Strategic change in Business Organization

在研究企业组织战略变革模型时，我们首先考察了战略意图与竞争优势之间的关系。然后，考虑组织学习导致持续竞争优势，并讨论学习型组织作为一个有效的组织。在提出战略变革模型的有效性的同时，我们进行了进一步的理论思考，确认了战略变革是一种进化变革的逻辑。有效的战略变更与演进逻辑不冲突，意味着从变更设计到变更执行的过程，解决了组织内部控制与灵活性之间的矛盾问题。进化变革的概念提出了信息网络发展到的全球市场战略变革的内容，以及组织进化逻辑的重要性。虽然在一些抽样测试中已经清楚地表明这个概念是有用的，但很难说进化变化得到了充分的证实。根据进化模型，如果企业组织的变革行为偏离了组织群体的进化过程，那么企业组织就容易失败。具体来说，一个组织如何平衡控制和灵活性才能在适应环境变化的进化中取得进展，这成为争论的一个基本点。

On studying the strategic change model in a business organization, we first examined the relation between the strategic intent and competitive advantage. Then, the organizational learning lead to sustainable competitive advantages was considered, and the learning organization was discussed as for an effective organization. While suggesting the effectiveness of a strategic change model, we made further theoretical considerations and confirmed the strategic change due to the logic of an evolutional change. An effective strategic change not conflicting with the logic of evolution means the process from a change design to the change performance, and dissolves the paradox problem between control and flexibility within an organization. The proposed concept of the evolutional change suggests the content of a strategic change in the global market to which the information network progressed, and the importance of the logic of organizational evolution. It is hard to say that the evolutional change was verified fully although it was shown clearly that the concept was useful at some sampling tests. According to the evolutionary model, a business organization tends to be failure if it makes a change action deviating from the evolutional process of the organizational population. Speaking concretely, it becomes a fundamental point of argument how an organization balancing control and flexibility should make progress in an adaptive evolution to some environmental changes.