海尔企业管理文化英文参考文献及翻译 第4页
The second organizational development change
With the success of OEC management model, Haier completed the diversification. At the some time, the other large organizations became Haier’s competitors. Some managers in various departments did not communicate with their employees, so the enthusiasms of employees reduce. Haier needs the second change.
In 1998, Haier began recycling “market chain integration method” process. In this organizational development change, Haier changes the pyramid structure to the balance structure. This method reduces management levels. In the aspect of staff, each manager is self-governed in operating management. Each people have his/her target market, market goals, and marketing strategies to create new markets and new demand as soon as possible. In the past, the employees must obey to their supervisors.
Each department of Haier must face to the market. Simultaneously, each department has the responsibilities for profits and losses, so the cash and stock are guaranteed to flow better. The second organizational development change in Haier is also successful.
The third organizational development change
Last year, “follow order management model” is the further reform. Each person must face market and they will have the competition in order to get the order of products. If the departments or employees do not suit the market’s demand, they may be given up.
At present, Haier carried on “follow order management model” three months ago. The new pattern was implemented all right in the domestic progress. However, it is not very good in overseas. This is a culture problem. There are several different languages in different countries. Communication has a significant effect on organizational performance. The different languages are 原文请找腾讯752018766优,文-论'文.网
http://www.youerw.com third organizational development change is successful.
Proposal
By this token, Haier is successful in its services and brand operating system. Haier gets excessive profits by the high quality service. Thus, it appears that Haier compete with the other enterprise through their services. Although all of them know that, no one can provide higher quality service than Haier. In fact, the other enterprise also can do these good services like Haier, but they do not have enough money and time. The cost is too high, and it takes much time to carry out the training for knowledge, skills and experience.
Now the problem is that whether Haier can develop or not by the high quality service only. It needs that the high quality service must be consistent with Haier’s strategy. We take a serious look at Haier, will be found Haier’s strategy is not only internationalization. At least it is not comprehensive. Haier overemphasizes the short-term market efficiency, so they plunge into too much force in the computer, mobile phone, biopharmaceuticals, and family kitchen field. In a word, Haier is obviously going to carry out diversified strategy to support the organizational development.
Haier’s service exists everywhere. The system shows the traditional value of Haier-- "warmth as family". In Haier, maybe the products are not the best, but the service must be the best. Haier is still full of uncertainties. The main factor is dependence of corporate culture. Does Haier’s culture accord with internationalization? As an organization development practitioner, I provide the following five aspects for the organization change.
1. To establish strategies
To establish strategies is the first step for change. The good strategy is an enterprise’s compass and it guides the operation of enterprises in the right direction. Without the strategies or the strategies are not clear, it will be difficult to satisfy market demand and achieve business goals.
In fact, the strategy is a business decision-making which is must be positive and clear in external or internal operating environment. Enterprise objectives include long-term goals 上一页 [1] [2] [3] [4] [5] 下一页
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