organizationculture英文版-資料下載頁
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【正文】 and internal integration. ? Historical (passed across cohorts and generations) ? Moral force (normative, not utilitarian) ? “The way we do things around here” (cognitive dimension taken for granted) ? Associated with the stability of the group ? Differentiating/identity device (relative to other groups) ? Associated with the intensity of mon problems faced by the group ? Changes across time,usually slow small changes ? Product Process, Culture Structure 3 Schein’s Model of Organizational Culture Artifacts What you observe (see, feel, hear) Espoused What you are Values told Basic Assumptions What participants take for granted does Culture Change? ? Natural evolution ? Managed evolution (’s learning and development) ? Challenges to Cultural Assumptions: – Charismatic leadership – Scandals – Infusion of “outsiders” – Mergers acquisitions – Coercive persuasion (“turnaround”) – Selfdestruction reconstruction A Cultural Analysis of Organization ? Focusing on Symbols Meaning ? Identifying Various Form of Social Control ? Recognizing Subcultures ? Diagnosing Organizational Culture ? Looking Across Culture Strong culture, Cultural patibilities ? Interaction among cultures Relevant Cultures in a “Global Organization” A. Country Cultures based on national ethnic origins B. Industry Cultures based on technological and social histories of industries C. Organizational Cultures based on a given ’s history D. Organizational Subcultures: 1. Based on occupational shared assumptions 2. Based on subgroup histories: Functional groups Geographically isolated groups “Shared task or fate” groups E. “Professional/Functional” Subcultures 1. Managerial culture 2. Culture of “universal” functions . finance, personnel, RD 演講完畢，謝謝觀看！
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