英国论文代写：组织文化变革

英国论文代写：组织文化变革

当一个组织不能拥有一个健康的文化或需要某种类型的组织变革的变化，变化的过程可能是毁灭性的。这背后的一个主要原因是，这样的变化是很难采取突然（拉马什2005）。这是因为组织结构和组织文化嵌入在一起。他们常常以适当的方式反映出先前成功的印记，表现出相当大的惯性。文化变革对于减少员工离职、影响员工行为、影响组织目标有重要意义。这是因为有时组织变革带来的目标和目标本身的修正（桥2003）。努力实现组织工作的员工往往会偏离他们正在做的事情。改变道路变得困难。文化对企业的结果有着巨大的影响。公司启动高水平的性能，认为文化作为一种模式，实现组织的目标和目标。
文化对绩效和实现目标和目标的影响取决于对组织内关键信念和价值的接受。它也已经看到受到影响的工作满意度和员工参与组织内（桥梁2003）。组织绩效侧重于指派给员工或组织成员的任务的表现。在组织层面上，个体效能的表现有助于体现群体效能和人际效能的设计。在个人层面上，个人的有效性有助于促进幸福和幸福。
一个组织在发起文化变革时可能面临的两个主要问题。这涉及到推动组织朝着不同的方向，防止组织文化被改变（奥斯丁2007）。第一个问题被认为是驾驶问题，第二个问题被认为是约束问题。当驾驶问题往往强于约束问题时，文化发生变化。这将有助于组织朝着一个新的方向迈进。然而，当约束问题强于驱动问题时，组织将无法改变它的文化，它将回到原来的位置。此外，如果这两个问题都同样强大，它将有助于稳定变化。

英国论文代写：组织文化变革

When an organization is not able to possess a healthy culture or needs some type of change in organizational change, the process of change can be devastating. One main reason behind this is that such changes are difficult to adopt all of a sudden (LaMarsh 2005). This is so because organizational structures and organizational cultures are embedded together. They often help in reflecting an imprint of previous success in an adequate manner exhibiting considerable degrees of inertia. Cultural change may be important for reducing turnover of employee, influencing behavior of employee, and also influences the organizational goals. This is so because at times organizational change brings amendments in the goals and objectives itself (Bridges 2003). Employees working on the achievement of organizational tend to get diverted from what they were doing. Changing paths becomes a difficult job. Culture has a huge influence on outcomes of business in several ways. Companies initiating high level of performance consider culture as a mode to enable achievement of organizational goals and objectives.
The impact of culture on performance and achievement of goals and objectives is dependent on acceptance of key beliefs and values within an organization. It also has been seen to get influenced by satisfaction of job and engagement of employees within the organization (Bridges 2003). Organizational performance lays emphasis on performance of tasks appointed to employees or member of an organization. At the level of organization, individual effectiveness of performance helps in manifesting itself in the design of group effectiveness and interpersonal effectiveness. At the level of individuals, personal effectiveness of helps in promoting well-being and happiness.
There are two main problems that an organization might face in initiating cultural change. This involves pushing the organization towards a different direction, and preventing the organizational culture from being changed (Austin 2007). The first problem is considered as the driving problem, and the second problem is considered as the restraining problem. When the driving problem is tend to be stronger than the restraining problem, cultural change takes place. This will help the organization in moving towards a new direction. However, when the restraining problem is stronger than the driving problem, organization will not be able to change its culture and it will revert back to where it was. Also, if both the problems are equally powerful, it will help in stabilizing the change.