great leaders inspire everyone to take action. New York: Portfolio.
     Sinek, S., Mead, D., Docker, P. & Shedletzky, S. (2017). Find your why : a practical guide for discovering purpose for you and your team. New York: Penguin Random House Audio Publishing.
     Singh, R. & Ramdeo, S. (2020). Leading organizational development and change principles and contextual perspectives. Cham: Palgrave Macmillan.
     Spiegel, J. & Torres, C. (1994). Manager`s official guide to team working. San Diego, CA: Pfeiffer & Co.
     Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384–399.
     Tuckman, B. W., & Jensen, M. A. (1977). Stages of small-group development revisited. Group & Organization Studies, 2(4),
     Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of management, 36(5), 1117-1142.
     Wengraf, T. (2001). Qualitative research interviewing : biographic narrative and semi-structured methods. London Thousand Oaks, Calif: SAGE.
描述 碩士
國立政治大學
企業管理研究所(MBA學位學程)
108363026
資料來源 http://thesis.lib.nccu.edu.tw/record/#G0108363026
資料類型 thesis
dc.contributor.advisor 林月雲zh_TW
dc.contributor.advisor Lin, Yeh-Yunen_US
dc.contributor.author (作者) 朱育儁zh_TW
dc.contributor.author (作者) Chu, Yu-Chunen_US
dc.creator (作者) 朱育儁zh_TW
dc.creator (作者) Chu, Yu-Chunen_US
dc.date (日期) 2021en_US
dc.date.accessioned 2-九月-2021 18:19:42 (UTC+8)-
dc.date.available 2-九月-2021 18:19:42 (UTC+8)-
dc.date.issued (上傳時間) 2-九月-2021 18:19:42 (UTC+8)-
dc.identifier (其他 識別碼) G0108363026en_US
dc.identifier.uri (URI) http://nccur.lib.nccu.edu.tw/handle/140.119/137175-
dc.description (描述) 碩士zh_TW
dc.description (描述) 國立政治大學zh_TW
dc.description (描述) 企業管理研究所(MBA學位學程)zh_TW
dc.description (描述) 108363026zh_TW
dc.description.abstract (摘要) 外部環境變遷日行千里，導致企業面臨的處境每況愈下。而組織行為變得難以捉摸，使得內部系統開始混亂。現今企業遭遇到前所未有的困境，並逐步實施組織發展的相關措施，以因應未來變革的挑戰。企業開始向獨立工作室購買組織發展的課程，試圖增進組織的效能與團結。本研究採用「個案研究法」與「深度訪談法」，用半結構的訪談形式，訪問擁有相關經驗的個案公司，試圖找到工作坊對於企業實行組織發展的真實效用，並評估該領域未來的發展趨勢。
     　　本研究將探討下列幾項問題：
     一、探討企業推行組織發展的過程，還有團隊建立理論與應用方法。
     二、理解個案工作室如何設計課程，並融合團隊建立的概念與理論。
     三、評估個案公司完成工作坊課程後，團隊績效與行為模式的改變。
     四、綜合研究結論，提出個案未來可精進的管理措施與建議。
     　　研究者透過質性研究，發現團隊建立確實對組織發展有著正面影響，並有著深厚的理論背景支持，但是仍存在幾項明顯的缺陷值得修正，希冀透過本研究的結論歸納，促進組織發展領域的精進與改善，以擬定更進階的操作方法，使得人力資源管理領域的學術與實務價值更為出色，成為新興的管理措施與方法。		zh_TW
dc.description.abstract (摘要) Daily change of the external environment leads to deteriorating situation faced by enterprises. The elusiveness of organizational behavior evolution makes the internal system more chaotic. Nowadays, the enterprises are encountering unprecedented difficulties and have to adopt relevant measures of organizational development in order to cope with challenges of future changes. The enterprises start to purchase the courses of organizational development from the independent studios in an attempt to improve the efficiency and unity of the organization. This research adopts “Case Study” and “In-depth Interview” method, and visit both course provider and course receive company. A semi-structure interview was employed, to find out the actual effectiveness of the workshop, and then evaluate the future trend in implementing the organizational development.
     This research is expected to discuss the following issues:
     1.Discuss on how the enterprise implements the organization development and how it applies the theory of team building in reality.
     2.Understand how the workshop provider designs the courses, and integrates with the concept and theory of team building.
     3.Evaluate the change of team efficiency and behavior mode after case company finished the workshop courses.
     4.Sum up the conclusions and advise the management measures and suggestions to the both course provider and course receive company for future improvement.
     　　Through qualitative study, the researcher found the team building has a positive effect on organizational development. It is supported by a profound theory, but there are several obvious defects needed revision. Hopefully, the conclusions of this research would promote the refinement and improvement in the field of organizational development for formulating more advanced operation, both academically and practically in human resource management for a new type.		en_US
dc.description.tableofcontents 第一章 緒論 10
     第一節 研究背景 10
     第二節 研究動機 12
     第三節 研究範圍 14
     第四節 研究問題 15
     第五節 研究目的 16
     第六節 研究步驟 17
     第二章 文獻回顧 18
     第一節 組織發展 18
     第二節 團隊建立 29
     第三章 研究方法 35
     第一節 研究架構 35
     第二節 研究對象 36
     第三節 研究方法 37
     第四節 研究工具 38
     第五節 研究實施 40
     第四章 個案分析 42
     第一節 A公司 42
     壹、基本資料 42
     貳、組織架構 42
     參、發展沿革 43
     肆、產品服務 44
     伍、轉型問題 45
     陸、管理問題 46
     第二節 B工作室 47
     壹、基本資料 47
     貳、組織理念 47
     參、組織架構 48
     肆、發展沿革 50
     伍、課程介紹 51
     陸、運作模式 52
     第三節 凝聚共識工作坊 53
     壹、接洽過程 53
     貳、資料收集 53
     參、資料分析 53
     肆、設計課程 54
     伍、開始行動 55
     陸、後續評估 60
     柒、顧問觀點 66
     第五章 研究結論 67
     第一節 研究發現 67
     第二節 實務議題 69
     第三節 管理建議 71
     第四節 研究限制 72
     第五節 未來建議 73
     參考文獻 74
     中文部分 74
     英文部分 75		zh_TW
dc.source.uri (資料來源) http://thesis.lib.nccu.edu.tw/record/#G0108363026en_US
dc.subject (關鍵詞) 組織發展zh_TW
dc.subject (關鍵詞) 團隊建立zh_TW
dc.subject (關鍵詞) Organizational Developmenten_US
dc.subject (關鍵詞) Team Buildingen_US
dc.title (題名) 團隊建立對組織發展之影響zh_TW
dc.title (題名) The Impact of Team Building on Organizational Developmenten_US
dc.type (資料類型) thesisen_US
dc.relation.reference (參考文獻) 中文部分
     余朝權，(2005) ，組織行為學，臺北市：五南。
     吳瓊恩，(2006) ，行政學，臺北市：三民.。
     林建欣，(1998) ，提昇組織承諾之研究：團隊建立的觀點，國立政治大學公共行政學系未出版碩士論文，台北市。
     林惠彥、陸洛，(2012) ，工作價值之群體差異－全台代表性樣本分析，台灣管理學刊。12(1)。99-116。
     林舜晨，(2014)，設計思考的應用 － 以探討高中生參與工作坊的經驗知覺為例，國立政治大學科技管理研究所未出版碩士論文，台北市。
     孫本初、吳復新、夏學理、許道然，(1999)，組織發展（初版），臺北縣：國立空中大學。
     張宏裕，(2006) ，團隊建立計分卡：打造專業團隊力的36個關鍵績效指標(KPI)，臺北市：梅霖文化。
     畢恆達，(2020)，教授為什麼沒告訴我(2020進化版)，新北市：小畢空間。
     張潤書，(2009)，行政學，臺北市：三民。
     傅岳邦，(2006)，組織行為，臺北縣：新文京開發。
     楊善華、孫飛宇，(2005)，作為意義探究的深度訪談，社會學研究。5。53-68.
     潘正德，(2012)，團體動力學。臺北市：心理。
     蔡居澤，(1996)，國民中學戶外教育課程實施影響因素之研究，國立臺灣師範大學公民訓育學系未出版碩士論文，臺北市。
     鄭瓊芳，(1999），團隊建立法應用於非營利組織運作之研究，國立政治大學公共行政學系未出版碩士論文，臺北市。
     蘇立瑩，(2000)。草創公司團隊建立與組織績效之相關度之研究---以高科技業為例。中華大學工業工程與管理研究所未出版碩士論文，新竹市。
     
     英文部分
     Akkermans, J., Richardson, J., & Kraimer, M. L. (2020). The COVID-19 crisis as a career shock: Implications for careers and vocational behavior. Journal of Vocational Behavior, 119, Article 103434.
     Beckhard, R. (1969). Organization development: strategies and models. Reading, Mass: Addison-Wesley.
     Bennis, W. G. (1966). Changing organizations. The Journal of Applied Behavioral Science, 2(3), 247-263.
     Bennis, W. (1969). Organization development: its nature, origins, and prospects. Reading, Mass: Addison-Wesley Pub. Co.
     Blake, R., & Mouton, J. (1964). The Managerial Grid: The Key to Leadership Excellence. Houston, TX: Gulf Publishing Company.
     Bradford, D. & Burke, W. (2005). Reinventing organization development: new approaches to change in organizations. San Francisco: Pfeiffer.
     Budie, B., Appel-Meulenbroek, R., Kemperman, A., & Weijs-Perree, M. (2019). Employee satisfaction with the physical work environment: the importance of a need based approach. International Journal of Strategic Property Management, 23(1), 36-49.
     Cummings, T. & Worley, C. (2015). Organization development & change. Stamford, CT: Cengage Learning.
     Drake, K. (2020). Change is inevitable. Nursing Management, 51(7), 56.
     Egan, T. (2002). Organization development: An examination of definitions and dependent variables. Organization Development Journal, 20(2), 59-70.
     French, W. & Bell, C. (1999). Organization development : behavioral science interventions for organization improvement. Upper Saddle River, NJ: Prentice Hall.
     Highhouse, S. (2002). A history of the T-group and its early applications in management development. Group Dynamics: Theory, Research, and Practice, 6(4), 277–290.
     Hill, C., Schilling, M. & Jones, G. (2020). Strategic management: an integrated approach: theory and cases. Singapore: Cengage Learning Asia Pte Ltd.
     Jones, G. (2013). Organizational theory, design, and change. Upper Saddle River, NJ: Pearson.
     Levi, D. & Askay, D. (2021). Group dynamics for teams. Thousand Oaks, California: SAGE Publications, Inc.
     Likert, R. (1967). The human organization its management and value. New York: McGraw-Hill.
     McGregor, D. (1960). The Human Side of Enterprise. New York: McGraw-Hill Book.
     McLagan, P. (1989). Models for HRD practice. Alexandria, VA: American Society for Training and Development.
     Robbins, S. & Judge, T. (2013). Organizational behavior. Boston: Pearson.
     Sinek, S. (2009). Start with why : how great leaders inspire everyone to take action. New York: Portfolio.
     Sinek, S., Mead, D., Docker, P. & Shedletzky, S. (2017). Find your why : a practical guide for discovering purpose for you and your team. New York: Penguin Random House Audio Publishing.
     Singh, R. & Ramdeo, S. (2020). Leading organizational development and change principles and contextual perspectives. Cham: Palgrave Macmillan.
     Spiegel, J. & Torres, C. (1994). Manager`s official guide to team working. San Diego, CA: Pfeiffer & Co.
     Tuckman, B. W. (1965). Developmental sequence in small groups. Psychological Bulletin, 63(6), 384–399.
     Tuckman, B. W., & Jensen, M. A. (1977). Stages of small-group development revisited. Group & Organization Studies, 2(4),
     Twenge, J. M., Campbell, S. M., Hoffman, B. J., & Lance, C. E. (2010). Generational differences in work values: Leisure and extrinsic values increasing, social and intrinsic values decreasing. Journal of management, 36(5), 1117-1142.
     Wengraf, T. (2001). Qualitative research interviewing : biographic narrative and semi-structured methods. London Thousand Oaks, Calif: SAGE.		zh_TW
dc.identifier.doi (DOI) 10.6814/NCCU202101166en_US