농업경영의 효율성에 관한 연구-WTO(UR)대처를 위한 농산물 유통혁신을 중심으로

임덕상 한국산업경영학회 1996 經營硏究 Vol.10 No.-

不況下의 組織開發에 關한 硏究

林德相 효성여자대학교 산업경영연구소 1986 경영경제 Vol.3 No.-

Korean enterprises have met with a long-pending depression and great change of business environment at present. OD is necessary to overcome these. Altho-ugh it is useful to carry out OD in the prosperous times, the importance of OD has been recognized in even depressed times. To reyamp enterprises(to change organizational culture) existing OD techni-ques and models must be applied, but they are even influenced by the cultural environment and the educational level of the society in which enterprise is being located. In this study, I attempted to find out the method of OD nece-ssary to overcoming the depression problems with which our country has been confronted. As a result, it is as follows; (1) The pending depression has hastened OD, and it has made the enterprises being much concerned about reforming their organizational culture. (2) Both managers and workers have requeired a change of organizational climate, and the change agent as a specialist. (3) However, the special consultant have been wanting, and the existing methods of OD have not been applied by the Korean enterprises, and the man-agers has striven to develop the abailable methods for their enterprises. (4) OD techniques which has been boomed by them has been used in dealing with the realistic immediate problems such as self-control training, team-spirit training for breaking depression, whole employee collective training, strategy and determination rally, salesmanship training, compaign for productivity imp-rovement, campaign for cost reduction, bad-bill preventive measure, and enfor-ced bad-bill recovery practice. The direction of OD study therefore, must be suited to each enterprise individually and the necessary data should be abled to provided. The future research of OD is expected to be vigorous furthermore by the researchers and businessm-en. Accordingly, OD research should be able to throw some light on practicing and spreading OD gradually laying stress on small and medium enterprises by converting from the part OD with priority given to the large companies.

集團開發을 통한 組織開發 : 中小企業 集團活動을 中心으로

林德相 효성여자대학교 산업경영연구소 1987 경영경제 Vol.4 No.-

The technical, social, and cultural circumstances are recently undergoing a sudden change in the Korean enterprises. It they are to adjust themselves to these circumstances, not only their organization climate should be changed but their motivational climate should also be fostered by means of the organization development. Although the aim of the organization development is a change of the whole organization, it is desirable to begin upon the group development for the organization development, because the subsystem of an organization consists of groups and individuals. The large enterprises generally have advantage over the small companies in every respect. The vantage points which the latter has over the former are the promptness and the adaptability of their group activities. Therefore, the small companies must attempt the organization development by means of the group development in order to survive in competition with the large enterprises. The group development of small companies should gradually be enlarged with priority given to the technical innovation and research development by dint of the group development. There are many successful small companies in Korea recently. This study investigated and analyzed the enterprises with special emphasis laid on these successful small companies. The five factors for group activation are hypothesized on the basis of the inverstigation and analysis of their group activities. The results of verifying this hypothesis are summarized as follows: Firstly, to enhance the excellent results, group members should establish a subject for themselves, clarify its content, define it concretely, and be organized as a subject group to achieve it. Secondly, as the results of group members have connection not with such factors as knowledge, academic achievement, seniority, age, etc. but with the power and relationship of group members, it is not necessary to unreasonably organize the group with only employees with a high academic career. Thirdly, it is favorable to have two meetings a month as least for group activities and to hold the meetings in various ways. Fourthly, as the group development is influenced by the establishment of the incentive wage system in accordance with each member's excellent results, a fair estimation and an adequate reward should be offered. All the employees should be prepared to be motivated by the stipulation of financial reward system. Finally, as the proper number of organizing group members is 6 to 8, it is not necessary for many members to participate in group activities.

企業勤勞者들의 精神健康測定 및 그 管理

林德相 효성여자대학교 새마을연구소 1987 새마을硏究論文集 Vol.7 No.-

韓國企業經營에 있어서의 標準負債比率의 策定

林德相 대구효성가톨릭대학교 1980 연구논문집 Vol.22 No.1

社內敎育訓練의 시스템적 接近

林德相 대구효성가톨릭대학교 1981 연구논문집 Vol.23 No.1

여성근로자 인적 개발에 관한 연구

林德相 효성여자대학교 새마을연구소 1991 새마을硏究論文集 Vol.11 No.-

靑年期의 精神健康管理

林德相 효성여자대학교 산업경영연구소 1993 경영경제 Vol.10 No.-

농업경영의 효율성에 관한 연구 : WTO(UR) 대처를 위한 농산물 유통혁신을 중심으로

임덕상 효성여자대학교 산업경영연구소 1995 경영경제 Vol.13 No.-

組織開發과 平生敎育에 관한 硏究

林德相 대구효성가톨릭대학교 1983 연구논문집 Vol.26 No.1

Whatever any type of organizations may be, it is very urgent to solve the present-day problems of organization development(OD). The menagement organizations in Korea are gradually increasing OD activities to cope with the valuable changes wich are being matured by the bigger firms as leaders. These efforts are desirable but to bo more effective OD using behavioral science knowledge should be studied adequately by its theory and techniques related to the characteristics of every organization. This study of OD is on the point of starting. Nowdays big firms have recognized the importance of OD and then have been equipped with various conveniences and have educated their employees for OD but they have well known poorness in text, consultant, finance. and technical method, As I described and emphasized a lot of problems and measurements for OD in the previous chapter. this study should be proceeded lively. and both changing agents of OD and data should be feed-backed together, For this reason it is impossible for a particular organization solely to take the problems of OD. it is essential therefore that the study of OD should be kept pace with further education (social education and life-long education). In this respect not only social education institutes such as mass media, culture centers, libraries, and industrial training centers but also even religions groups and political groups should be cooperated togther for OD. The reason is because for us to be changed by our view of valve to adapt ourselves to the changing society in which we live and to be changed in our behaviors are not problems which belong to only a particular organization. Even if any organization should have been matured by changed strategies, in order to refreeze the change of social culture ought to be followed them. To achieve the out-put variables which our generation might not have acquired which a future sense of long-term, OD activities must require continuous effects. It is important for every organization to realize that ultimately, it depends on a wider environment (both society and nature) for support and survival.