Due to the globalization trend, the transformation of Chinese OEM has become a hot topic in the last decades. Although the previous literature suggested that there were many different determinants influencing firms to be successful companies, there is a lack of combination in the context of Chinese OEM. Thus, the purpose of this research study is to find out the approach of Chinese OEMs to successfully launch their own products based on three perspectives - organizational structure, processes and culture.Applying a qualitative approach, the data was gathered through semi-structured telephone interviews with the senior personnel of one Chinese OEM company (Damekiss), complemented with secondary data collected from the company’s and public websites.The results of analysis showed different views of how organizational structure, process and culture influencing on the transformation of Chinese OEM. We found that four functions (i.e. manufacturing, distribution, new product development and human resource management) influenced the transformation of Chinese OEM in organizational structure perspective. Among these functions, human resource management and distribution are extremely weak in the organizational structure of Chinese OEM. Regarding to the process of formulating these functions, the deep understanding of the customers’ preferences and collaboration partners that influenced building distribution were figured out. In the case company, it showed a relative poor ability on distribution which would be the barriers for further developing. Building HRM process was raised as another issue of the transformation of Chinese OEMs. According to the case company, HRM was poorly organized. The recruitment did not get enough attention; the training programs stayed at a lower level. The last not least, the corporate culture was also proven to be playing an important role in the transformation of Chinese OEMs. Awareness of corporate culture as one of significant aspects influencing the entire company was found in the case company. Slogan, company heroes and rituals as an internal culture were properly used to motivate employees.

The value of specific individuals for the success of a company has increased drastically because of the increased demand on knowledge and service orientation, and job satisfaction has become more important in the competition of the most attractive employees. Improving job satisfaction also brings along additional advantages. For example, it has been proven to have a direct impact on customer satisfaction. This study aims at providing a working procedure for organizations that wish to increase the level of employee job satisfaction, and a method has been developed that gives practical instructions on how to organize the improvement work. To evaluate the current level of job satisfaction in order to find improvement areas, the most important determinants to job satisfaction have been identified through a literature survey. The method has four phases, Prepare, Investigate, Design and Implement, and is shaped as a closed loop to symbolize the need of continuous improvements. To validate the usefulness and precision of the method, it has been tested in a single case study. The case study showed that the method is applicable in the sense that all four phases were possible to carry out, and that it is capable of providing a practical working procedure to increase job satisfaction. It is also useful when it comes to evaluating already existing working procedures. Most important when it comes to increasing job satisfaction is to let the employees actively participate in the improvement work. This will ensure that the solutions suggested are relevant and enduring, and it will make employees feel acknowledged and motivated to follow out the changes.

China is now the main supplier in the generic pharmaceutical and bulk drugs supply market. The low-cost sourcing of raw materials from domestic manufacturers allows Chinese pharmaceutical companies to be competitive. Purchasing becomes strategic importance to the overall business performance through the implementation of concrete purchasing practices. This thesis is mainly to study the capsule purchasing practices in Chinese pharmaceutical companies. Three objectives are proposed in order to achieve the purpose: 1) Describe the capsule purchasing procedures of the companies; 2) Compare and analyse similarities and differences of their purchasing procedures; 3) Give acceptable reasons for these similarities and differences. These objectives are fulfilled on the basis of the developed van Weele’s purchasing procedure model and the factors integrated in purchasing. In this multiple-case study, qualitative approach is utilized in order to describe and interpret the how and why questions. The unstructured face-to face interviews are used. The study finds that the capsule purchasing strategy in Chinese pharmaceutical companies is at the stage of supply management and this may induct the raw material purchasing strategy in Chinese pharmaceutical industry.

Attempting to enhance their productivity or improve working conditions, many businesses have adopted organizational change programs that involve a participatory component. To attain a comprehensive understanding of these change programs we need to investigate the influence of social factors such as power, the impact of local and global contexts, and the role that agency plays in these programs. Further, because organizational programs do not unfold linearly and the contexts in which they are embedded continually evolve, it is crucial to employ an approach that allows studying organizational programs over time. Attending to these considerations enables the production of narratives of organizational change that are congruous with the dynamism of organizational life. This dissertation explores the dynamics of an organizational program in a particular type of occupational health and safety program, which emphasizes employee involvement: participatory ergonomics (PE). Participatory ergonomics, intended to reduce workers’ exposures to work-related musculoskeletal disorders, draws on the input of small groups of labour and management representatives called ergonomic change teams (ECTs) to address exposure to hazards that may lead to musculoskeletal disorders. The dissertation’s examination of an organizational change program consists of an analysis of PE programs in two workplaces: a courier depot and a manufacturing plant. The dissertation’s investigation of the PE programs is based primarily on observations, which were gathered longitudinally as the ECTs endeavoured to make ergonomic changes, and fifty-five semi-structured interviews, which were carried out with ECT members and other key informants who were not members of the ECTs. Data collection occurred during 48 months in the manufacturing setting; in the courier company, collection took place during a 30-month period. The dissertation’s analysis is informed by negotiated order and critical theory lenses. Negotiated order considers social order as an ongoing process and draws attention to the activities of individuals and groups, and the manner in which they influence the dynamics of social life. In regard to organizational programs, it rejects the idea that they unfold independently of actors’ efforts; rather, it considers them as products of individuals’ attempts to establish and maintain the necessary agreements to ensure their operation. Critical theory, as it pertains to occupational health, identifies the constraints that shape working conditions and links these with the uneven distribution of power in the workplace and production imperatives. The dissertation addresses the following general research questions: What actions were undertaken by individuals to ensure the PE programs functioned and continued? How did the organizational and societal context enable or constrain the pursuit of PE program activities? The presentation of the findings begins with an account of the problem-solving processes used in both of the settings, an overview of the types of knowledge that were used, and a description of the actors’ access to knowledge. In each setting, design parameters, production pressures, the nature of the knowledge required to design solutions, and the differential distribution of that knowledge among workplace personnel influenced (a) the effectiveness of the ECTs’ solution building activities, (b) the design process, and (c) the nature and degree of participation by the teams’ worker members. The dissertation then proceeds to an examination of the implementation process. It explores how this process is affected by the organizational context, in particular the ECTs’ limited authority as agents of change, and shows that the minimal authority they possessed prompted the ECTs to select an array of strategies to accomplish their work. These strategies often took the forms of persuasion, persistence, and enlisting the assistance of other personnel. Extending the discussion of implementation, the dissertation then focuses on the division of labour within the ECTs as they carried out their activities. In both settings, implementation activities were unevenly distributed among the ECTs’ membership; they were predominantly carried out by managerial personnel. Both the programs’ functioning and the participation of worker representatives were influenced by the interplay among three main factors: the type of activities that needed to be carried out, workplace hierarchy, and stance, or participants’ views about their ability to act effectively. The discussion of the PE programs then proceeds to an examination of whether the programs were supplied with the resources required to continue over time. The outcomes differed: in Courier Co. the program was discontinued, whereas in Furniture Co. it was maintained. The discussions investigate how PE program continuation was affected by the program supporters’ activities and shaped by conditions both internal and external to the organization. Foremost among these conditions were management’s view of health and safety and the occupational health and safety regulatory framework. The dissertation’s examination of the PE programs over time provides evidence that the functioning and the degree of worker involvement in participatory occupational health programs are conditioned by structural and interactional elements. The programs were shaped by an uneven distribution of power, limits on access to knowledge and scarce resources, and actors’ divergent interests and their capacities to act in accord with these interests. The final chapter of the dissertation reviews the key findings and examines common themes that arose across the workplaces. The dissertation concludes with observations on several topics: the challenges of evaluating program outcomes in settings such as occupational health and safety; the lessons that participatory ergonomics practitioners can take from the study’s findings; and suggestions for possible avenues of future research.

The rise of e-recruiting has change the way of traditional style of recruiting greatly, not only enhancing the efficiency of recruiting , lowering the cost of recruiting and broadening the scope of recruiting market for industries, but also saving more mental and physical efforts getting information about job opening for job seekers .According to a market research conducted by ORC in 2005 , the percentage of industries using internet to recruit people is rising from 56%(2004) to 75%. The statistics released by Insightxplorer company also points out that 80.9% of job seekers is using the internet to seek for employment more than using other tools. Job boards is especially showing its importance as a way of recruiting and applying for a post in Taiwan. This research targets job board that has highest market share in Taiwan, gaining experience and evaluation from job seekers and recruiters viewpoints through case study, in order to obtain a diversified angles of vision and give a thorough description and interpretation of job boards¡¦ using.

The Balanced Scorecard (BSC) facilitates managers to balance strategic focuses on four perspectives, on complex cause and effect relationships, and on developing more systemic aligned strategy. But some literatures showed that the BSC theory and practice had some limitations. The root of limitations is ¡§cause and effect are not closely related in time and space¡¨. And that will mislead managers to generate misperceptions of feedback information and execute wrong strategy. This research employs system dynamics as a method to overcome the limitations, and focuses on exploring the dynamic complexity of developing the BSC strategy. By two case studies, this research finds some opinions to conceptualize a theoretical framework, generate some dynamic pitfalls propositions, and summarize some dynamically aligned principles. By system dynamics method, this research builds qualitative and quantitative system dynamics models and inquires the cases¡¦ BSC strategy. And by case study method, this research follows qualitative research perspective to compare two cases and generate propositions. The conclusion, firstly, includes a conceptualized framework of ¡§improving the dynamic alignment of the balanced scorecard strategy in system dynamics¡¨, to support ¡§the theory of developing BSC with system dynamics¡¨ and enhance the long-term effectiveness of BSC strategy. Secondly, this research finds some dynamic pitfalls propositions. Lastly, this research discusses some implications on management, limitations, and future research.

After China entry WTO at the end of 2001, the financial market will open to the outside world progressively , and it will even open business of RMB after five years. It will attract more foreign banks to invest to China's market ; On the other hand, the Taiwanese investing banks want to serves small and medium-sized enterprises invest in China, so it is necessary to the Taiwanese investing banks to invest in China. It is obvious that more and more foreign banks want to make investment in China. For the Taiwanese investing banks or other foreign banks can make investment successfully in China, through the study of the foreign banks make investment successfully and for a long time in China to probe the development of the foreign banks in China. And find the competitiveness of the five cities that absorb the foreign banks in SWOT analysis¡FAnd then analyse with the investment strategy of case banks , such as HSBC , Citibank and Standard Chartered Bank. Finally the study find that the foreign banks still faced the hindrance on a lot of policies when made investment in China. China want to open the private banks at present , and it will form state-run bank , the foreign banks and private banks to compete with each other in China¡¦s financial market in the future. It¡¦s important to the foreign banks to use one's own assets strength and develop investment strategy actively. The best choice is to cooperate with China¡¦s banks and replace competing. Finally the study offers the suggest to the Taiwanese investing banks or other foreign banks¡G(1)Stoke the China Banks of the good performance and have complementary or develop the strategic alliance¡F(2)Take the identity of Hong Kong -invested banks in order to enjoy the CEPA policy¡F(3)Develop variety of the retailing financial business¡F(4)Develop the on-line banks¡F(5)Invest in the big city to forming the function of radiating¡F(6)Plant the local market deeply with the localization strategy¡F(7)Cooperate with private bank.

Abstract The collaborative product development or strategic alliances is a contemporary trend. Although collaborative new product development is widely recognized risky and its value has been questioned, new products remain the lifeblood of businesses and the essence for firms to survive in the competitive and rapid changing world. Nevertheless, many advantages drive the enterprises engaging in the collaborative model. To bring new product to market faster, better, and cheaper, the collaborative new product development model has been demonstrated in amount of various settings as one of the most effective and efficient solutions for new product development, especially for those businesses that lack for sufficient R&D resources. The purpose of this study is to present a framework with some practitioners¡¦ new product development experience along with literature research and a case study of collaborative new platform product development project in Taiwan¡¦s steel industry. Tsang Min Chiu has been engaged in the study case as the coordinator of the project. As a participated observer, the author deeply involves the project and keeps a complete set of documents. Therefore, in addition to the literature, the data collection are mainly done by documentation and complemented by semi-constructed interview. In this study, a collaborative new product development framework with suggestions of practitioners¡¦ viewpoints has been presented. In the framework, a total of 14 successful factors have been identified and classified into internal, external, and collaborative factors with seven, three, and four components respectively. The internal key factors comprise of market-orientated product strategy, effective use of outside resources & technologies, strong organization structure and support, early involvement of team members and partners, effective internal communication, adequate resources, and good new product development process and execution. The external factors include market trend& environmental change, collaborator¡¦s support, and key external technology utilization. And, the collaborative factors consist of external communication, trust, contribution, and benefits sharing. The results of the study suggest that firms may successfully copy the collaborative new product development model by effective execution and cooperation of critical internal factors, external factors, and collaborative factors in the framework and mirroring the practitioners¡¦ experience. However the framework derived from single case under specific conditions is limited and it would require further studies for its generalization.

This study was to explore the process how a specified elementary school pushed school-based curriculum, there were three purposes of the study: 1.Through the practice of school-based curriculum, to understand existing curriculum development and judge the inner value and effectiveness. 2.Through the case research of school-based curriculum, to find the interaction of related individual, affair and object during planning and executing of school-based curriculum development. 3.Through the process of exploring school-based curriculum, to find the incompleteness for reference of pushing school-based curriculum. Than to build developing and executing mechanism of school-based curriculum. ...

With the innovation and use of information technology, Blended Learning, which combines traditional face-to-face and e-learning, becomes an emerging trend. Blended Learning has been widely adopted in educational field and enterprises. It is considered as a useful model to transfer knowledge, teaching and learning. What does blended learning mean? What are the impacts on instruction? How many models can blended learning have? What are the related issues and challenges? And what are the future research directions? They are all the vital issues in the future development of e-learning. Many researchers and educators have indicated that interaction is an important factor to influence learning effectiveness. Therefore, our study focus on exploring different interaction modes in blended synchronous learning environment and analyzing what kinds of roles are participated within the interaction procedures. A case study approach is adopted by taking the three blended synchronous learning courses, Negotiation and E-negotiation, Computer network, Database, which are held by the MIS department of National Sun Yat-sen University in the first semester of the 94 academic year as research subjects. We also apply phenomenology view point and qualitative methodology to find out all different phenomenons of interaction existing in the studied blended learning environment. The results found eight different dimensions of interaction including instructor-to-instructor, instructor-to-learner, instructor-to-content, instructor-to-interface, learner-to-instructor, learner-to-learner, learner-to-content and learner-to-interface. We then provide suggestions for instructors, learners and managers how they can improve interaction in blended learning environment according to each interaction dimension.