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组织文化是个常用术语,却很少对它进行定义。但由于近来强调全面质量管理(TQM)以及TQM为人们普遍接受,极大地增强了较准确定义组织文化的需要。人们已把TQM定义为研究组织文化之间相互关系的方法。与TQM有关的组织文化注重向员工授权,认可组织的人力资源及其它类似提法的价值,重点放在需要什么,而不是文化是指什么,如何获得引人注目的结果。按照Ott.说法,组织文化具有五种属性:1.语言;2.人工制品及其特征标志;3.行为方式;4.基本假定;5.亚文化群体。组织文化最初的含义是,愿意实施TQM的组织首先必须确定与上述属性有关的文化,为使TQM得以顺利实施,必须认真对待任何查明的疏
Organizational culture is a common term, but it is rarely defined. However, due to the recent emphasis on Total Quality Management (TQM) and TQM for universal acceptance, the need for more accurate definition of organizational culture has been greatly enhanced. People have defined TQM as a method for studying the interrelationships between organizational cultures. The organizational culture associated with TQM focuses on empowering employees, recognizing the organization’s human resources and other similar references, focusing on what is needed, rather than what the culture means, and how to obtain compelling results. According to Ott., organizational culture has five attributes: 1. Language; 2. Artifacts and their signatures; 3. Behaviors; 4. Basic assumptions; 5. Subculture groups. The initial implication of organizational culture is that organizations willing to implement TQM must first identify the culture associated with the above attributes. To ensure the smooth implementation of TQM, any identified sparseness must be taken seriously.