II 摘要 随着企业变革在世界范围内的逐渐兴起，经济性裁员已经成为全球性议题， 亦是当下社会关注的重要问题。国内经济性裁员晚于发达国家，相关制度需要完 善，所以企业经济性裁员衍生的问题尤为明显。立足于组织行为学视角分析，经 济性裁员是组织变革的范畴之一。本文运用组织变革相关理论，分别分析了经济 性裁员三个阶段的行为，对于现实有积极作用。 文章写作之初，笔者查阅了大量的文献资料，涉及经济性裁员、组织变革四 个要素、变革阻力与员工变革反应等。然后结合组织变革相关理论模型，包括西 方经典变革模型-科特的八阶段模型，以及组织变革的员工变革反应模型，构建了 企业经济性裁员的“就医”模型，模型整体以沟通为工具，将识别、化解裁员的 阻力为前提，以实现企业变革远景的最终目标，同时最大限度地降低裁员带来的 不利影响。 文章接下来基于“就医”模型结合问卷调查，运用变革视角对 LT 公司 2016 年的经济性裁员事件进行剖析，利用“就医”模型及问卷调研结果对 LT 公司在此 次在裁员中产生的问题进行分析研究。 最后，文章提出了基于“就医”模型，LT 公司在未来进行经济性裁员活动时 的实施建议。LT 公司在诊断阶段首先应进行企业裁员必要性调研，并将企业和行 业经营状况信息与员工进行沟通以建立情感共鸣，以此让员工产生危机意识，尽 可能的采取其它变革方法以替代裁员方案，同时了解法制法规的相关规定并收集 行业内针对经济性裁员采取的普遍做法；在开方阶段，通过员工调查构建变革愿 景，制定合理合法的裁员方案，并关注员工变革反应和员工识别评价，通过员工 访谈识别裁员阻力；治疗阶段需特别重视员工参与和沟通，同时企业需做到裁员 程序公平公正，与被裁减员工沟通时因地制宜，采取不同谈判方式；模型的疗效 检验阶段也是裁员变革成果的检验阶段，变革后企业应搭建新的组织架构和工作 流程，将变革新形成的组织氛围植入企业文化，同时还需加强裁员后的危机防范 和裁员幸存者心理疏导，以巩固裁员成效。 关键词，经济性裁员，裁员，组织变革，变革阻力，沟通,“就医”模型ABSTRACT III ABSTRACT With the raising of enterprise restructuring, the economic dismissal is common to see world widely. The malpractice caused by economic dismissal are prominent in our country because of lack of academic researches on economic dismissal and incomplete legal regulations. From management perspective, economic dismissal is one part of enterprise restructuring. To analyzing economic dismissal behaviors which happen in early, middle and later this three-different period has a certain practical significance. Firstly, the article summarizes current popular organizational revolution theories which includes four factors of organizational revolution, staff reaction and resistance of organizational revolution, and then to create the “Diagnose” model by integrated the classic “Kotter’s eight-stage” and “Staff reaction” model.The “Diagnose” model separates whole economic dismissal process into four stages:diagnose stage, prescription stage, curing stage and observation stage. By using the “Diagnose” model to recognizing and solving resistances of the revolution and aims to reducing negatives caused by economic dismissal. Next, from the organizational revolution perspective, by using the “Diagnose” model to analyze survey results. Finally, the article proposes the LT company to follow “Diagnose” model to conduct economic dismissal: at diagnose stage, the company should conduct necessary research, publish operation status and raise crisis awareness inside the company, take dismissal replacement actions, study relevant legal regulations; at description stage, create revolution vision by conducting employees survey, prepare legal dismissal solution,focus on the Company’s employee reaction, and recognize the revolution resistance by communication between employees; at the third curing stage, emphasize communication between employees, take different communication ways for different employees; at observation stage, create new organization structure and workflow, cultivate new company culture, strengthen dismissal result, prevent crisis by dismissal and take psychological counseling for retentive employees. Keywords: Economic layoff, Dismissal, Organizational revolution, Resistance of organizational revolution, Communication目 录 IV 目 录 第一章 绪论.................................................................................................................... 1 1.1 研究背景............................................................................................................ 1 1.2 研究目的............................................................................................................ 2 1.3 研究意义............................................................................................................ 2 1.4 研究思路与研究方法........................................................................................ 3 第二章 文献回顾与理论综述........................................................................................ 5 2.1 经济性裁员理论综述........................................................................................ 5 2.1.1 裁员定义 ................................................................................................. 5 2.1.2 裁员的类别 ............................................................................................. 6 2.1.3 经济性裁员流程和方法 ......................................................................... 7 2.1.4 小结 ......................................................................................................... 8 2.2 影响经济性裁员的两大要素............................................................................ 9 2.2.1 经济性裁员中的阻力 ............................................................................ 9 2.2.2 经济性裁员中的沟通 .......................................................................... 10 2.3 组织变革理论综述.......................................................................................... 12 2.3.1 组织变革定义及类型 .......................................................................... 12 2.3.2 员工变革反应 ...................................................................................... 15 2.3.3 变革阻力 .............................................................................................. 16 2.4 小结.................................................................................................................. 17 第三章 基于变革理论的经济性裁员模型构建.......................................................... 17 3.1 二个变革模型.................................................................................................. 18 3.1.1 科特变革模型 ...................................................................................... 18 3.1.2 员工变革反应模型 .............................................................................. 19 3.2 创建经济性裁员模型——“就医”模型...................................................... 22 3.2.1 经济性裁员诊断阶段 .......................................................................... 24 3.2.2 经济性裁员开方阶段 .......................................................................... 25 3.2.3 经济性裁员治疗阶段 .......................................................................... 27 3.2.4 经济性裁员疗效检验阶段 .................................................................. 28 3.3 小结.................................................................................................................. 29 第四章 LT 公司经济性裁员分析................................................................................. 30目 录 V 4.1 经济性裁员背景简介...................................................................................... 30 4.2 基于“就医”模型的裁员问卷调查................................................................ 31 4.2.1 调查过程描述 ...................................................................................... 32 4.2.2 调查结果 .............................................................................................. 34 4.3 小结.................................................................................................................. 41 第五章 LT 公司未来经济性裁员方案优化................................................................ 42 5.1 “就医”诊断阶段.......................................................................................... 43 5.2 “就医”开方阶段.......................................................................................... 45 5.3 “就医”治疗阶段.......................................................................................... 47 5.3.1 LT 公司裁员实施方案一 ..................................................................... 48 5.3.2 LT 公司裁员实施方案二 ..................................................................... 49 5.3.3 小结 ...................................................................................................... 51 5.4 “就医”疗效检验阶段.................................................................................. 52 5.5 小结.................................................................................................................. 54 第六章 结语.................................................................................................................. 55 6.1 研究结论.......................................................................................................... 55 6.2 研究不足与展望.............................................................................................. 56 致谢................................................................................................................................ 57