The Research Of Organization Change Capacity For ZJ Real-estate Company

"Change" is coming to the trend of contemporary Chinese social development, especially the small and medium-sized real estate enterprises. In a changing environment, change is not only the inevitable requirement of the enterprise development, but to the survival of it.In the background of the overall industry recession, ZJ Real Estate Company also encountered unprecedented challenge, the downturn of sales has already bring difficulty to the development of enterprises, and the banks targeted financial policy made the situation worse at the meanwhile, the company’s regular operations therefore subject to a great influence. In such a background, after the general manager turnover in 2012, Company started large-scale organizational change at April 2013. One and a half years had passed up to now, how about the effects of organization change? What problems have found in this change? Is the organization still keep an efficient architecture after the reform? These are the study purposes of this thesis.For to determine the ZJ organization change effect accurately, this study combine tools of interview and questionnaire, conducted a survey of 65 employees of 7 departments, through interviews, we found that over a period of 18 months after the organizational change, the operating conditions of ZJ Real Estate Company become worse: the decrease of the loyalty of employees was conspicuous, job burnout increased, employees also shows obvious doubts to the organization authorization and leadership.What are the causes of organizational change by stage "fail" ? In order to answer this question, this study adopts "organizational change capabilities"(OCC; Judge Douglas &-2009) multidimensional evaluation tool, to analyze from the perspective of capabilities, this scale includes 8 dimensions, respectively is: Trustworthy leadership, Trusting followers, Capable champions, Involved mid-management, innovative culture, Accountable culture, Effective communication and system thinking. According to the analysis of survey data, we found that three of these indexes showed significant deviations, they are: Trustworthy leadership, Accountable culture, effective communication. But this result is not good enough, this paper also introduced the "transformational leadership", "psychological empowerment", "organizational commitment" and "job burnout" of four scales are respectively corresponding to " Trustworthy leadership ", " accountable culture " and "effective communication". The results of the study show that, due to lack of organizational change capabilities, the organization efficiency of Engineering and human resources department badly decreased, and the brittleness of organizational structure increases obviously, an integration or reorganization is required as soon as possible to the two sector.In view of the above research results, this paper puts forward the corresponding solution is: adjust the pattern of organizational change from radical to progressive; enhance the organizational change capabilities; and the integration of enterprise organizational structure by outsourcing part of the management.Finally, the future research direction of organizational change capabilities are prospected in this thesis.