修改论文 The Support Of Organizational Culture To Organizational Strategy
Rituals are repetitive sequences of activities that express and reinforce the key values of the organization - what goals are most important, which people are important, and which people are expendable. One of the better-know is Walmart's company chant. Begun by the company's founder, Sam Walton, as a way to motivate and unite his workforce, "Gimme a W, gimme an A, gimme an L, gimme a squiggle, give me an M, A, R, T!" has become a ritual that bonds workers and reinforces Walton's belief in the value of his employees to the company's success. Similar corporate chants are used by IBM, Ericsson, Novell, Deustsche Bank.
Many organizations and subunits within them use language to help members identify with culture, attest to their accpetance of it, and help preserve it. Unique terms describe equipment, officers, key individuals, suppliers, customers, or products that relate to the business. New employees may at first be overwhelmed by acronyms and jargon, that once assimilated, act as a common denominator to unite members of a given culture or subculture. If you are a new employee at Boeing, you will find yourself learning a unique vocabulary, including Boeing online data, etc.
Organizational culture has three main functions. It is a deeply embedded form of social control. It is also the "social glue" that bonds people together and makes them feel part of the organizational experience. Third, corporate culture helps employees make sense of the workplace. Companies with strong cultures generally perform better than those with weak cultures, but only when the cultural content is appropriate for the organization's environment. Also, the culture should not be so strong that it drives out dissenting values, which may form emerging values for the future. As a manager, you can shape the culture of your work environment. All managers can especially do their part to create an ethical culture and to consider spiritually and its role in creating a positive organizational culture. Often you can do as much as to shape your organizational culture as the culture of the organization shapes you.
仪式活动，表达和加强什么目标是最重要的组织核心价值观的重复序列，其中的人是很重要的，哪些人是可有可无的。一个比较有名的是沃尔玛公司呗。该公司的创始人Sam Walton开始，作为一种激励和团结员工，“给我一个W，给我，给我一个我，给我一个样儿，给我一个M，A，R，T！”已经成为一种仪式，债券工人，并加强了沃尔顿的信念，他的员工的价值，公司的成功。类似的企业口号被IBM、爱立信、Novell、deustsche银行。
其中的许多组织和亚基用语言来帮助成员认同的文化，证明他们接受它，并帮助保护它。独特的术语描述设备，人员，关键个人，供应商，客户，或产品，涉及到业务。新员工可能首先被缩写和术语，一旦同化，作为一个共同的分母统一特定文化或亚文化的成员。如果你是波音公司的一名新员工，你会发现自己在学习一个独特的词汇，包括波音公司的在线数据等。
组织文化有三个主要功能。它是一种根深蒂固的社会控制形式。它也是“社会胶水”，债券的人在一起，使他们感到组织经验的一部分。第三、企业文化有助于员工理解工作场所的意义。强势文化的公司一般表现优于那些弱的文化，但只有当文化内容是适当的组织的环境。同时，文化不应该是如此强大，它驱动了不同的价值观，这可能为未来的新价值。作为一个经理，你可以塑造你的工作环境的文化。所有的管理者都可以特别是做自己的一部分，创造一个道德文化，并考虑在精神上和它的作用，创造一个积极的组织文化。通常你可以做尽可能多的塑造你的组织文化的组织塑造你的文化。
