個案機關原為政府四級機關，因政府組織改造而升為三級機關，但個案機關的人員心態、觀念及思考模式，仍停留在以往的被動服務與保守的態度，卻因為一次系統當機事件，造成個案機關形象大受影響，引發內部變革的壓力，加上新任資訊主管強力推動以全面資訊系統改造，帶動組織變革。但是，內部亦有反對如此激烈的全面性資訊系改造方式，而是主張採取溫和的逐步改善模式，才能保持機關業務的穩定推動與發展，避免系統失敗的風險，造成機關第2次的傷害。
Michael是個案機關的資深幹部，對個案機關的資訊系統瞭如指掌，也頗受各級長官的肯定，他以機關資訊系統穩定及組織安定的角度來思考，主張溫和逐步汰換設備的方式進行系統改善，而Andy是新任的資訊主管，他不瞭解個案機關的業務與文化，但他認為資訊系統改造應著眼於未來業務的需求，不是只求現在的穩定，雖然他的改革理念伴隨著高度的風險，卻是符合機關首長的風格與要求，副首長兼資訊長Peter心中躊躇著：該冒險支持Andy的創新改革理念？還是該支持Michael的保守穩健作風？要如何在這二者之間取捨呢？
本論文採用個案教學方式撰寫，討論個案機關希望藉由資訊系統改造的機會，推動組織變革，引發內部不同的意見，甚至抗拒專案的進行，讓學生能夠從個案情境中，學習如何進行危機管理、推動組織變革及專案管理，以達到學習的目標。

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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