| Summary: | 碩士 === 國立臺灣科技大學 === 資訊管理系 === 101 === Case organization was a fourth level agency of government before, but it has been promoted to third level due to the reformation of government organizations. However, the staffs’ conservative thinking and negative attitude of service of the past still remain. Because there was a system crash event, great damage of the organization’s image was happened. This event also caused the pressure of change. The strong pressure to make a dramatic reform of information systems from the new chief of Information Division drives change. However, the internal organization didn’t support such drastic system transform, because there was another voice that proposes a moderate improvement to maintain stable development of the organization operation.
Michael was a senior staff and understood the system very well. He concerned about the stability of information systems and organization, so he advocated a moderate progressive improvement. Andy was a new on board chief of Information Division. He did not know the business and culture of the organization very well, but he believed the key point of the system reform should focus on the future’s business requirements, not only on the current stability. Although his advocate might have high risk, it is accordance with the style and requirements of General Director of organization. Peter was hesitated to support Andy’s adventure approach or Michael’s conservative one? How would he make his choice?
This thesis used the teaching case to discuss about organizational change driven by a dramatically system reform. From this case study, we hope that students can learn how to deal with different opinions and even internal resistance caused by the drastic reform of information systems, and how to drive organizational change and well manage project.
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