Assignment First


如果关键员工在所需文化中感到不适或异化,那么企业可能会尝试改变文化的反生产力。最后,随着技术利用率的提高,存在着推动商业组织采用角色文化的趋势。这种类型的文化与组织中的协议和程序相关联(Eminoglu 2013)。
为了发展和改变文化,政策在文化中起着至关重要的作用,并对工作绩效产生强烈影响。人们普遍认为,必须在全体工作人员的协商下仔细协商和制定。即使在没有主动干预的情况下,随着时间的推移,组织文化也会发生变化,因为商业组织的增长和进步(Ford和Green 2013)。当首先发现时,该组织具有跨越愿景和创始人的旋转趋势。
考虑到丹尼森的组织文化框架,需要理解四种不同的属性,才能有效地发展组织文化。这些是参与,使命,适应性和一致性。在考虑参与因素时,有效的业务帮助赋予人们权力,在团队中建立业务组织,并在每个级别发展人的能力(Griffiths 2010)。
组织也具有有效的趋势,因为有强大的文化参与,其中涉及更高的一致性,良好的协调和良好的整合。行为源于核心价值观的结合,即使在考虑一致性因素时感知多样化,追随者和领导者也非常熟练地达成协议(Koustelios 2013)。
外部适应和内部整合之间通常存在奇怪的联系。具有适应性的组织可以由客户驱动,同时学习和承担风险,具有创建变革的经验和能力。最后,众所周知,成功的组织对确定战略目标和组织的方向和目标有着清晰的认识,同时表达了未来必须超越自我的愿景(Macey 2013)。

作文代写 :组织文化发展的成因

There might be an involvement of counter productivity for the business attempting the change of culture if the key staff members will have a sense of discomfort or alienation within the culture desired. Finally, with the movement towards increased utilization of technology, there lies a tendency of pushing business organizations to the adoption of role culture. This type of culture is in association with protocols and procedures in the organization (Eminoglu 2013).
In order to develop and change cultures, policies play a crucial role among the culture and have a strong impact on the performance of work. There lies a huge perception that there must be careful agreement and formulation, with the consultation of full staff. Even in the absence of proactive intervention, there is a change of organizational culture with time as there is a growth and progress of the business organizations (Ford and Green 2013). When found first, the organization holds the tendency of revolving across the vision and the founder.
Considering the framework of organizational culture by Denison, there is a need for understanding four different attributes for being effective in the development of organizational culture. These are involvement, mission, adaptability and consistency. Effective business help in empowering the people, building the business organization across the teams, and developing the capability of human at each and every level when considering the factor of involvement (Griffiths 2010).
Organizations also hold the tendency of being effective as there is an involvement of strong culture where there is an involvement of higher consistency, well-coordination and well- integration. Behaviour has roots with a combination of core values, and the followers and leaders are highly skilful to reach an agreement even when there is diversification of perception when considering the factor of consistency (Koustelios 2013).
There can often be an odd link between external adaptation and internal integration. Organizations with adaptability can be driven by the customers, while learning and taking risks, with the experience and capability underneath for the creation of change. Finally, successful organizations are known to be having a clear perception on the direction and purpose defining strategic objectives and organization, while expressing a vision of how one must be looking beyond in the future (Macey 2013).