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英国毕业论文格式:组织文化对绩效的影响

一个组织的发展据说涉及到一些具体的因素,这些因素负责在有效性的基础上改进可持续性。随着生产力范围的提高,员工的承诺是根据组织的目标、价值观和规范来领导的,这些目标、价值观和规范有助于改善组织文化。据说,绩效和文化是建立在业务流程之间完美关联的基础上的相互关系(McLean 2010)。文化的构建是基于不同业务流程的基础上的操作复杂性开始的。

一个商业组织的竞争优势可以通过强大的文化建立和联系来获得。一个组织的文化能够为克服绩效测量中的障碍而测量限制(Millett和Boyle 2013)。这些局限性说明,员工绩效与文化呈负相关关系,员工的绩效受到文化的严重影响。基于员工绩效的不同信念和价值观有助于组织的关联。一个组织的文化有助于将导致有效管理组织过程的联合关系内在化。组织的文化和生产力有助于提高绩效(Nica 2013)。绩效和文化之间的积极联系有助于提高整个组织的结果。整个组织的工作绩效会强烈影响on组织的文化,因为它会导致生产力的提高。企业的价值观和规范是建立在影响劳动力管理的不同文化的基础上的(Razalli 2010)。在整个商业组织中,强大的文化导致能够有效地管理员工。企业文化的力量和性质影响着企业组织的有效性和可持续性。当组织的基本任务发生变化时,组织文化的每个方面都会发生变化(Schein 2010)。

Kandula(2006)曾提到,提供良好性能的关键是有一个强大的文化基础。由于组织文化的差异和变化,类似的策略往往不会为位于同一位置、跨同一行业的两个不同的业务组织产生特定的结果。一种强大而积极的文化有助于使一个普通的个人获得卓越的业绩和成就,而一种软弱而消极的文化则可能导致优秀的工作人员因业绩不佳而失去动力,而最终一无所获。因此,组织文化在组织绩效和绩效管理中起着直接而积极的作用(Steel 2010)。

从表面上看,文化可以表现为可见的故事、历史、着装规范、行为、语言、口号和符号等任何对象。然而,这些可见的迹象可以被识别为每个员工的共同假设、信念和核心价值观,帮助定义企业中的组织文化。


英国毕业论文格式 :组织文化对绩效的影响

Development of an organization is said to be involving specific factors responsible for improvement of sustainability based on effectiveness. With improved scope of productivity, employee commitment is led in accordance with the objectives, values and norms of the organization that assists in improvement of organizational culture. Performance and culture is said to be involving an interrelation on the basis of perfect association among the processes of business (McLean 2010). The construct of culture is initiated on the basis of operational complications with the base of different business processes.
The competitive edge of a business organization can be attained by strong establishment and association of the culture. The culture of an organization enables the measurement of limitation for overcoming the barriers in measurement of performance (Millett and Boyle 2013). These limitations depict that employee performance and culture are negatively correlated as performance of an employee is affected by it badly. The different beliefs and values on the basis of employee performance assist in the association of organization. The culture of an organization assists to internalize joint relationship leading towards the effective management of processes in the organization. The culture and productivity of organization assists the improvement of performance (Nica 2013). The positive association between performance and culture assists the improvement of results across the organization. The performance of job across the organization strongly affects the culture of on organization as it results in the enhancement of productivity. The values and norms of the business are set on the basis of different cultures impacting the management of work force (Razalli 2010). Across the business organization, strong culture results in enabling the efficient and effective management of employees within the work force. The power and nature of culture in an organization impacts the effectiveness and sustainability of the business organization. When there is change in the underlying mission of an organization, there is also an occurrence of change within each and every aspect across the culture of an organization (Schein 2010).
It had been mentioned by Kandula (2006) that the key for delivery of good performance is having a strong base of culture. Because of the differences and variations in culture of an organization, similar strategies do not tend to be yielding certain results for two different business organizations within the same location and across the same industry. A strong and positive culture helps in making an average individual to delivery brilliant performance and achievement in which a weak and negative culture may result in demotivation of outstanding work force for delivering under- performance, while ending up with no achievements. Therefore, culture of an organization plays a direct and active role in organizational performance and the management of performance as well (Steel 2010).
At the level of surface, culture can be presented as visible stories, histories, dress codes, behaviours, languages, slogans and symbols, and any other such objects. However, these visible signs can be identified as the shared assumptions, beliefs and core values of each and every employee assisting the definition of organizational culture within the business.