병영문화의 변화관리에 관한 연구

A Study on the Change Management of the Military Culture - Focusing on the Innovation of the Military Culture in the Korea Army

본 연구는 병영문화혁신의 자문활동을 수행하는 지원팀의 시각에서 육군의 대대급 이하 부대에서 시행하고 있는 병영문화혁신이 변화관리의 관점에서 볼 때 얼마나 효과적으로 추진되고 있는지를 조사하여 현 상황을 파악하고 개선방향을 제시하는데 목적을 두고 있다. 이러한 연구목적을 달성하기 위해서 지원팀 구성원을 대상으로 인터뷰와 설문조사를 실시하였다. 본 연구의 주요결과와 시사점은 다음과 같다. 첫째로 병영문화혁신 활동을 통한 변화에 대한 전반적인 평가에 관한 것이다. 대체로 병영문화혁신을 통해 어느 정도 변화는 있었지만 아직 미흡하다는 평가가 지원팀의 다수 의견인 것으로 나타났다. 이것은 병영문화혁신 활동이 과도기적 상황에서 진행 중이며 아직 정착되지는 않았음을 시사한다. 두 번째로 병영문화혁신을 ADKAR 변화관리의 관점에서 볼 때 변화의 중요성에 대한 인식은 상대적으로 높지만 변화의 지속적 유지와 강화는 가장 미흡한 것으로 지원팀은 보고 있는 것으로 나타났다. 이는 향후 병영문화혁신의 지속적 유지와 강화를 위한 방안이 중요함을 시사한다. 세 번째로 병영문화혁신 5대 분야 중에서 가장 많이 변화가 된 분야는 ‘사회와 소통하는 열린 병영’이며 그 다음으로 ‘인권이 보장되는 병영’, ‘건강하고 안전한 병영’ 순으로 지원팀은 인식하고 있는 것으로 나타났다. ‘자율과 책임의 병영’ 과 ‘기강이 확립된 병영’은 상대적으로 변화가 미흡하다고 인식하고 있는 것으로 나타났다. 따라서 향후 자율과 책임, 기강확립 분야에 더욱 중점을 두고 병영문화혁신이 추진되어야 할 것으로 보인다.

In 2014 December, as the Ministry of National Defense and the Korean Army received suggestion from the citizen, government, and military combined special council of innovating the military culture. The ministry and the Korean army set the year of 2015 as the first year of innovating military culture. And they focus their all capabilities on pushing ahead the change of the fundamental military culture since 4 years ago. This research inspects, based on the viewpoint of a change- management method how efficient the innovating culture team is being promoted among the forces below the level of battalion. So, we can identify the problems and current current situation of the innovating military culture to suggest improvements. In order to achieve the purpose of the research, I promote interviews and surveys for the support team who are executing the consulting activities and supporting for fulfillment of the innovating military culture. I choose the support team as an object of study because the support teams visit frontline forces periodically and advise them by inspecting their real conditions of the innovating military culture. So, I figure that they are able to estimate frontline forces’ innovating military culture in a relatively objective and specialized manner. Also, there had been some researches about the satisfaction of the innovating military culture that aims soldiers and their parents, but there had been no research that aims the support team untill now. I researched this thesis based on the cognizance that a well done change management of frontline forces’ innovating military culture will promote healthy forces that the troop can feel pride and satisfaction about their jop, and these healthy forces will become forces that are trusted by the citizen and able to demonstate strong combat capabilities. The implication and summary of research findings are as follows. First, It s general evaluation about changes occurred by military culture innovation. It turns out that, according to many of support teams, there has been changes in some degree, but it s still. insufficient. It suggests the military culture innovation is still progressing under the period of transition, and it is not settled yet. Therefore, it can be said so far changes occurred by military culture innovation has progressed in some degree, but is still far from the end. Second, the support team recognizes the innovating military culture based on ADKAR change management method as follow, recognition about importance of the changes is comparatively high, but continuous maintenance and enforcement of the changes are the most insufficient field. We are quite aware(A) of recognition about importance of the changes , but pretty lack of desire to carry on(D) , knowledge about the way to change(K) , and abilities to carry on , lastly most lack of reinforcement of changes(R) . It shows what should be supplemented and enforced to drive the innovating military culture via effective change management method. Even the battlalion level forces and the upper forces commamders and officials are aware of importance of the changes enough, abilities to carry on if continuous management and reinforcement of changes are not done well, it s difficult for the innovating military culture to be settled. Therefore, this research suggests that solutions like achievement-management, enforcement of feedback system are needed for continuous management and reinforcement to be done well. Third, in support teams opinion regarding the five major fields in military culture innovation, open military that communicates with the society showed the most significant change, human rights guaranteed military showed the second most change, and healthy and safe military showed the third most change. On the contrary, self-regulating and responsible military , disciplined military have imsufficient changes comparative to the fore three fields.