英国论文代写：组织文化

英国论文代写：组织文化

普遍认为组织文化存在并对组织内的行为起关键作用。它不能完全由领导者自己改变。之所以如此，是因为组织文化是由员工形成和维持的。这被认为是一个主要问题（琼斯2004）。这也是因为组织文化的特征不能清楚地表述出来。这使我们很难理解它与组织中其他主要元素的联系。其他关键因素包括激励制度和结构。为保存、改造和分析，也不能制定适当的方法。下文确定了引发文化变革的某些问题：
文化是组织内部事物的运作方式。
文化已被确定为行为观察和一致的设计在一个组织（科特2004）。这句话是重复的习惯或行为作为组织文化的重要方面，有助于削弱人们的想法，认为或感觉。这最终会影响一个组织的成功。因此，如果文化不是以适当的方式制定的，它就需要改变。
文化是补偿的结果。
对员工的激励是塑造文化的高度责任感（勒温2001）。人们通过接受什么样的激励来预测任务和任务是如何执行的。这里的奖励指的是一整套包括非货币和金钱奖励。然而，很难指出，激励制定文化或文化有助于制定良好的激励机制。
组织文化有助于定义组织的完整描述。
文化也被定义为一个组织内有意义的过程。意识是指一个协作过程的共同的理解和认识，创造出不同价值的利益和观点的人（Schein 2002）。最后，可以说，它使组织的声誉得以发挥。因此，必须改变导致负面声誉的组织文化。

英国论文代写：组织文化

It has been universally agreed that organizational culture exists and plays a critical role to shape behavior within an organization. It cannot be changed entirely by a leader itself. This is so because organizational culture is formed and maintained by the employees. This is considered as one major problem (Jones 2004). This is also because features of organizational culture cannot be clearly stated. This makes it difficult to understand its link with other main elements within an organization. Other key elements include incentive systems and structure. Development of appropriate approaches also cannot be done for its preservation, transformation, and analysis. Certain problems that initiate change in culture have been identified below:
Culture is how things are done within an organization
Culture has been identified as observable and consistent designs of behavior within an organization (Kotter 2004). This statement justifies repeated habits or behavior as the key aspect of organizational culture and helps in deemphasizing what people think, believe, or feel. This ultimately results in influencing the success of an organization. Therefore, if the culture is not formulated in an adequate manner, it requires to be changed.
Culture is a result of compensation
Incentives to employees are highly responsible to shape up culture (Lewin 2001). What and how tasks are being performed by people can be predicted by what incentives they receive. Here incentives refer to an entire set that includes non-monetary and monetary rewards. However, it is hard to state that incentive formulates culture or culture helps in formulation of good incentives.
Organizational culture helps in defining the complete description of an organization
Culture is also defined as the process of making sense within an organization. Sense-making refers to a collaborative process for creation of shared understanding and awareness out of varying value interests and perspectives of individuals (Schein 2002). Ultimately, it can be stated that it enables in formulating the reputation of an organization. Therefore, carrying on with an organizational culture that result in a negative reputation must be changed.