| Summary: | 碩士 === 國立屏東科技大學 === 企業管理系所 === 97 === After the Act of Military Education has been put into operation, the military academies have to face more complicated environment than before. They have to meet both of the educational missions of the Ministry of National Defense, and the policies of the Ministry of Education. Furthermore, they need to cope with different managerial objectives that contradict to each other, such as streamlining in the administrative efficiency, maximization of the educational quality, and optimization of the resource allocation. Therefore, establishing a bi-management system is extremely crucial for military academies or colleges in the coming future.
This research aims to introduce Stage Model of Organizational Change so as to explain the importance of Organizational Changes in military academies. Meanwhile, it locates the managerial main points in academies through the discussion on Matrix Organization applied the military academy management. The reason why taking this model is that military organizations are more appropriate to be viewed by Stage Model of Organizational Change, which means that the organization can transform its structure within limited time. It differs from “step by step” Organizational Changes.
The Air Force Institute of Technology is the subject of this study. After conducting several deep interviews with personnel concerned, it is found that military academies truly adopt various organizational structures according to the environmental complexity. For instance, the subject adopts functional organizational structure when facing efficiency issues, changes into Divisional Organization when facing effect issues, and develops to Matrix Organization when facing two pressures at the same time.
This study has three conclusions. First, Organizational Design means that a manager should, when facing different situations, choose a specific organizational structure while Organizational Change emphasizes the dynamic process of organization redesign and transform. In other word, Organizational Design is a static concept but Organizational Change is dynamic. Second, Organizational Change is not a subjective concept but an adaption after facing pressure from both the outer and inner of the organization, rearranging the resources to improve the environment. Last, when the pressure forces the organization to make effort for assigned mission from both sides, with timely response to the needs of customers and efficient production, Matrix Organization is a feasible organizational structure.
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