Assignment代寫范例：Organizational Culture Analysis
Assignment代寫范例-組織文化分析。本文是一篇由本站代寫服務提供的留學生assignment范文，主要內容是講述是分析組織文化及其對戰略管理的影響，首先，在分析組織文化對戰略管理的重要性之前，我們應該弄清楚什么是組織文化。其次，我們從客戶、合作伙伴、員工和企業社會責任四個方面批判性地分析了其對戰略管理的影響。最后，本文對批判性分析的結論進行了總結，并對企業的戰略管理提出了一些建議。下面就一起來看一下這篇Assignment代寫范例的具體內容。
The aim of this assignment is to analyze the organizational culture and its impact on the strategic management. In recent years, the importance of organizational culture is discussed and emphasized more and more frequently. People begin to focus on its impact of organizational culture on the corporation management from many perspectives, such as clients, vendors and employees. Firstly, before the analysis of the importance of organizational culture on strategic management, we should make sure what organizational culture is. Thus, the definition of organizational culture is found out. Secondly, we critically analyze its impact on strategic management from 4 aspects, which are customers, partners, employees and corporate social responsibility. To a certain extent, the strategic management is determined by the culture of organization. The strong organizational culture gives the company a clear and explicit philosophy about business. On the contrast, the weak organizational culture always links to no clear strategic management. In other words, employees do not know how to conduct business in the workplace, and the corporation does not have characters for clients. Using the wide range of the examples and literatures, the importance of organizational culture to an understanding of strategic management is analyzed critically. Last but not least, this assignment makes the conclusion of the critical analysis and further gives some suggestion for the strategic management of corporations.
本文的目的是分析組織文化及其對戰略管理的影響。近年來，人們越來越頻繁地討論和強調組織文化的重要性。人們開始從客戶、供應商和員工等多個角度關注組織文化對企業管理的影響。首先，在分析組織文化對戰略管理的重要性之前，我們應該弄清楚什么是組織文化。從而找到了組織文化的定義。其次，我們從客戶、合作伙伴、員工和企業社會責任四個方面批判性地分析了其對戰略管理的影響。在一定程度上，戰略管理是由組織文化決定的。強大的組織文化為公司提供了清晰明了的經營理念。相反，薄弱的組織文化總是與沒有明確的戰略管理聯系在一起。換句話說，員工不知道如何在工作場所開展業務，公司也沒有適合客戶的性格。通過大量的例子和文獻，批判性地分析了組織文化對理解戰略管理的重要性。最后，本文對批判性分析的結論進行了總結，并對企業的戰略管理提出了一些建議。
1 The concept of organizational culture 組織文化的概念
What is the organisational culture? In fact, the organizational culture is the basic beliefs of the company that are accepted by clients and shared by employees. There are a large number of the definitions of the organizational culture. The organizational culture is the common value of the company, which develops an understanding of both the company’s opportunities and constraints. States that managers consider the organisational culture as an effective control tool that can influence people’s thoughts, beliefs and value. In other words, organizational culture can be used to achieve internal control and take advantage of the opportunities by companies. The organizational culture is made up of the organization values, working beliefs and habits. It is kinds of ways of thinking and feeling that are approved by organizational members. In other words, although there are diverse cultures in the large organizations, the common characteristics of beliefs are existed in the management team. The common beliefs shared by the members in the organisation are the essence of organization culture. It is a kind of thinking mode which is approved by each other about the organisation. In the organizational culture, people and groups interact with each other, including clients, partners and employees. The power of organizational culture cannot be ignored, because it inspires employees, attracts clients and promotes the cooperation with partners. For example, ” The Best Or Nothing”. This is Mercedes-Benz company’ s mission, and their organization culture are Perfection, Responsibility and Fascination. Perfection including comfort, quality and safety. Responsibility including customer care, sustainability and innovation. Fascination including motorsport, life style and design essence. Until this very day, this leadership expectation remains fundamental to the thoughts and actions of every single Mercedes employee.
什么是組織文化？事實上，組織文化是公司的基本信念，為客戶所接受，為員工所共享。組織文化的定義有很多。組織文化是公司的共同價值觀，它發展了對公司機遇和制約因素的理解。指出管理者認為組織文化是一種有效的控制工具，可以影響人們的思想、信仰和價值觀。換句話說，組織文化可以用來實現內部控制，并利用公司的機會。組織文化由組織價值觀、工作信念和習慣組成。它是組織成員認可的各種思維和感受方式。換言之，盡管大型組織中存在著不同的文化，但管理團隊中存在著信仰的共同特征。組織中成員共同的信念是組織文化的精髓。這是一種相互認可的組織思維模式。在組織文化中，人和群體相互作用，包括客戶、合作伙伴和員工。組織文化的力量不容忽視，因為它激勵員工，吸引客戶，促進與合作伙伴的合作。例如，《要么最好，要么什么都沒有》。這是梅賽德斯-奔馳公司的使命，他們的組織文化是完美、責任和魅力。完美，包括舒適性、質量和安全性。責任包括客戶關懷、可持續發展和創新。魅力包括賽車運動、生活方式和設計精髓。直到今天，這種領導力期望仍然是每一位梅賽德斯員工思想和行動的基礎。
2 The impact of organizational culture on strategic management 組織文化對戰略管理的影響
Organizational culture plays an important role in the strategic management of companies. In fact, organizational culture is a factor that determines the survival or failure of organizations. In other word, to a certain extent, the strategic management is determined by the culture of organization. We critically analyze its impact on strategic management from 4 aspects, which are customers, partners, employees and corporate social responsibility. We cannot deny that numerous outcomes are connected with organizational culture no matter directly or indirectly.
組織文化在企業戰略管理中發揮著重要作用。事實上，組織文化是決定組織成敗的一個因素。換句話說，戰略管理在一定程度上是由組織文化決定的。我們從客戶、合作伙伴、員工和企業社會責任四個方面批判性地分析了它對戰略管理的影響。我們不能否認，許多結果都與組織文化直接或間接相關。
In the organizational culture, people and groups interact with each other, including clients, partners and employees. It means that good organizational culture can bring into following benefits, including perfect customer service, efficient cooperation with partners, consistent employee performance and strong social responsibility.
在組織文化中，人和群體相互作用，包括客戶、合作伙伴和員工。這意味著良好的組織文化可以帶來以下好處，包括完美的客戶服務、與合作伙伴的高效合作、始終如一的員工表現和強大的社會責任感。
2.1 The impact of organizational culture on customers 組織文化對客戶的影響
Cultures can be considered as some agreement inside companies. Each employee brings a different set of personal experiences and a variety of backgrounds to the company. And the consistency of these individual differences enlarges the organizational customer service. We can deny that the organizational culture has positive impact on customers. A strong organizational culture will generally attract the customers and make loyalty to the organization. In fact, excellent customer service is provided by the employees in the common organizational culture. Customer service is not only the responsibility of the employee in the customer service department, it is the responsibility of every employee in the organization. In other words, the healthy and strong organizational culture focuses on providing excellent customer service. The reason is that organizations with strong culture tend to spend time teaching, training and reinforcing employees on how to provide excellent service for customers. The good organizational culture focuses on the development in long term. In order to achieve this goal, company generates motivation to provide high quality products or service for customers. With well-trained employees, organizations can offer talented and exceptional customer service.
文化可以被視為公司內部的某種協議。每個員工都為公司帶來了不同的個人經歷和各種背景。這些個體差異的一致性擴大了組織的客戶服務。我們可以否認組織文化對客戶有積極影響。強大的組織文化通常會吸引客戶并對組織產生忠誠度。事實上，優秀的客戶服務是由員工在共同的組織文化中提供的。客戶服務不僅是客戶服務部門員工的責任，也是組織中每一位員工的責任。換句話說，健康而強大的組織文化專注于提供卓越的客戶服務。原因是，具有強大文化的組織往往會花時間教授、培訓和加強員工如何為客戶提供卓越服務。良好的組織文化注重長期發展。為了實現這一目標，公司產生了為客戶提供高質量產品或服務的動機。擁有訓練有素的員工，組織可以提供有才華和卓越的客戶服務。
The organizational culture has a significant impact on customer service, further impact on long-term economic performance. The reasons are shown as follows. Excellent customer service requires the combination of team work and consistent company values. In the process of business, organization with strong culture would help each other and achieve integration. It leads to higher efficiency than operation by individuals. Conversely, unhealthy organizational culture do harm to the customer service because of the lack of cooperation. The unsuitable culture can significantly decrease the organizational effectiveness. To a certain extent, organizational culture can attract more customers and bring into organization success. For example, Famous Haier culture in China???their Service concept are “The user is always right” and “User troubles drops to zero”, It shows that a successful corporate culture of the company, their attitude towards the customers have a lot of influence. Because every company has their own culture, so can attract a variety of customers, This is also a method of strategic management.
組織文化對客戶服務有顯著影響，進一步影響長期經濟績效。原因如下。卓越的客戶服務需要團隊合作和始終如一的公司價值觀相結合。在業務過程中，具有強大文化的組織會相互幫助，實現整合。它比個人操作的效率更高。相反，不健康的組織文化由于缺乏合作而損害了客戶服務。不合適的文化會顯著降低組織的有效性。在一定程度上，組織文化可以吸引更多的客戶，并為組織帶來成功。例如，中國著名的海爾文化???他們的服務理念是“用戶永遠是對的”和“用戶煩惱降到零”，這表明一個成功的企業文化，他們對客戶的態度有很大的影響。因為每家公司都有自己的文化，所以能夠吸引到各種各樣的客戶，這也是一種戰略管理的方法。
2.2 The impact of organizational culture on partners 組織文化對合作伙伴的影響
During cooperation, organizational culture is one of the biggest problems to partners. When the culture is difficult to integrate, the collaboration cannot be achieved successfully. If the partners fail to identify with the organizational culture, there would be communication problems and inter-group conflicts.
在合作過程中，組織文化是合作伙伴面臨的最大問題之一。當文化難以融合時，合作就無法成功實現。如果合作伙伴不能認同組織文化，就會出現溝通問題和群體間沖突。
One way to promote the cooperation is by cultural leadership. Organizational culture should be changed properly according to the real situation. On the other hand, in strong organizational culture, partners have to do their best to interact the culture. The reason is that, in processes of conflict resolution and communication, interaction of culture has important effect. Especially, for international joint venture, organizational culture differences are obvious. For partners, they have to take integration acculturation strategy.
促進合作的一種方式是文化領導力。組織文化應根據實際情況適當改變。另一方面，在強大的組織文化中，合作伙伴必須盡最大努力與文化互動。究其原因，在沖突解決和溝通的過程中，文化的互動具有重要的作用。特別是在國際合資企業中，組織文化差異明顯。對于合作伙伴來說，他們必須采取融入文化的策略。
2.3 The impact of organizational culture on employees 組織文化對員工的影響
Employees are affected by organizational culture how to treat tasks and make objectives. It means that organizational culture influences their ways that make decisions, feelings. When they face difficulties and opportunities, they would act differently in different organizational culture. Only when employees acclimatize the organizational culture, they satisfy the job. The reason is that staff are identify with the culture and values. It is also a strategic management of the company for their employees.
員工會受到組織文化的影響，即如何處理任務和制定目標。這意味著組織文化會影響他們的決策方式和感受。當他們面臨困難和機遇時，他們會在不同的組織文化中采取不同的行動。只有當員工適應了組織文化，他們才能滿足工作。原因是員工認同這種文化和價值觀。這也是公司對員工的戰略管理。
In a way, organizational culture impacts the degree of employee’s creative ability, task motivation, and work enthusiasm. Individuals always are attracted to engage in organizations with good and strong organizational culture. In the strong organizational culture, employees are positive to respond to their jobs. In this situation, organizational culture contributes to the well operation of the organization. The organization with strong cultures owns its obvious beliefs and values. Thus employees can accept the culture and embrace the culture. Especially for the organizations in the service field, the strong culture inspires employees to deliver high quality service and be responsible for the organization. In other words, developing strong and productive cultures make the organization in accord with its vision and goals. The motivation and loyalty of employees are stirred up. It is easy for organizations to promote consistency and encourage coordination. In this situation, the strong organizational culture enables the organization to be more efficient. In addition, the team spirit in different departments can be increased in the strong organizational culture. To the contrary, weak culture cannot lead to alignment between organization and employees.If they are not fit into the organizational culture, employees feel no relation to the company and lower job satisfaction.
組織文化在一定程度上影響員工的創造力、任務動機和工作熱情。個人總是被吸引加入具有良好和強大組織文化的組織。在強大的組織文化中，員工對工作的反應是積極的。在這種情況下，組織文化有助于組織的良好運作。擁有強大文化的組織擁有明顯的信仰和價值觀。因此，員工可以接受文化并接受文化。特別是對于服務領域的組織來說，強大的文化激勵員工提供高質量的服務，并對組織負責。換言之，發展強大而富有成效的文化使組織符合其愿景和目標。激發員工的積極性和忠誠度。組織很容易促進一致性并鼓勵協調。在這種情況下，強大的組織文化使組織更有效率。此外，在強大的組織文化中，可以增強不同部門的團隊精神。相反，薄弱的文化不能導致組織和員工之間的一致性。如果他們不適合組織文化，員工會覺得與公司沒有關系，工作滿意度會降低。
However, there are some arguments that strong organizational culture would bring into the risk of groupthink described by Irving Janis. When organizational culture is strong, members tend to believe their thinking without destination. The way of thinking is fixed. Once they engage into the things, the mode of thinking is formed quickly and easily. People in the strong organizational culture strive for unanimity instead of looking for alternatives of action. It means that individuals tend to follow the traditional culture, and do not want to challenge organizational thinking. The ability of creation and innovation are reduced in strong organizational culture.
然而，有一些論點認為，強大的組織文化會帶來歐文·詹尼斯所描述的群體思維的風險。當組織文化強大時，成員往往會毫無目的地相信自己的想法。思維方式是固定的。一旦他們投入到事物中，思維模式就會迅速而容易地形成。在強大的組織文化中，人們努力達成一致，而不是尋找行動的替代方案。這意味著個人傾向于遵循傳統文化，不想挑戰組織思維。在強大的組織文化中，創造和創新的能力會降低。
In my opinion, we cannot deny the influence of the strong organizational culture on employees. Employees can increase productivity and efficiency in the process of work. For organization, in order to reduce counterproductive behavior and to increase the turnover of employees, organizational culture should be strengthened. In fact, the diversity of ideas and strong organizational culture are not contradicted. In the healthy and strong organizational culture, employees would be pride and enthusiastic to work for the organization and be positive to perform their ability. The common and consistent organizational culture enhances the communication among employees. The interaction and communication with co-workers about approaches help employees meet the needs of their work. It means that the works are finished by teams, rather than only by individuals. Besides, when people meet a complex job, a team with various thoughts would finish it. It is the most efficient way. When each employee has a strong sense of direction and purpose, the efficiency of organization is higher than that in weak organizational culture. In addition, in order to increase the organizational culture, the organization must provide the opportunities for employees to learn and be trained. In this condition, there are strong internal communications and high level of acceptance of organizational culture. Resulting from their full potential, employees have high levels of motivation, sense of satisfaction and high service quality. When individuals can cooperate tacitly, the innovation can be achieved finally. These oriented cultures always lead to financial benefits for companies. On the contrast, in weak and unhealthy organizational culture, companies have to control their workers in forceful approach. Employees are pressured to accept the work. Without the active consciousness, they would be lack of creative ability. Even their beliefs are inconsistent with the organizational culture, there are interpersonal conflicts and inefficiency. The different value in the organization should damage the motivation and satisfaction of employees.
在我看來，我們不能否認強大的組織文化對員工的影響。員工可以在工作過程中提高生產力和效率。對于組織來說，為了減少適得其反的行為，增加員工的流動性，應該加強組織文化。事實上，思想的多樣性和強大的組織文化并不矛盾。在健康而強大的組織文化中，員工會為組織工作感到自豪和熱情，并積極履行自己的能力。共同一致的組織文化增強了員工之間的溝通。與同事就方法進行的互動和溝通有助于員工滿足工作需求。這意味著工作是由團隊完成的，而不僅僅是由個人完成的。此外，當人們遇到一項復雜的工作時，一個有各種想法的團隊會完成它。這是最有效的方法。當每個員工都有強烈的方向感和目標感時，組織的效率高于組織文化薄弱時的效率。此外，為了增強組織文化，組織必須為員工提供學習和培訓的機會。在這種情況下，有很強的內部溝通和對組織文化的高度接受。員工充分發揮潛力，具有較高的工作積極性、滿意度和較高的服務質量。當個體能夠默契地合作時，創新才能最終實現。這些導向型文化總是為公司帶來經濟利益。相反，在軟弱和不健康的組織文化中，公司不得不以強有力的方式控制員工。員工被迫接受這份工作。如果沒有主動意識，他們就會缺乏創新能力。即使他們的信念與組織文化不一致，也存在人際沖突和效率低下。組織中不同的價值觀會損害員工的積極性和滿意度。
Organizations with strong cultures have much better performance than organizations with weak cultures. Thus, we found out that organizational culture is the explicit factor of the strategic management, especially for employees. The organizational culture can be used to achieve internal control and take advantage of the opportunities by companies. The common cognitive culture is formed in corporations. In this organisational culture, employees can get identity achievement, which is in favour of high efficiency. For example, in Google, employees are allowed to dress causal, play games, and bring their pets into the company. Google make a kind of happy culture for workers . In fact, the funny organisational culture helps each employees enlarge their incredible ability of creation and efficiency. According to the survey about Google, employees accept the identity of organizational culture and enjoy the cognitive culture. Besides, they have the sense of success as a member of Google. In the process of the survey, they are proud to say they love Google.
文化較強的組織比文化較弱的組織有更好的表現。因此，我們發現組織文化是戰略管理的顯性因素，尤其是對員工而言。組織文化可以用來實現內部控制，并利用公司的機會。共同的認知文化是在企業中形成的。在這種組織文化中，員工可以獲得身份成就，這有利于高效率。例如，在谷歌，員工可以穿著休閑服，玩游戲，并將寵物帶進公司。谷歌為員工創造了一種快樂的文化。事實上，有趣的組織文化有助于每個員工增強他們不可思議的創造能力和效率。根據對谷歌的調查，員工接受組織文化的身份，享受認知文化。此外，作為谷歌的一員，他們也有成功感。在調查過程中，他們自豪地說他們喜歡谷歌。
2.4 The impact of organizational culture on corporate social responsibility 組織文化對企業社會責任的影響
Some people doubt the influence of organizational culture to the social responsibility. They state that organizations do not have a single culture to affect corporate social responsibility. Because the interest and ideology cannot be reflected in the organizational culture, meanwhile it cannot be affect in reverse.
有人懷疑組織文化對社會責任的影響。他們指出，組織沒有單一的文化來影響企業的社會責任。因為利益和意識形態不能反映在組織文化中，同時也不能反過來影響組織文化。
Although there is little empirical research to illustrate the impact of organizational culture on corporate social responsibility, little doubt about this impact exists. Researches of organizational culture from many aspects, including leadership, gender of employees and their intersection. He found that organizational culture can drives organizations rather than vice versa. It is proved that corporate social responsibility is one of products of organizational culture. The corporate social responsibility is formed unawares with the strength of organizational culture. Employees share the common belief and values that always be beneficial for society. In the process of make strategic decisions, the organization with healthy organizational culture embedding sustainability focus on the clear framework systematically and benefits in long term. The strategic options would create sustainable wealth and has social responsible insights. For example, Huawei company to the social responsibility to the industry to serve the country through science and education as its mission to the development of company, the communities in which to contribute to the prosperity of the great motherland, for the revitalization of the Chinese nation, and make unremitting efforts for the well-being of themselves and their families.
雖然很少有實證研究來說明組織文化對企業社會責任的影響，但這種影響幾乎沒有疑問。從領導力、員工性別及其交集等多個方面對組織文化進行研究。他發現組織文化可以驅動組織，而不是反過來。實踐證明，企業社會責任是組織文化的產物之一。企業的社會責任是在組織文化的力量下不知不覺形成的。員工有著共同的信念和價值觀，這些信念和價值總是有益于社會。在戰略決策過程中，具有健康的組織文化嵌入可持續性的組織系統地關注清晰的框架，并從長遠受益。戰略選擇將創造可持續的財富，并具有對社會負責的見解。例如，華為公司以社會責任為己任，以行業科教報國為己任，發展公司，為社會貢獻力量，為偉大祖國的繁榮，為中華民族的振興，為自己和家人的幸福而不懈努力。
3 The way of understanding company culture 理解公司文化的方式
Company culture can be reflected in the way of thinking of employees in the company. It is a kind of thinking mode which is approved by each other about the organisation. The common beliefs shared by the members in the organisation are the essence of organization culture. In public, organizational culture are broadcasted by news, advertisements. The common characteristics of company culture are the symbol of the company. Besides, the organizations tend to cooperate with non-governmental organizations to create organizational value, meanwhile broadcast their culture.
公司文化可以體現在公司員工的思維方式上。這是一種相互認可的關于組織的思維模式。組織中成員共同的信念是組織文化的精髓。在公共場合，組織文化通過新聞、廣告傳播。公司文化的共同特征是公司的象征。此外，組織傾向于與非政府組織合作，創造組織價值，同時傳播其文化。
4 How has the organizational culture affected the strategic management 組織文化如何影響戰略管理
Organizational culture plays a key role in the survival or failure of organizations. In other word, to a certain extent, the strategic management is determined by the culture of organization. We critically analyze its ways of influence on strategic management from 4 points, which are strategic decisions, strategic choices, options and action.
組織文化對組織的成敗起著至關重要的作用。換句話說，戰略管理在一定程度上是由組織文化決定的。我們從戰略決策、戰略選擇、選擇和行動四個方面批判性地分析了其對戰略管理的影響方式。
When the organization makes decision, choices and options, it has to consider its organizational culture. It means that the factor of culture should be embedded into the decision. Organizational culture impacts the degree of employee’s creative ability, task motivation, and work enthusiasm. Individuals always are attracted to engage in organizations with good and strong organizational culture. In the strong organizational culture, employees are positive to respond to their jobs. In this situation, organizational culture contributes to the well operation of the organization. Thus, in the process of make strategic decisions, the organization with healthy organizational culture embedding sustainability focus on the clear framework systematically and benefits in long term. Organizational culture has a significant impact on customer service, further impact on long-term economic performance. The strategic options would create sustainable wealth and has social responsible insights. With a high level of decision-making, healthy and oriented companies are easier to success and attract the same types of customers. The problem for some organizations is not to consider the culture factor in the process of making options and decisions.
當組織做出決定、選擇和選擇時，它必須考慮其組織文化。這意味著文化因素應該嵌入到決策中。組織文化影響員工的創造力、任務動機和工作熱情。個人總是被吸引加入具有良好和強大組織文化的組織。在強大的組織文化中，員工對工作的反應是積極的。在這種情況下，組織文化有助于組織的良好運作。因此，在戰略決策過程中，具有健康的組織文化嵌入可持續性的組織會系統地關注清晰的框架，并從長遠受益。組織文化對客戶服務有顯著影響，進一步影響長期經濟績效。這些戰略選擇將創造可持續的財富，并具有對社會負責的洞察力。有了高水平的決策，健康和有導向的公司更容易成功，并吸引相同類型的客戶。一些組織的問題是在做出選擇和決策的過程中不考慮文化因素。
At the aspect of strategic action, each employee brings a different set of personal experiences and a variety of backgrounds to the company. And the consistency of these individual differences enlarges the organizational customer service. When organizations do service for customers, their strategic action would be comprehensive. It is impossible to provide consistent, companywide customer service without strong organizational culture. That’s why organizations with strong culture tend to spend time teaching, training and reinforcing employees on how to provide excellent service for customers .
在戰略行動方面，每位員工都為公司帶來了不同的個人經歷和各種背景。這些個體差異的一致性擴大了組織的客戶服務。當組織為客戶提供服務時，他們的戰略行動將是全面的。如果沒有強大的組織文化，就不可能提供一致的全公司客戶服務。這就是為什么具有強大文化的組織傾向于花時間教授、培訓和加強員工如何為客戶提供卓越服務的原因。
Conclusion 結論
This assignment analyzes the organizational culture and its impact on the strategic management from four perspectives, which are clients, vendors and employees and corporate social responsibility. In fact, the organizational culture is the basic beliefs of the company that are accepted by clients and shared by employees. We found out that the organizational culture has positive impact on customers. A strong organizational culture will generally attract the customers and make loyalty to the organization. For partners, in strong organizational culture, they have to do their best to integrate the organizational culture. In addition, as employees of the organization, they are affected by organizational culture how to treat tasks and make objectives. It means that organizational culture influences their ways that make decisions, feelings. After the analysis of the impact of organizational culture, we state the company culture can be reflected in the way of thinking of employees in the company. Meanwhile, the organization with healthy organizational culture focuses on the clear framework systematically and benefits in long term. And the consistency of these individual differences enlarges the organizational customer service. Additionally, unhealthy organizational culture do harm to the corporation management. For the organization, the culture should be assessed and changed in order to improve its operation.
本文從客戶、供應商和員工以及企業社會責任四個角度分析了組織文化及其對戰略管理的影響。事實上，組織文化是公司的基本信念，為客戶所接受，為員工所共享。我們發現組織文化對客戶有積極的影響。強大的組織文化通常會吸引客戶并對組織產生忠誠度。對于合作伙伴來說，在強大的組織文化中，他們必須盡最大努力整合組織文化。此外，作為組織的員工，他們如何對待任務和制定目標也受到組織文化的影響。這意味著組織文化會影響他們的決策方式和感受。在分析了組織文化的影響后，我們認為公司文化可以體現在公司員工的思維方式上。同時，具有健康組織文化的組織注重系統清晰的框架，并從長遠受益。這些個體差異的一致性擴大了組織的客戶服務。此外，不健康的組織文化也會對企業管理造成危害。對于組織來說，應該評估和改變文化，以改進其運作。
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