A study of Telecommunication organizational change –for X、Y operator.

• Main Authors: Hsiu-Jung Lin, 林秀鎔
• Other Authors: H. Jason, Huang
• Format: Others
• Language: zh-TW
• Published: 2006
• Online Access: http://ndltd.ncl.edu.tw/handle/77155061011356341258

碩士 === 國立中山大學 === 企業管理學系研究所 === 94 === Abstract The opening up of the government policy and the joining of private owned operators are the results of keen competition in the entire telecommunications industry. The saturated market, low customer loyalty, plus 3G operators’ seizing on a market share, and recruiting talents from competitors have forced the industry to undergo restructuring. The only way to run the business perpetually is to change the existing organization so that it can survive the turmoil and generate profits. Former British Prime Minister Winston Churchill once said “To improve is to change; to be perfect is to change often. “. Therefore, operators with smaller market share (Y) choose to be on the initiative and cooperate with the operators (X) with larger market share. In this circumstance, X and Y’s cooperation also proves a phenomenon of “The larger will always be larger.” To ensure both sides’ competitive advantage, operators X choose to proceed with merger and acquisition as well as organizational change. The result proves that operator X’s decision is in the right direction. To reach a win-win result for both operators and their employees, this academic research focuses on case study of operators X, and Y. Both operators have gone through organizational change for over half a year, and it is now the most appropriate time to examine the outcomes of the change. This research applied both survey and interview methods, and the findings are: 1. The workforce in the telecom industry tends to be younger. The age group, sex and marriage distribution among operators X, X1, X2, and Y are very similar which is contributive to the change. 2. Comparing development of individual employees, solution provided by the employers, and leadership as well as employee interaction, the biggest factor that influence on the change is solution provided by the employers. 3. There are significant differences on operating procedures and management systems after the change. The differences for departments T, N, S, D, G are especially more satisfaction than that for department A. The problem analysis addressed in this pure academic study will serve as a reference for operator X when it carries out another organizational change in the future.