The management of business restructuring and organizational capability
| Project/Area Number |
17530286
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| Research Category |
Grant-in-Aid for Scientific Research (C)
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| Allocation Type | Single-year Grants |
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| Section | 一般 |
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| Research Field |
Business administration
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| Research Institution | HIROSHIMA UNIVERSITY |
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Principal Investigator |
HINO Satoshi Hiroshima University, Graduate School of Social Sciences, Professor, 大学院社会科学研究科, 教授 (40379855)
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| Co-Investigator(Kenkyū-buntansha) |
INOUE Zenkai Hiroshima University, Graduate School of Social Sciences, Professor, 大学院社会科学研究科, 教授 (00310003)
MURAMATSU Jyunichi Hiroshima University, Graduate School of Social Sciences, Professor, 大学院社会科学研究科, 教授 (30182132)
WAKABAYASHI Naoki Kyoto University, Graduate School of Economics, associate professor, 大学院経済学研究科, 助教授 (80242155)
HARAGUCHI Yasuhiko Hiroshima University, Graduate School of Social Sciences, associate professor, 大学院社会科学研究科, 助教授 (20343452)
KIKUCHI Akira Hiroshima University, Graduate School of Social Sciences, Assistant, 大学院社会科学研究科, 助手 (70363017)
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| Project Period (FY) |
2005 – 2006
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| Project Status |
Completed (Fiscal Year 2006)
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| Budget Amount *help |
¥3,400,000 (Direct Cost: ¥3,400,000)
Fiscal Year 2006: ¥1,600,000 (Direct Cost: ¥1,600,000)
Fiscal Year 2005: ¥1,800,000 (Direct Cost: ¥1,800,000)
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| Keywords | restructuring / organizational learning / feedback learning / feedforward learning / organizational culture / strategy / organizational change |
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| Research Abstract |
There are two factors discovered for the question "what are the critical factors for the growth and accumulation of organized capabilities which bring an organization to its development in the mid-term." They've been shown after comparing successful examples of restructuring with unsuccessful ones and analyzing both successful and unsuccessful sides of one example.
The first is in the successful example of restructuring; every member of the system did "feed-forward study" piling up his notices on the system, or took various steps of an organization change after trying some projects leading to the next "feed-forward study".
The second is in the unsuccessful one; the organization study to change the system was just a top down feed-back study, which had been stocked in the organization. That study was one-way one and didn't lead to the next "feed-forward study".
From those factors, the following has been shown by the evidence of researches of many examples : the mid-long term development in the organization is achieved after helping and developing "feed-forward study" of the organized members or of the lower members of the organization and then accumulating their results.
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Report
(3 results)
Research Products
(30 results)
