Raising-animals industry which is one of the most competitive industry in our agricultural industry has faced the significant changes since 1997 because of the food and mouth disease . These raisers achievement became nothing in very short time. The joint of WTO makes the situation worse what is the future of the industry? How to solve the present problem, we have to figure out a series of competitive models . The goal of the research is discuss the main factors of the successful industry from the changes of environment , so that we can understand the competitive ability. After 1 the industry was affected by outer environment, we found the material in Taiwan are all from other countries import, some companies whose policy is low costs do not have competitive advantages; however , the compress of outer markets and sale ways become strong competitive advantages . 2 The organization of feedstuffs factory was affected by the change of outer environment after that they will hire inner managers because of the attempt of CEO and the competitive policy . The companies have revolutions for transference and the crisis in running companies. 3 The way to change an organization is to reform the process so that the organization has more advantages. Flaten the organization ,obviously it lacks flexibilities ,compare with them ,there is no obvious differences in running situation. 4 The advantages of process revolution; (1) It is easier to change the staff, because the construction of organization has less changes. (2) The nuclear competitive ability of company structure which has definite goals ,so that would succeed easily (3) Meet customers` needs and create values is more practical. (4) Companies create something new easily and are more positive so that can close to customers needs and reach the goals. (5) Face the multiple and complicated environments ,the revolutions of companies are more flexible and easier to achieve what the markets need.

Hsin-Chu Science Park was founded in 1980. During 24 years development, it has unique cluster advantage for promoting Taiwan information technology industry to the world. Being that, Taiwan become the 4th largest semiconductor manufacture country and 3rd largest IT industry country in the world. Because of such successful experience, Hsin-Chu Science Park has been well-known and has been duplicated his experience to other countries in Asia. Government among Asia countries lead to found new science park such as China. China plan to establish 152 science parks in 21st Century. China has numerous natural resources which helping them for establishing science park. Under this circumstance, IT industry in Taiwan will face highly competitiveness in the future. Taiwan IT industry has to apply organization changes become great agency for gaining advantage for continuing organization effectiveness. The study targets the company of Hsin-Chu Science Park and surveyors of the HRM and is made in questionnaires. A total of 300 copies are issued with 110 valid ones collected and analyzed in SPSS. To begin, descriptive statistics are used to analyzed basic data characteristics of the variables. Relevant analysis and level regression analysis are adopted to discuss between relevancy of variable and whether there are distinctive influences. The results are: 1.The leadership of Change management and the efficacy of human resource has distinctive influences.¡C 2.Human resource strategic and human resource efficacy has distinctive influences. 3.Human resource strategic has partial intermediary effect to organization change strategic and efficacy of human resource. 4.The HRM involvement has not distinctive monitor effect to human resource strategic and efficacy of human resource.

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Thesis (Ph.D.) - University of Queensland, 2003. / Includes bibliography.

The effects of multiple interventions in organizational development change were studied in a comprehensive meta-analytic review. Thirteen organizational interventions were assessed on five outcome variables based upon previous research of six major meta-analytic reviews. Findings based on 138 studies indicated that there were no significant effects of multiple interventions on positive organizational change as opposed to individually implemented interventions. The findings are not congruent with previous findings of organizational development change, and possible issues surrounding these differences are discussed.

This thesis is a case study about the transformation processes for a petrochemical corporation in Taiwan during the last thirty-nine years (1965~2003). We adopted the Grounded theory as the research method to probe the relationships between growth and change for the case company. We had several interviews with senior managers. In addition, the public reports about the company are also collected, such as news and financial analyses on newspapers or journals. There have been four phases of company development that are divided by three changes. According to the findings in this research, it is concluded that most of the transformation or change decisions were based on the core competence. Therefore, the R&D capabilities that have been much emphasized by the company provide the speed and flexibility for the company to adapt the industrial dynamics. Another important factor is the vision of the executive managers. They make good decisions because they foresee the company needs for the growth associated with the environmental changes. Finally, we have found that the core technical competence plays the essential role for the corporate transformation. Enterprises should well recognize their cores and then develop proper business strategies. They should plan for changes and incorporate them into organizational process to establish a company¡¦s culture

Abstract Teachers in the City of Kaohsiung affected by this transformation were surveyed with the goal of achieving the following objectives: (1) To identify the general reactions of teachers to the change. (2) To explore the added role pressure experienced by the teachers as a result of the transformation and the related burnout issues. Furthermore, to understand which types of role pressure and burnouts are considered to be the most severe. (3) To understand the relationship between the role pressure and the sense of burnout experienced by the teachers. (4) To investigate the intervening effect role pressure plays between burnout and the organizational transformation. (5) To explore the effects that societal support has on the level of burnout experienced by the teachers. The survey used in this research targets teachers who have been affected by the change in status of vocational high schools into general purpose college-preparatory high schools in the city of Kaohsiung. A total of 490 surveys were delivered, with 416 of them returned from the recipients. The response rate is 84.9%. The survey responses were analyzed by the SPSS10.0 statistical software package for mean, standard deviation,one-way ANOVA,T ¡VTest cronbach £\, reliability analysis, factor analysis, pearson of correlation, regression analysis: Assumptions: (1) The high school teachers possess an above average understanding of the organizational transformation process. (2)The high school teachers experience larger than average level of role pressure and burnout as a result of the transformation. (3)That there is a positive correlation between role pressure and burnout (4) That role pressure plays an intervening role between the transformation and burnout. (5) That social support has an influence on role pressure and burnout.

In order to correspond with the negotiated requirements in Taiwan¡¦s bid to join the WTO and to satisfy the trend of economic liberalization, the government of Taiwan has deregulated tobacco and wine monopoly system by abolishing the ¡§Provisional Rules on Tobacco and Wine Monopoly in Taiwan Province¡¨ on Jan 1, 2002. With Taiwan¡¦s deregulating imports of alcohol and tobacco products, increasing number of foreign rivals have entered our local market and led the field of wine & tobacco to fierce competition. Encountering drastic external change and losing the protection of monopoly system, Taiwan Tobacco and Liquor Corp. suffered sharp decrease in revenue. Currently how to promote organizational operating performance is the most important issue. This study targets on how the staff of Taiwan Tobacco and Liquor Corp. react to the current plight and challenge by issuing questionnaires to them to evaluate the differentia of employees¡¦ attitude toward ¡§organizational change,¡¨ ¡§total quality management,¡¨ and ¡§organizational operating performance.¡¨ Besides, this study also focuses on the measures that should be adopted by Taiwan Tobacco and Liquor Corp. to promote organizational operating performance. This company should make fundamental organization changes or conduct total quality management to reach their goal. The conclusions of this study are presented as follows: 1. ¡§Organizational change¡¨ has no significant connection with ¡§organizational performance.¡¨ Both the benefit from reorganizing company into a private enterprise and the employees¡¦ anxious reactions toward organizational changes have no effect on inspiring or challenging staff to change the organization¡¦s culture, to create their own work value, and to promote organizational operating performance. 2.¡§Total quality management¡¨ has significant and positive relationship with ¡§organizational operating performance.¡¨ In order to promote organizational operating performance, it is compulsory and essential that Taiwan Tobacco and Liquor Corp. conduct ¡§total quality management.¡¨ 3.¡§Total quality management¡¨ has positive relationship with ¡§organizational operating performance.¡¨ However, the degrees of concern about the variable topics vary greatly among employees of different ranks and positions. Suggestions in practical management: 1.Postpone the speed of privatization. At first, the organization should thoroughly conduct ¡§total quality management,¡¨ establish ¡§the nuclear competition,¡¨ and improve the organizational operating performance. 2.In order to avoid employees¡¦ resistance during the process of ¡§organization change,¡¨ it is necessary to plan the circulation of man power in advance, to communicate with employees, and to protect the staffs¡¦ privilege. 3.Taiwan Tobacco and Liquor Corp. is a company with great potential. It is very important for the management level to improve the efficiency by changing employees¡¦ mindset. How to inspire employees to work hard from mind and to create their own value are directions that are worth the high-level management¡¦s pursuit.

The primary aim of the study was to investigate the relationships between principal transformational leadership, school organization change, and school effectiveness for the elemental and junior schools in Yunlin, Chiayi, and Tainan areas using questionnaire analysis. The samples of 600 teachers were chosen from 59 schools in Yunlin, Chiayi, and Tainan areas by stratified random sampling. There were 479 valid responses from the target teachers. Finally, the data was analyzed using the method of descriptive and inferential statistics, including mean and standard deviation, t-test, oneway ANOVA, Scheff¡¦s method, Pearson¡¦s product-moment correlation, and stepwise multiple regression. The main findings of this study are shown in the following: 1.The score of principal transformational leadership is above the average, of which the intellectual stimulation is relatively better. 2.The score of school organization change is up to the average, of which the revolution management method is relatively high. 3.The score of school effectiveness is at the high level, of which the cognition of community and parents is relatively better. 4.The male, old, senior, and administrative teachers and the teachers in the large schools and elemental schools have higher cognition of principal transformational leadership than the female, young, junior, and general teachers and those in the middle schools and junior schools, correspondingly. 5.The male, old, senior, and administrative teachers and the teachers in the middle schools and elemental schools have higher cognition of school organization change than the female, young, junior, and general teachers and those in the large schools and junior schools, correspondingly. 6.The old, senior, and administrative teachers and the teachers in the large schools, city schools, and elemental schools have higher cognition of school effectiveness than the young, junior, and general teachers and those in the small schools, country schools, and junior schools, correspondingly. 7.The higher the principal transformational leadership, the more the school organization change; the more the school organization change, the higher the school effectiveness. As a result, the higher principal transformational leadership results in the higher school effectiveness. 8.The principal transformational leadership and school organization change can apparently predict the school effectiveness, of which the change management method can best predict the school effectiveness.

This organizational leadership thesis explored how becoming a learning organization could support Servus Credit Union's increased focus on sales to enhance the customer experience and adhered to the Royal Roads University Research Ethics Policy. An appreciative stance was applied within an action research methodology to enhance the understanding of what is involved in being a learning organization. Four interviews were conducted with external participants to learn from their experiences with learning organizations. An internal focus group was then conducted with Servus Credit Union District and Regional Managers to further explore what would be required to create an exceptional customer experience and to continuously improve. The following recommendations emerged from the research: involve employees in revitalizing the vision, mission, and values; integrate the vision, mission, and values into the performance management process; formalize a leadership development program; establish a cross-functional innovation team; and engage customers to understand their needs.