報告題目：onstudyingorganizationalcultures(編輯修改稿)
2024-11-04 01:50 本頁面
【文章內(nèi)容簡介】 傾向獲得有高度需要成就感和適度的權(quán)力，企業(yè)家在低執(zhí)行公司傾向於有低當(dāng)時關(guān)於研究的組織文化適合成就和低的對權(quán)力的需要 (羅伯茨， 1968； Wainer和魯賓， 1969) . (The kinds of conclusions drawn from this research are that entrepreneurs in highperforming firms tend to have high needs for achievement and moderate needs for power while entrepreneurs in lowperforming firms tend to have low On Studying Organizational Cultures needs for achievement and either high or low needs for.) Entrepreneurs (企業(yè)家 ) Symbolism and the Creation of Organizational Cultures (組織文化的象徵性與創(chuàng)立 ) ? 研究文獻方面有許多不同的方法大部分都圍繞著組織演化的誕生與發(fā)展主題。 (There have been a number of different approaches in the research literature around the theme of the birth, growth, and evolution of anizations) ? 塞爾茲尼克和克拉克的他們的角色和傳奇故事的定義相當(dāng)相似。塞爾茲尼克透過任務(wù)的陳述在組織體制裡談?wù)搩r值的具體化，而活動的計畫是選擇以徵人方式和社會化程度來探討，而克拉克把傳奇故事定義為一個集體理解在一正式成立的組織裡的獨特的成就的系統(tǒng)。 (Selznick talks of the embodiment of values in an anizational structure through statements of mission, program of activity, selective recruitment, and socialization, while Clark defines saga as a system of collective understanding of unique acplishment in a formally established group) ? 企業(yè)家可以看出不僅是創(chuàng)造者一些比較理性的及有形的方面事情，如組織結(jié)構(gòu)和技術(shù)方面等，而且也作為創(chuàng)新的象徵性、意識形態(tài)、看法、信仰、習(xí)慣和虛構(gòu)的事物，更多的文化方面是表現(xiàn)力和構(gòu)成的組織生活，因此代表了新的組織設(shè)置可以研究的轉(zhuǎn)變過程的信念，從沒有信仰到新的信仰，從沒有規(guī)則到新規(guī)則的成立，從沒有文化到新的文化，並在總體上觀察到的轉(zhuǎn)變思想的結(jié)構(gòu)與表現(xiàn)方式。 (Entrepreneurs may be seen not only as creators of some of the more rational and tangible aspects of anizations such as structures and technologies but also as creators of symbols, ideologies, languages, beliefs, rituals, and myths, aspects of the more cultural and expressive ponents of anizational life. New anizations thus represent settings where it is possible to study transition processes from no beliefs to new beliefs, from no rules to new rules, from no culture to new culture, and in general terms to observe the translation of ideas into structural and expressive forms) Symbolism and the Creation of Organizational Cultures (組織文化的象徵性與創(chuàng)立 ) 組織文化的內(nèi)容 (Geert Hofstede) 組織文化的功能 ? 為組織塑造個性，展現(xiàn)組織的獨特性，而不同於其他組織的「 氣氛 」 ? 形成並強化員工對組織的認同，願意為了組織的利益與聲譽而犧牲個人利益 ? 提供了員工行為的方向，集結(jié)了眾人的努力，創(chuàng)造更大的成果 文化認同 真實認同 體認 踐行 理性認同 反思、對比、批判 高層次心智的認定 感性認同 潛移默化 情意熏陶 The Concept of Organizational Culture (組織文化的概念 ) ? 文化是公開的系統(tǒng)和在某ㄧ特定時期某ㄧ群集體接受某種意涵 (Culture is the system of such publicly and collectively accepted meanings operating for a given group at a given time. ) ? 人所擁有的發(fā)明與溝通能力與其他動物相比, 的確是認為是獨特的 (Indeed what is supposed to be distinctive about man pared with other animals is his capacity to invent and municate determinants of his own behavior (White, 1949。 Cassirer, 1 953). ) THE ENTREPRENEUR IN HIS CONTEXT (企業(yè)家背景 ) ? 焦點在於企業(yè)家需要的條件及能力往往都過分強調(diào)個人素質(zhì)的企業(yè)家，而忘記這些素質(zhì)都必須作出有效地調(diào)整 (調(diào)動 )和特定的機構(gòu)環(huán)境。 (The focus on entrepreneurs in terms of sets of needs and abilities tends both to overly emphasize the personal qualities of entrepreneurs and to fet that those qualities have to be mobilized and made effective within a particular institutional context.) THE ENTREPRENEUR IN HIS CONTEXT (企業(yè)家背景 ) ? 企業(yè)家精神領(lǐng)導(dǎo)組成部分，不僅是涉及解釋個人驅(qū)
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