Organization Development and Innovation:

Concepts, Method, and Contemporary Issues

 

 

 

組織心理學專題:

組織發展與創新

概念、方法與當代議題

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

 

輔仁大學心理學研究所

Graduate School of Psychology

Fu Jen Catholic University

Spring, 2002

輔仁大學心理學研究所

九十學年度 第二學期

 

組織心理學專題: 組織發展與創新

(Organization Development and Innovation)

 

 

任課老師

邱皓政 hawjeng@mails.fju.edu.tw; O:02-29031111-2129

上課時間

Friday 9:10-12:00 (SF232)

課程目標

組織發展與創新是當代組織行為與管理領域的主流議題。基於行為科學的學理基礎，組織發展與創新不僅具有心理學的根源，更有社會介入的思維與策略。本門課作為心理學研究所工業組織心理學組的專題課程，目的即是在介紹有關組織變革的相關概念與知識，探討當代的各種議題，使無論是有志從事學術研究工作，或是對於管理實務工作有興趣的同學，都能夠掌握了解發展與創新的概念與內涵，進而有助於組織環境與工作品質的提昇。

 

 

學習活動

與

評分方式

課堂報告（40%）： 每週1~3篇指定讀書報告，由學生輪流擔任報告引言人，並由一位同學擔任主持人。引言人報告時應準備講義，摘要文獻內的重要內容與相關問題之提問。講義必須於上課當天備妥並分發每一位同學參考。並於上課後一周內，將電子檔以電子郵件方式繳交給任課老師。評分重點包括講義整理、概念表達與口語表現、問題意識與提問等。

 

學期考試（25%）： 期末考試以Take-home exam 的方式進行，由任課老師於期末考前一週發給學生題目，一週後於課堂時間繳回。考題型式主要為申論或案例解析，學生必需將學期間所學習及討論的內容融會貫通，才能有所斬獲。

 

案例報告（25%）： 本門課的主要作業為案例分析報告，由同學蒐集國內產業的組織發展與創新的實際案例，依據適當的理論概念來分析案例成功或失敗的原因，或就個案所反應的潛在議題或分析者個人的心得與啟示來加以探討。內容頁數不拘，於學期後半段的時間安排同學進行口頭報告，報告完畢後以電子郵件方式繳交給任課老師評閱。

 

課堂參與（10%）： 為鼓勵學生自由發言，發言的頻率與表現將是課堂參與的重要評分依據。此外，請保持良好的出席率，若無法出席，請事先以電子郵件方式告知任課老師缺席遲到早退原委，否則列入記錄。

 

 

主要教材

Cummings, T. G. & Worley, C. G. (2001). Organizational development and change. Cincinnati, OH: South-Western College Publishing. (華泰代理)

Cameron, K. S., & Quinn, R. E. (1999). Diagnosing and Changing Organizational Culture. New York, NY: Addison-Wesley.

French, W. L., Gell, C. H. Jr., & Zawacki, R. A. (2000). Organization development and transformation. Boston, MA: McGraw-Hill.

Hage, J. (1998). Organizational Innovation. Brookfield, VT: Ashgate.

Neal M. Ashkanasy, Celeste P. M. Wilderom, & Mark F. Peterson (Eds.), Handbook of organizational culture and climate. Thousand Oaks, CA: Sage.

Neil Anderson, D. S. Ones, H. K. Sinangil, & C. Viswesvaran(2001), Handbook of Industrial, Work, and Organizational Psychology Thousand Oaks, CA: Sage.

Sternberg, R. J. (1999), Hankbook of Creativity. Cambridge University Press

Tushman, M. L., & Anderson, P. (1997). Managing strategic innovation and change. NY: Oxford University Press. .

組織發展與創新課程綱要

 

 

壹、組織發展與變革

一、綜論

二、歷史發展

三、變革發展的主要內容

四、研究議題與困境

 

 

貳、創造與創新

一、綜論: 創造力

二、組織中的創造力

三、組織創造力的研究策略

四、組織創新

五、創業家創造力

六、創造力的組織發展

 

 

參、創新變革的方法

一、創新管理的概念

二、組織發展的推手

三、發展方法與步驟

 

 

肆、創新變革的相關議題

一、創新變革與個人  Innovation and individuals

二、團隊中創新  Innovation and Teamwork

三、領導與創新變革  Leadership and Innovative Change

四、決策與創新變革  Decision Making and Innovative Change

五、組織結構與環境  Organizational Structure and Organizational Characteristics

六、組織文化的變革動態觀  Change and Dynamics of Organizational Culture

七、組織學習與學習型組織  Organizational Learning and Learning Organization

八、創新的文化議題  Cultural Issues in Innovation

九、倫理議題  Ethical Issues in Innovation

課程進度

 

週次

日期

Content

Part I

組織發展與變革

1

3/1

基本概念：從創造、創新到創業、從行為、變革到發展

2

3/8

組織變革與發展的基本概念: Basic Concepts of the Change and Development

3

3/15

組織變革與發展的內涵與研究: Contents of the OC/OD

Part II

創造與創新

4

3/22

創造力的本質

5

3/29

組織中的創造力

6

4/5

組織創新的概念與研究

7

4/12

組織創新的實踐

Part III

組織變革的方法

8

4/19

創新變革的方法

【客座討論】

9

4/26

組織發展的人與策略

Part IV

創新變革的當代議題

10

5/3

領導與創新變革  Leadership and Innovative Change

11

5/10

決策與創新變革  Decision Making and Innovative Change

12

5/17

組織結構與環境 Organizational Structure and Organizational Characteristics

13

5/24

組織文化氣氛  Organizational Culture and Climate

14

5/31

組織學習與學習型組織 Organizational Learning and Learning Organization

15

6/7

組織與文化議題 Social-Cultural Perspectives on Innovative Changes

16

6/14

倫理議題 Ethical Issues in Innovative Changes

【個案報告I】

17

6/21

Final Exam.

【個案報告II】

 

組織發展與創新課程內容與書單

 

 

壹、組織發展與變革

 

綜論

Sinangil, H. K., & Avallone, F. (2001). Organizational development and change. In Neil Anderson, D. S. Ones, H. K. Sinangil, & C. Viswesvaran(Eds.), Handbook of Industrial, Work, and Organizational Psychology (pp. 332-345). Thousand Oaks, CA: Sage.

 

歷史發展

French, W. L., & Bell, C. H. (1999). A history of organization development.  In Wendell L. French, and Cecil H. Bell, Jr.(6th Ed.), Organization development: Behavioral science intervention for organization improvement (pp. 32-61). NY: Prentice Hall.

 

變革發展的主要內容

Porras, J. I., & Silvers, R. C. (1991). Organizational development and transformations. Annual Review of Psychology, 42, 51-78.

Weick, K. E., & Quinn, R. E. (1999). Organizational change and development, Annual Review of Psychology, 50, 361-386.

 

研究議題與困境

Pettigrew, A. M., Woodman, R. W., & Cameron, K. S. (2001). Studying organizational change and development: Challenges for future research. Academy of Management Journal, 44(4), 697-713.

Behling, O. (1995). Nowhere to stand: How academia is failing organization development. In Fred Massarik (Ed.) (pp.18-31), Advances in organization development. Norwood, NJ: Ablex.

 

 

貳、創造與創新

 

綜論: 創造力

Sternberg, R. J., & Lubart, T. I. (1996). Investing in creativity. American Psychologists, 51(7), 677-688.

Rickards (1999). Creativity and the management of change. (Ch. 2: Creativity: The slumbering giant of organizational studies)

 

組織中的創造力

Williams, W. M., & Yang, L. T. (1999). Organizational creativity. In Robert J. Sternberg(Ed.), Hankbook of Creativity, (pp. 373-391). Cambridge University Press.

Mumford, M. D., & Simonton, D. K. (1997). Creativity in the workplace: People, problems, and structures. Journal of Creative Behavior, 31(1), 1-6.

 

組織創造力的研究策略

Schoenfeld, L. F., & Janse, K. J. (1997). Methodological reguqirements for studing creativity in organizations. Journal of Creative Behavior, 31(1), 73-90.

 

組織創新

Wolfe, R. A. (1994). Organizational innovation: Review, critique, and suggested research directions. Journal of Management Studies, 31(3), 405-431.

Drazin, R., & Schoonhoven, C. B. (1996). Community, population, and organization effects on innovation: A multilevel perspective. Academy of Management Journal, 39(5), 1065-1083.

 

創業家創造力

Amabile, T. M. (1997). Entrepreneurial creativity through motivational synergy. Journal of Creative Behavior, 31(3), 18-41.

 

創造力的組織發展

Basadua, M. (1997). Organizational development interventions for enhancing creativity in the workplace. Journal of Creative Behavior, 31(1), 59-73.

 

 

參、創新變革的方法

 

創新管理的概念

Trott, P. (1998). Innovation management and new product development. London: Financial Times.

Ch. 1: Innovation Management: An introduction.

Ch. 2: Managing innovation within firms.

 

組織發展的推手

Cummings, T. G. & Worley, C. G. (2001). Organizational development and change. Cincinnati, OH: South-Western College Publishing.

Ch.3: The organizational development practitioner. Pp. 44-70

 

發展方法與步驟

Cummings, T. G. & Worley, C. G. (2001). Organizational development and change. Cincinnati, OH: South-Western College Publishing.

Ch.4: Entering and contracting.

Ch.5: Diagnosing organizations

Ch.6: Diagnosing groups and jobs

Ch.7: Collecting and analyzing diagnostic information

Ch.8: Feeding back diagnostic information

Ch.9: Designing interventions

Ch.10: Leading and managing change

Ch.11: Evaluating and institutionalizing organizational development interventions

 

 

肆、創新變革的相關議題

 

創造力: 組織創新變革的起點                                              

 

組織創新的達成建立在個人為單位的創新活動上，人力資產成為組織創新的核心要素。個體的認知與性格性質是否符合創造力的條件，可以利用測量的方式來獲知，亦可以利用行為改變技術與教育訓練的手段來提昇。

 

創新變革與個人(Innovation and individuals)

*Oldham, G. R., & Cummings, A. (1996). Employee creativity: Personal and contextual factors at work. Academy of Management Journal, 39(3), 607-634.

*Rousseau, D. M., & Tijoriwala, S. A. (1999). What’s good reason to change? Motivated reasoning and social accounts in promoting organizational change. Journal of Applied Psychology, 84(4), 514-528.

*Wangerg, C. R., & Banas, J. T. (2000). Predictors and outcomes of openness to changes in a reorganizing workplace. Journal of Applied Psychology, 85(1), 132-142.

George, J. M., & Zhou, J. (2001). When openness to experience and conscientiousness are related co creative behavior: An interactional approach. Journal of Applied Psychology, 86(3), 513-524.

組織的團體歷程                                                           

 

創新的實踐雖以個人為單位，但是多在團隊的運作機制下進行，因此創新的歷程與團體動力學有著密不可分的關係。組織發展技巧中，以團體為核心的策略可以用於提昇創新的運作，更是各種組織發展方法中，效果最佳的策略。

 

 

團隊中創新 (Innovation and Teamwork)

*West, M. A. (2001). The human team: Basic motivations and innovations. In Neil Anderson, D. S. Ones, H. K. Sinangil, & C. Viswesvaran(Eds.), Handbook of Industrial, Work, and Organizational Psychology (pp. 271-288). Thousand Oaks, CA: Sage.

*De Dreu, C. K. W., & West, M. A. (2001). Minority dissent and team innovation: The importance of participation in decision making. Journal of Applied Psychology, 86(6), 1191-1201.

 

領導與創新變革  Leadership and Innovative Change

*Zammuto, R. F., Gifford, B., & Goodman, E. A. (2000). Managerial ideologies and outcomes of innovation. In Neal M. Ashkanasy, Celeste P. M. Wilderom, & Mark F. Peterson (Eds.), Handbook of organizational culture and climate (pp. 261-278). Thousand Oaks, CA: Sage.

*West, M. A., & Farr, J. L. (1996). Innovation in top management teams. Journal of Applied Psychology, 81, 680-693.

*Service R. W., & Boockholdt, J. L. (1998). Factors leading to innovation: A study of managers’ perspectives. Creativity Research Journal, 11(4), 295-307.

Judge, T. A., Thoresen, C. J., Pucik, V., & Welbourne, M. (1999). Managerial coping with organizational change: A dispositional perspective. Journal of Applied Psychology, 84(1), 107-122.

Morrison, E. W., & Milliken, F. J. (2000). Organizational silence: A barrier to change and development in a pluralistic world. Academy of Management Review, 25(4), 706-725.

 

決策與創新變革  Decision Making and Innovative Change

*Sosik, J. J., Kahai, S. S., & Avolio, B. J. (1998). Transformational leadership and dimensions of creativity: Motivating idea generation in computer-mediated groups. Creativity Research Journal, 11(2), 111-121.

*Okhuysen, G. A. (2001). Structuring change: Familiarity and formal interventions in problem-solving groups. Academy of Management Journal, 44(4), 794-808.

 

組織結構與文化                                                          

 

組織結構提供了組織運作的基本架構，組織的文化與氛圍則更進一步的影響了人們的行為模式與態度觀念。結構理性與文化模式的存在確保組織的運作順暢，也維繫了一定的信念與傳統，但是同時也限制了人類理性的運作與發展，控制了自由意志的發揮，現代的組織多屬於開放系統，不僅深受外在環境的影響，也承受龐大的外在競爭與變遷的壓力，不論是政府的政策調控、政治氛圍的轉變、市場機制的遞變、消費大眾的習性變遷、技術的發展，都是足以影響組織運作的重大因素。因此，適當的調整組織的結構，探討文化模式的抑制因素再加以調整，是促成創新的思維方向之一。

 

組織結構與環境 Organizational Structure and Organizational Charactics

*Amabile, T. M., Conti, R., Coon, H., Lazenby, J., & Herron, M. (1996). Assessing the work environment for creativity. Academy of Management Journal, 39, 1154-1184.

*Fenton, E. M., & Pettigrew, A. M. (2000). Theoretical perspectives on new forms of organizing. In Evelyn M. Fenton & Andrew. M. Pettigrew (Eds.)(pp. 1-46), The Innovating Organizations. Thousamd Oaks, CA: Sage.

Rosenblatt, B. (1995). New changes in the office work environment: Toward integrating architecture, OD, and information systems paradigms. In Fred Massarik(Ed.), Advances in organization development (pp.243-265), Norwood, NJ: Ablex.

 

組織文化的變革動態觀  Changes and Dynamics of Organizational Culture

*Hatch, M. J. (2000). The cultural dynamics of organizing and change. In Neal M. Ashkanasy, Celeste P. M. Wilderom, & Mark F. Peterson (Eds.), Handbook of organizational culture and climate (pp. 245-260). Thousand Oaks, CA: Sage.

*Markus, K. A. (2000). Twelve testable assertions about cultural dynamics and the reproduction of organizational culture. In Neal M. Ashkanasy, Celeste P. M. Wilderom, & Mark F. Peterson (Eds.), Handbook of organizational culture and climate (pp. 297-308). Thousand Oaks, CA: Sage.

*Sathe, V., & Davidson, E. J. (2000). Toward a new conceptualization of culture change. In Neal M. Ashkanasy, Celeste P. M. Wilderom, & Mark F. Peterson (Eds.), Handbook of organizational culture and climate (pp. 279-296). Thousand Oaks, CA: Sage.

Ashkanasy, N. M., & Jackson, C. R. A. (2001). Organizational culture and climate. In Neil Anderson, D. S. Ones, H. K. Sinangil, & C. Viswesvaran(Eds.), Handbook of Industrial, Work, and Organizational Psychology (pp. 398-415). Thousand Oaks, CA: Sage.

 

組織學習與學習型組織 Organizational Learning and Learning Organization

*Tsang, E. W. K. (1997). Organizational learning and the learning organization: A dichotomy between descriptive and prescriptive research. Human Relations, 50, 73-89.

*Snyder, W. M., & Cummings, T. G. (1998). Organizational learning disorders: Conceptual model and intervention hypotheses. Human Relations, 51, 873-895.

*McGrath, R. G. (2001). Exploratory learning, innovative capacity, and managerial oversight, Academy of Management Journal, 44(1), 118-131.

 

創新與社會文化 Innovation and Societal Culture                          

 

任何的人類行動背後都有一個更深層的根源，人類的智慧與文明隨著時間因素而累積，人類生活的習性與模式也會代代相傳，從這些社會文化現象來切入組織行為的討論，提供一個更廣泛且更深入的思考方向，尤其在西方學理仍為強勢的行為科學領域，對於文化差異所造成組織行為的影響，在學術與實務上都有其價值與重要性。

 

創新的文化議題 Cultural Issues in Innovation

*Lubart, T. I. (1999). Creativity across cultures. In Robert J. Sternberg(Ed.), Hankbook of Creativity, (pp. 339-350). Cambridge University Press.

*Granrose, C. S., Huang, Q., & Reigadas, E. (2000). Changing organizational cultures in Chinese Firms. In Neal M. Ashkanasy, Celeste P. M. Wilderom, & Mark F. Peterson (Eds.), Handbook of organizational culture and climate (pp. 279-296). Thousand Oaks, CA: Sage.

*Brannen, M. Y., & Kleinberg, J. (2000). Images of Japanese management and the development of organizational culture theory. In Neal M. Ashkanasy, Celeste P. M. Wilderom, & Mark F. Peterson (Eds.), Handbook of organizational culture and climate (pp. 387-400). Thousand Oaks, CA: Sage.

 

倫理議題 Ethical Issues in Innovation

*Nielsen, W. R., Nykodym, N., & Brown, D. J. (1991). Ethics and organizational change. Asia Pacific HRM, (vol. 29, pp82-93), Asia Pacific Journal of Human Resources.