Responsive image
博碩士論文 etd-0929115-022946 詳細資訊
Title page for etd-0929115-022946
論文名稱
Title
從單一生產點發展為全球性公司
From Single Production Sites to a Truly Global Company
系所名稱
Department
畢業學年期
Year, semester
語文別
Language
學位類別
Degree
頁數
Number of pages
121
研究生
Author
指導教授
Advisor
召集委員
Convenor
口試委員
Advisory Committee
口試日期
Date of Exam
2015-10-22
繳交日期
Date of Submission
2015-10-29
關鍵字
Keywords
協同工廠、獨立的子公司、集中式結構
independent subsidiaries, centralized structures, synergies plants
統計
Statistics
本論文已被瀏覽 5923 次,被下載 44
The thesis/dissertation has been browsed 5923 times, has been downloaded 44 times.
中文摘要
本篇碩士論文是為了向全球化企業提供如何組織總部與子公司之間的協調過程。公司在沒有協調策略的情況下併購子公司,常常會表現出鬆散的由單一工廠組成的企業組織系統,同時會丟失潛在的協同作用。因此,協調和交流理論的提出就是為了調查這些類型公司的潛在弱點。
通過與來自一家全球化公司的十位管理層代表的面談獲得的見解充分強調了此類問題存在的現實。為了處理這些問題,本篇論文提出了八個主要建議以促進企業內部的協調性。首先,設定一個不同子公司間的員工交換項目可以提升知識或資訊分享。第二,充分實施指導方針流程。第三點建議是利用人力資源部門作為交流協調者以升級子公司與總公司間的交流過程。除此以外,CEO通過發送視頻資訊到所有子公司可以大大激勵員工投身於公司形象的建設。在總經理會議中,必須使行動計畫正式化來將策略轉化為實際行動過程。為了提高個人間的知識分享,建議執行公司內部網的利用,最終內部實時通訊應當提供簡明但資訊充足的內容,
本篇論文對於所有之前有獨立營運的子公司的行業均有啟示作用。它研究了與子公司聯繫不緊密的公司潜在問題,並且列舉出了通過更多關注公司結構和協調交流過程來創造協同作用的方法
Abstract
The following Master Thesis was developed with the intention of providing recommendation to global companies on how to organize coordination processes between headquarters and subsidiaries. Companies that have acquired their subsidiaries without coordination strategies often act as loosely organized corporate systems consisting of single operation plants and can miss out on potential synergies. Therefore, theories about coordination and communication structures are presented in order to investigate potential weaknesses in these type of corporations.
Insight gathered from interviews with ten management representatives from a globally operated company highlighted the reality of such issues. To tackle these issues, eight major recommendations are proposed in order to foster coordination within the corporation. First, an employee exchange program between the different affiliates would increase knowledge sharing. Second, guideline processes should be implemented. The third recommendation is that communication processes between subsidiaries and headquarters could be enhanced by using the HR departments as the primary communication facilitators. Furthermore, video messages from the CEO to all subsidiaries encourages the commitment to the corporate identity. During General Manager meetings, action plans must be formalized in order to transform strategy into action processes. Enforcing the utilization of the Intranet in order to enhance knowledge-sharing between the individual entities is recommended, and finally, the internal newsletter (Quicknews) should provide brief but informative content, and should be issued more often.
This thesis has implications for all businesses that acquired previously independently-operated subsidiaries. It investigates potential issues in corporations with weak ties to their subsidiaries and lists remedies to create synergies by focusing more on coordination and communication processes and their structures.
目次 Table of Contents
Verification Letter i
Acknowledgements ii
摘要 iii
Abstract iv
List of Figures and Tables vi
Introduction 1
Literature Review 3
Communication 3
Organising Knowledge Sharing and Communication Flows 5
How to Foster Knowledge Sharing 16
Optimization of the Intranet 17
Optimization of the Internal Newsletter 20
Structure, Coordination & Corporate Culture 22
Language Strategy 32
Language and Corporate Culture 35
Methodology 40
Case Study 44
Introducing TannPapier 44
Potential Weaknesses of TannPapier’s Current Structure 45
Cultural Considerations 47
Findings 63
Recommendations 70
Eight Key Recommendations to Increase Synergies 70
Implementing Change Successfully 74
Conclusion/ Implications 88
Sources 90
Appendix 95
Appendix 1: Interview Guideline 95
Appendix 2: Interviews, Qualitative Transcriptions 99
參考文獻 References
Acur, N., Gertsen, F., Sun, H. & Frick, J., 2003. The formalisation of manufacturing strategy and its influence on the relationship between competitive objectives, improvement goals and action plans. International Journal of Operations & Production Management, 23(10), pp. 1114-1141.
Airey, D., Gepp, A., Harris, C. & Menard, Y., 2003. DAIMLERCHRYSLER: POST-MERGER NEWS. IvInvey Management Services.
Anon., 2014. How China's Management Style differs from the West. [Online]
Available at: http://www.grant-thornton.co.uk/en/Thinking/How-Chinas-management-style-differs-from-the-West/
[Accessed 5 March 2015].
Anon., n.d.. Business Culture in China. [Online]
Available at: http://www.worldbusinessculture.com/Chinese-Business-Style.html
[Accessed 5 March 2015].
Anon., n.d.. Business Culture in Philipines. [Online]
Available at: http://www.worldbusinessculture.com/Filipino-Business-Style.html
[Accessed 15 March].
Anon., n.d.. Hofstede Colombia. [Online]
Available at: http://geert-hofstede.com/colombia.html
[Accessed March 2015].
Anon., n.d.. What About China?. [Online]
Available at: http://geert-hofstede.com/china.html
[Accessed 5 March 2015].
Anreder, E. T., 2007. The Power of Print: A Printed Newsletter Can Still Be the Best Choice. s.l.:s.n.
Apfelthaler, G., Muller, H. J. & Rehder, R. R., 2002. Corporate global culture as competitive advantage: learning from Germany and Japan in Alabama and Austria. Journal of World Business, Volume 37.
Barnett, W. P. & Carroll, G. R., 1995. MODELING INTERNAL ORGANIZATIONAL CHANGE. Annual Review of Sociology, Volume 21, pp. 217-236.
Baumgart, A. & Janecke, B., 1997. Russlandknigge. München: Oldenbourg.
Birkinshaw, J. & Hood, N., 2001. Unleash Innovation in Foreign Subsidiaries. Harvard Business Review.
Björkman, I., Barner-Rasmussen, W. & Li, L., 2004. Managing Knowledge Transfer in MNCs: The Impact of Headquarters Control Mechanisms. ournal of International Business Studies, 35(5), pp. 443-455.
Bös, B., 2009. Managers´perceptions of organizational cultures in Austria. Doctorial thesis, Vienna: WU Vienna University of Economics and Business..
Bottazzo, V., 2005. Intranet: A medium of internal communication and training, s.l.: s.n.
Brubaker, L. L., 1990. Six Secrets for A Great Employee Newsletter. Management review, pp. 47-50.
Cabrera, E. F. & Cabrera, A., 2005. Fostering knowledge sharing through people management practices. The International Journal of Human Resource Management, pp. 720-735.
Cornelissen, J., 2004. Corporate Communications Theory and Practice. s.l.:s.n.
Cox, T. H. & Blake, S., 1991. Managing cultural diversity: implications for organizational competitiveness. Academy of Management Executice, 5(3), pp. 45-56.
Davenport, T. H., De Long, D. & Beers, M., 1998. Successful Knowledge Management Projects. Sloan Management Review, pp. 43-57.
Den Hartog, D. e. a., 1999. Culture specific and cross-culturally generalizable implicit leadership theories: Are attributes of charismatic/transformational leadership universally endorsed?. The Leadership Quarterly, 10(2), pp. 219-257.
Denison, D. R., Haaland, S. & Goelzer, P., 2004. Corporate Culture and Organization Effectiveness. Organization Dynamics, 02, 22(1), pp. 98-109.
Dessein, W., Garicano, L. & Gertner, R., 2010. Organizing for Synergies. American Economic Journal: Microeconomics, November, 2(4), pp. 77-114.
Dorfman, P. e. a., 1997. Leadership in Western and Asian Countries: Commonalities and differences in effective Leadership processes across cultures. Leadership Quarterly , Volume 8, pp. 233-274.
Fagenson-Eland, E., Ensher, E. A. & Burke, W. W., 2004. Organization Development and Change Interventions: A Seven-Nation Comparison. Journal of Applied Behavioral Science, 40(4), pp. 432-464.
Faraj, S. & Wasko, M. M., 2001. The Web of Knowledge: An Investigation of Knowledge.
FitzPatrick, L. & Valskov, K., 2014. Internal Communications. In: Internal Communications. s.l.:Kogan Page.
Ford, J. D., Ford, L. W. & D'Amelio, A., 2008. Resistance to Change: The rest of the story. Academy of Management Review, 33(2), pp. 362-377.
Gill, P., Stewart, K., Treasure, E. & Chadwick, B., 2008. Methods of data collection in qualitative research: interviews and focus groups. British Dental Journal, Volume 204, pp. 291-295.
Harzing, A.-W., Koster, K. & Magner, U., 2011. Babel in business: The language barrier and its solutions in the HQ- subsidiary relationship. Journal of World Business, 46(3), pp. 279-287.
Henderson, C., 1999. Filipino Business Norms, Etiquette and Style. [Online]
Available at: http://www.apmforum.com/columns/orientseas6.htm
[Accessed March 2015].
Hierländer, J., 2013. DiePresse. [Online]
Available at: http://diepresse.com/home/wirtschaft/economist/1410623/Rauchen_Der-Zigarettenkonig-von-Traun
[Accessed 7 4 2015].
Hinds, P. J., Neeley, T. B. & Durnell Cramton, C., 2014. Language as a lightning rod: Power contests, emotion regulation, and subgroup dynamics in global teams. Journal of International Business Studies, Issue 45, pp. 536-561.
Hofstede, G., n.d. Austria. [Online]
Available at: http://geert-hofstede.com/austria.html
[Accessed 13 04 2015].
Hofstede, G., n.d. Germany. [Online]
Available at: http://geert-hofstede.com/germany.html
[Accessed 13 04 2015].
Hofstede, G., n.d.. Russia. [Online]
Available at: http://geert-hofstede.com/russia.html
[Accessed March 2015].
Hofstede, n.d. Canada. [Online]
Available at: http://geert-hofstede.com/canada.html
[Accessed 3 March 2015].
Hood, N., 2003. The Multinational Subsidiary. s.l.:Palgrave Macmillin.
House, R. J. et al., 2004. Culture, Leadership, and Organizations: The GLOBE study of 62 Societies. s.l.:Sage Publications, Inc..
Johnson, G., 1992. Managing strategic change— strategy, culture and action. Long Range Planning, 25(1), pp. 28-36.
Kemelgor, B. H., Johnson, S. D. & Srinivasan, S., 2000. Forces Driving Organizational Change: A Business School Perspective. Journal of Education for Business, 75(3), pp. 133-137.
Kotter, J. P., 2012. ACCELERATE! (Cover story).. Harvard Business Review, 90(11), pp. 43-58.
Kotter, J. P. & Schlesinger, L. A., 1979. Choosing strategies for change. Harvad Business Review, 57(2), pp. 106-114.
Kotter, J. P. & Schlesinger, L. A., 2008. Choosing Strategies for Change (HBR Classic). Harvard Business Review.
Lewin, L., 1951. Field Theory in Social Science. New York: Harper & Row.
Little, B., 2013. Mind your language training. Industrial and Commercial Training, 45(4), pp. 230-235.
Loughran, J., 2000. Working Together Virtually: The Care and Feeding of Global Virtual Teams. [Online]
Available at: http://dodccrp.org/events/5th_ICCRTS/papers/Track4/009.pdf
Machailova, S., 2002. When common sense becomes uncommon: participation and empowerment in Russian companies with Western participation. Journal of Wold Business, Volume 37, pp. 180-187.
McLagan, P. A., 2003. The Change-Capable Organization. T+D, 57(1), pp. 50-58.
Meyer, E., 2014. Navigating the Cultural Minefield. Harvard Business Review, 92(5), pp. 119-123.
Mezias, J., Grinyer, P. & Guth, W. D., 2001. Changing Collective Cognition: A Process Model for Strategic Change. Long Range Planning, 34(1), pp. 71-95.
Mezirow, J., 1997. Transformative Learning: Theory to Practice. NEW DIRECTIONS FOR ADULT AND CONTINUING EDUCATION, Volume 74, pp. 5-12.
Michailova, S. & Husted, K., 2001. Dealing with knowledge sharing hostility.Insights from six case studies. Department of Management, Politics and Philosophy Working Paper 10,.
Mishra, K., Boynton, L. & Mishra, A., 2014. Driving Employee Engagement: The Expanded Role of Internal Communications. International Journal Of Business Communication Vol.5 l (2), pp. 183-202.
Neeley, T. & Kaplan, R., 2014. What's Your Language Strategy?. Harvard Business Review, 92(9), pp. 70-76.
Ng, I. & Chow, I. H.-S., 2005. Does Networking with Colleagues Matter in Enhancing Job Performance. Asia Pacific Journal of Management, 22(4), pp. 405-421.
Nohria, N., Groysberg, B. & Lee, L.-E., 2008. Employee Motivation: A Powerful New Model. [Online]
Available at: https://hbr.org/2008/07/employee-motivation-a-powerful-model
[Accessed 2 April 2015].
Oberg, K., 1960. Cultural Shock: Adjustment to New Cultural Environments. Practical Anthropology, Volume 7, pp. 177-182.
Palmer, I., Dunford & . Akin, G., 2009. Managing Organizational Change. 2 ed. s.l.:s.n.
Peltokorpi, V. & Vaara, E., 2014. Knowledge transfer in multinational corporations: Productive and counterproductive effects of language-sensitive recruitment. Journal of International Business Studies, 45(5), pp. 600-622.
Rank, J., Pace, V. L. & Frese, M., 2004. Three Avenues for Future Research on Creativity, Innovation, and Initiative. APPLIED PSYCHOLOGY: AN INTERNATIONAL REVIEW, 53(4), pp. 518-528.
Raven, B. H., 1993. The Bases of Power: Origins and Recent Developments. Journal of social issues, 49(4), pp. 227-251.
Robbins, S. P. & Coulter, M., 2003. Management. 11 ed. New Jersey: Pearson Education, Inc..
Rothlauf, J., 2012. Interkulturelles Management mitBeispielenaus Vietnam, China, Japan, Russland und den Golfstaaten.. Berlin: Oldenburg Verlag.
Rudberg, W. & West. B., M., 2008. Global operations strategy: Coordinating manufacturing networks. Omega, 36(1), pp. 91-106.
Schuler, e. a., 1996. anaging human resources in Mexico: A cultural understanding. Business Horizons, 24(1), pp. 39-55.
Shi, Y. & Gregory, M., 1998. International manufacturing networks—to develop global competitive capabilities. Journal of Operation Management, Volume 16, pp. 195-214.
Tan, A., n.d.. How to Work with Filipinos' Cultural Traits to Achive Outsourcing Success. [Online]
Available at: http://www.ideyatech.com/2008/12/outsourcing-philippines-filipinos-cultural-traits/
[Accessed March 2015].
TrierenbergHolding, 2014. Power Point Company Presentation. s.l.:s.n.
TrierenbergHolding, n.d. [Online]
Available at: http://www.tanngroup.com/index.php
[Accessed 7 4 2015].
van der Meer, M., 2004. Navigating British Culture: How the Brits Conduct Business. [Online]
Available at: http://www.iorworld.com/navigating-british-culture--how-the-british-conduct-business-pages-230.php
[Accessed 5 March 2015].
Weick, K. E. & Quinn, R. E., 1999. ORGANIZATIONAL CHANGE AND DEVELOPMENT. Annual Review Psychology, Volume 50, pp. 361-386.
Wikipedia, n.d. Cigarette. [Online]
Available at: http://en.wikipedia.org/wiki/Cigarette#cite_note-62
[Accessed 7 4 2015].
Wyman, O., 2014. GLOBALIZATION IN MANUFACTURING INDUSTRIES. [Online]
Available at: http://www.oliverwyman.com/insights/publications/2014/jul/article-series-globalization.html#.VYNxvEZp2eY
[Accessed 18 06 2015].
Zhu, 2009. 5 Canadian Work Culture Tips. [Online]
Available at: www.correresmidestino.com/5-canadian-work-culture-tips/
[Accessed 15 March 2015].
電子全文 Fulltext
本電子全文僅授權使用者為學術研究之目的,進行個人非營利性質之檢索、閱讀、列印。請遵守中華民國著作權法之相關規定,切勿任意重製、散佈、改作、轉貼、播送,以免觸法。
論文使用權限 Thesis access permission:自定論文開放時間 user define
開放時間 Available:
校內 Campus:永不公開 not available
校外 Off-campus:永不公開 not available

您的 IP(校外) 位址是 44.202.183.118
論文開放下載的時間是 校外不公開

Your IP address is 44.202.183.118
This thesis will be available to you on Indicate off-campus access is not available.

紙本論文 Printed copies
紙本論文的公開資訊在102學年度以後相對較為完整。如果需要查詢101學年度以前的紙本論文公開資訊,請聯繫圖資處紙本論文服務櫃台。如有不便之處敬請見諒。
開放時間 available 永不公開 not available

QR Code