政府於2016年11月《就業服務法》第52條修法，取消外籍勞工在台灣工作滿3年得強制出境台灣1天後再入境的工作規定，這使台灣外勞人力仲介公司減少國外仲介聘僱費之營收來源。本個案外勞人力仲介公司經營20多年，經營的客戶數與引進外勞人數，一直是首屈一指的No.1。本個案公司面臨外部政府取消「3年1日」政策，使年營收損失20~30%，內部面臨著客戶大量解約轉單流失的危機，個案總經理檢視組織人才，無法達到公司的期待，決定從外部尋求引進管理人才，作大幅的組織改革。

當時個案公司處在內憂外患的處境中，如果您是個案公司新任空降高階主管，面對客戶轉單流失、員工專業知識能力不足，績效與獎金制度分配不公平，地下組織情感文化的管理障礙，老臣對空降高階主管的排擠效應，您會採取那些經營管理策略，以協助將個案公司的經營體質調整至正軌。

本個案以哈佛式個案撰寫，論文包括個案本文和教師教學指引手冊兩部分。透過教師引導，依個案實例之發展，帶領學生探討：專業知識失傳該如何操作知識管理？如何操作組織變革才不會造成內部排擠效應？如何重視績效考核與獎金制度的公平性，提升工作意願？如何破除員工派閥文化與本位主義的利益鬥爭？期望本個案論文能提供給企業經營者與高階主管之經營參考。

In November 2016, the Ministry of Labor revised Article 52 of the Employment Services Law to abolish the provisions on compulsory entry and exit work charges for foreign workers who have worked in Taiwan for three years. In this case, the foreign worker agency company has been operating for more than 20 years, and the number of clients and the number of imported foreign workers has always been the number one. The company lost 20% of its annual revenue to government policies and lost customers. The general manager reviewed the organizational talents and failed to meet the company's expectations. He decided to introduce management talents from outside and carry out substantial organizational reform.

At that time, the company was in a situation of internal and external troubles. If you are a new executive of the company, the customer is lost, the professional knowledge and ability of the employees are insufficient, the performance and bonus system is unfairly distributed, the company's organizational culture management problems, and the employees reject the new executive, what kind of corporate management strategy would you take? Assist the company to adjust the management system.

This thesis is presented in the HBS case method. The content includes two parts: the Article and "Teaching Notes". Under the guidance of the teacher, the case study guides the students to discuss: How to carry out knowledge management? How to make organizational change? How to improve the unfair performance appraisal and bonus system? How to get rid of the struggle of employee factional culture and interests? It is expected that the case study to provide the insights for senior management to take a note.

中文文獻
王雪原 (2015)，知識管理。中國：化學工業出版社。
吳名上 (2011)，從自民黨總裁選舉制度分析自民黨派閥勢力的形成與消長。政治科學論叢，第四十八期.33~62頁。
吳宗祐、廖紘億 (2013)，華人威權領導總是導致部屬負面結果嗎？由「不確定管理理論」探討威權領導對分配不公平與程序不公平之交互作用與部屬工作滿意度之關係的調節效果。中華心理學刊，55卷，1期，1-22。
李長泰、張景福 (2018)，外籍勞工對本國勞工薪資與雇用之影響：臺灣之實證研究。臺北大學經濟學系。經濟研究 (Taipei Economic Inquiry), 55:2 (2019), 279-321。
李秋霞、陳俐利、張玲華、謝美慧 (2021)，知識管理經驗談~從知易行難到知行合「易」。領導護理，第二十二卷第一期。
汪青松 (2010)，社會責任推動下的公司內部權力配置新趨向。人文社會科學版，總第221期。
林昭禎 (2014)，未來十年我國外勞政策變革方向之研究，國家發展委員會編印。
高文文(2014)，半澤直樹為何被降職 從《半澤直樹》看日本人的集團意識。邊疆經濟與文化，第2期，87~88。
楊子江、王美音譯 (1997) ；野中郁次郎（Nonaka, I.）、竹內弘高（Takeuchi, H.）原著，創新求勝：智價企業論=The Knowledge Creating Company。臺北市，遠流。
黃冠穎、游玉卿、李孟壕 (2001)，變動中的勞動市場：論台灣低度就業之現況。資訊社會研究，(1)，229-255。
黃家齊、王思峰 (2008)，團隊知識轉換能力組合與知識分享、知識創 造及創新績效－知識螺旋理論的新觀點驗證。組織與管理，1(1)，39 - 72。

英文文獻
Adams, J. S. (1965). “Inequity in Social Exchange,” Advances in Experimental Social Psychology. Vol. 2, 267-299.
Armenakis, A. A., Harris, S. G., Mossholder, K. W. (1993). “Creating Readiness for Organizational Change”, Human Relations. Vol. 46, No.6.
Gillian Tett. (2015). “The Silo Effect: The Peril of Expertise and the Promise of Breaking Down Barriers”. Simon and Schuster.
Greenberg, J. (1990). “Organizational Justice: Yesterday, Today, and Tomorrow”, Journal of Management, Vol. 16, 399-432.
Huang, J. J. (2013). “Knowledge Diffusion Models – Perspectives of Gene Evolution and Population Dynamics”. Knowledge Management Research & Practice. Vol. 11, Issue 3, 313-322.
McLean, L. D. (2004). “The concept of "ba": Building a foundation for knowledge creation”. University of Minnesota, USA.
Nonaka, I. (1994). “A Dynamic Theory of Organizational Knowledge Creation”, Organization Science.Vol.5, 14-37.
Nonaka, I., Takeuchi, H. (1995). “The Knowledge-Creating Company: How Japanese Companies Create the Dynamics of Innovation”, Oxford University Press. New York.
Robert. F. (1977). “Distributive and Procedural Justice: Combined Impact of Voice and Improvement on Experienced Inequity”. Journal of Personality and Social Psychology, 35, 108-119.
Spender, J. C. (1996), “Organizational Knowledge, Learning and Memory: Three Concepts in Search of a Theory,” Journal of Organizational Change. Vol.9, No.1, 63-78.
Trahms, C. A., Achidi, N. H., Sirmon, D. G. (2013). “Organizational Decline and Turnaround: A Review and Agenda for Future Research”. Journal of Management. Vol. 39, 5, 1277-1307.

網路資源
MBA 智庫百科：本位主義
https://wiki.mbalib.com/zh-tw/本位主義
你建立的是派系，還是團隊？，2020，EMBA雜誌404期。https://www.emba.com.tw/?action=news_detail&aID=3230
每個部門都達標，公司卻像「一盤散沙」？各自為政的組織，怎麼解?，2021。商周。https://www.businessweekly.com.tw/management/blog/3008208
維基辭典：派閥
https://zh.wiktionary.org/wiki/派閥
穀倉效應：跨部門溝通沒效率？７大招打破迷思，2021，Cheers快樂工作人。https://www.cheers.com.tw/article/article.action?id=5099818