Assignment代写范例：Organizational Culture Analysis
Assignment代写范例-组织文化分析。本文是一篇由本站代写服务提供的留学生assignment范文，主要内容是讲述是分析组织文化及其对战略管理的影响，首先，在分析组织文化对战略管理的重要性之前，我们应该弄清楚什么是组织文化。其次，我们从客户、合作伙伴、员工和企业社会责任四个方面批判性地分析了其对战略管理的影响。最后，本文对批判性分析的结论进行了总结，并对企业的战略管理提出了一些建议。下面就一起来看一下这篇Assignment代写范例的具体内容。
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.
本文的目的是分析组织文化及其对战略管理的影响。近年来，人们越来越频繁地讨论和强调组织文化的重要性。人们开始从客户、供应商和员工等多个角度关注组织文化对企业管理的影响。首先，在分析组织文化对战略管理的重要性之前，我们应该弄清楚什么是组织文化。从而找到了组织文化的定义。其次，我们从客户、合作伙伴、员工和企业社会责任四个方面批判性地分析了其对战略管理的影响。在一定程度上，战略管理是由组织文化决定的。强大的组织文化为公司提供了清晰明了的经营理念。相反，薄弱的组织文化总是与没有明确的战略管理联系在一起。换句话说，员工不知道如何在工作场所开展业务，公司也没有适合客户的性格。通过大量的例子和文献，批判性地分析了组织文化对理解战略管理的重要性。最后，本文对批判性分析的结论进行了总结，并对企业的战略管理提出了一些建议。
1 The concept of organizational culture 组织文化的概念
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.
什么是组织文化？事实上，组织文化是公司的基本信念，为客户所接受，为员工所共享。组织文化的定义有很多。组织文化是公司的共同价值观，它发展了对公司机遇和制约因素的理解。指出管理者认为组织文化是一种有效的控制工具，可以影响人们的思想、信仰和价值观。换句话说，组织文化可以用来实现内部控制，并利用公司的机会。组织文化由组织价值观、工作信念和习惯组成。它是组织成员认可的各种思维和感受方式。换言之，尽管大型组织中存在着不同的文化，但管理团队中存在着信仰的共同特征。组织中成员共同的信念是组织文化的精髓。这是一种相互认可的组织思维模式。在组织文化中，人和群体相互作用，包括客户、合作伙伴和员工。组织文化的力量不容忽视，因为它激励员工，吸引客户，促进与合作伙伴的合作。例如，《要么最好，要么什么都没有》。这是梅赛德斯-奔驰公司的使命，他们的组织文化是完美、责任和魅力。完美，包括舒适性、质量和安全性。责任包括客户关怀、可持续发展和创新。魅力包括赛车运动、生活方式和设计精髓。直到今天，这种领导力期望仍然是每一位梅赛德斯员工思想和行动的基础。
2 The impact of organizational culture on strategic management 组织文化对战略管理的影响
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.
组织文化在企业战略管理中发挥着重要作用。事实上，组织文化是决定组织成败的一个因素。换句话说，战略管理在一定程度上是由组织文化决定的。我们从客户、合作伙伴、员工和企业社会责任四个方面批判性地分析了它对战略管理的影响。我们不能否认，许多结果都与组织文化直接或间接相关。
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.
在组织文化中，人和群体相互作用，包括客户、合作伙伴和员工。这意味着良好的组织文化可以带来以下好处，包括完美的客户服务、与合作伙伴的高效合作、始终如一的员工表现和强大的社会责任感。
2.1 The impact of organizational culture on customers 组织文化对客户的影响
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.
文化可以被视为公司内部的某种协议。每个员工都为公司带来了不同的个人经历和各种背景。这些个体差异的一致性扩大了组织的客户服务。我们可以否认组织文化对客户有积极影响。强大的组织文化通常会吸引客户并对组织产生忠诚度。事实上，优秀的客户服务是由员工在共同的组织文化中提供的。客户服务不仅是客户服务部门员工的责任，也是组织中每一位员工的责任。换句话说，健康而强大的组织文化专注于提供卓越的客户服务。原因是，具有强大文化的组织往往会花时间教授、培训和加强员工如何为客户提供卓越服务。良好的组织文化注重长期发展。为了实现这一目标，公司产生了为客户提供高质量产品或服务的动机。拥有训练有素的员工，组织可以提供有才华和卓越的客户服务。
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.
组织文化对客户服务有显著影响，进一步影响长期经济绩效。原因如下。卓越的客户服务需要团队合作和始终如一的公司价值观相结合。在业务过程中，具有强大文化的组织会相互帮助，实现整合。它比个人操作的效率更高。相反，不健康的组织文化由于缺乏合作而损害了客户服务。不合适的文化会显著降低组织的有效性。在一定程度上，组织文化可以吸引更多的客户，并为组织带来成功。例如，中国著名的海尔文化，他们的服务理念是“用户永远是对的”和“用户烦恼降到零”，这表明一个成功的企业文化，他们对客户的态度有很大的影响。因为每家公司都有自己的文化，所以能够吸引到各种各样的客户，这也是一种战略管理的方法。
2.2 The impact of organizational culture on partners 组织文化对合作伙伴的影响
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.
在合作过程中，组织文化是合作伙伴面临的最大问题之一。当文化难以融合时，合作就无法成功实现。如果合作伙伴不能认同组织文化，就会出现沟通问题和群体间冲突。
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.
促进合作的一种方式是文化领导力。组织文化应根据实际情况适当改变。另一方面，在强大的组织文化中，合作伙伴必须尽最大努力与文化互动。究其原因，在冲突解决和沟通的过程中，文化的互动具有重要的作用。特别是在国际合资企业中，组织文化差异明显。对于合作伙伴来说，他们必须采取融入文化的策略。
2.3 The impact of organizational culture on employees 组织文化对员工的影响
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.
员工会受到组织文化的影响，即如何处理任务和制定目标。这意味着组织文化会影响他们的决策方式和感受。当他们面临困难和机遇时，他们会在不同的组织文化中采取不同的行动。只有当员工适应了组织文化，他们才能满足工作。原因是员工认同这种文化和价值观。这也是公司对员工的战略管理。
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.
组织文化在一定程度上影响员工的创造力、任务动机和工作热情。个人总是被吸引加入具有良好和强大组织文化的组织。在强大的组织文化中，员工对工作的反应是积极的。在这种情况下，组织文化有助于组织的良好运作。拥有强大文化的组织拥有明显的信仰和价值观。因此，员工可以接受文化并接受文化。特别是对于服务领域的组织来说，强大的文化激励员工提供高质量的服务，并对组织负责。换言之，发展强大而富有成效的文化使组织符合其愿景和目标。激发员工的积极性和忠诚度。组织很容易促进一致性并鼓励协调。在这种情况下，强大的组织文化使组织更有效率。此外，在强大的组织文化中，可以增强不同部门的团队精神。相反，薄弱的文化不能导致组织和员工之间的一致性。如果他们不适合组织文化，员工会觉得与公司没有关系，工作满意度会降低。
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，有一些论点认为，强大的组织文化会带来欧文·詹尼斯所描述的群体思维的风险。当组织文化强大时，成员往往会毫无目的地相信自己的想法。思维方式是固定的。一旦他们投入到事物中，思维模式就会迅速而容易地形成。在强大的组织文化中，人们努力达成一致，而不是寻找行动的替代方案。这意味着个人倾向于遵循传统文化，不想挑战组织思维。在强大的组织文化中，创造和创新的能力会降低。
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.
在我看来，我们不能否认强大的组织文化对员工的影响。员工可以在工作过程中提高生产力和效率。对于组织来说，为了减少适得其反的行为，增加员工的流动性，应该加强组织文化。事实上，思想的多样性和强大的组织文化并不矛盾。在健康而强大的组织文化中，员工会为组织工作感到自豪和热情，并积极履行自己的能力。共同一致的组织文化增强了员工之间的沟通。与同事就方法进行的互动和沟通有助于员工满足工作需求。这意味着工作是由团队完成的，而不仅仅是由个人完成的。此外，当人们遇到一项复杂的工作时，一个有各种想法的团队会完成它。这是最有效的方法。当每个员工都有强烈的方向感和目标感时，组织的效率高于组织文化薄弱时的效率。此外，为了增强组织文化，组织必须为员工提供学习和培训的机会。在这种情况下，有很强的内部沟通和对组织文化的高度接受。员工充分发挥潜力，具有较高的工作积极性、满意度和较高的服务质量。当个体能够默契地合作时，创新才能最终实现。这些导向型文化总是为公司带来经济利益。相反，在软弱和不健康的组织文化中，公司不得不以强有力的方式控制员工。员工被迫接受这份工作。如果没有主动意识，他们就会缺乏创新能力。即使他们的信念与组织文化不一致，也存在人际冲突和效率低下。组织中不同的价值观会损害员工的积极性和满意度。
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.
文化较强的组织比文化较弱的组织有更好的表现。因此，我们发现组织文化是战略管理的显性因素，尤其是对员工而言。组织文化可以用来实现内部控制，并利用公司的机会。共同的认知文化是在企业中形成的。在这种组织文化中，员工可以获得身份成就，这有利于高效率。例如，在谷歌，员工可以穿着休闲服，玩游戏，并将宠物带进公司。谷歌为员工创造了一种快乐的文化。事实上，有趣的组织文化有助于每个员工增强他们不可思议的创造能力和效率。根据对谷歌的调查，员工接受组织文化的身份，享受认知文化。此外，作为谷歌的一员，他们也有成功感。在调查过程中，他们自豪地说他们喜欢谷歌。
2.4 The impact of organizational culture on corporate social responsibility 组织文化对企业社会责任的影响
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.
有人怀疑组织文化对社会责任的影响。他们指出，组织没有单一的文化来影响企业的社会责任。因为利益和意识形态不能反映在组织文化中，同时也不能反过来影响组织文化。
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.
虽然很少有实证研究来说明组织文化对企业社会责任的影响，但这种影响几乎没有疑问。从领导力、员工性别及其交集等多个方面对组织文化进行研究。他发现组织文化可以驱动组织，而不是反过来。实践证明，企业社会责任是组织文化的产物之一。企业的社会责任是在组织文化的力量下不知不觉形成的。员工有着共同的信念和价值观，这些信念和价值总是有益于社会。在战略决策过程中，具有健康的组织文化嵌入可持续性的组织系统地关注清晰的框架，并从长远受益。战略选择将创造可持续的财富，并具有对社会负责的见解。例如，华为公司以社会责任为己任，以行业科教报国为己任，发展公司，为社会贡献力量，为伟大祖国的繁荣，为中华民族的振兴，为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.
公司文化可以体现在公司员工的思维方式上。这是一种相互认可的关于组织的思维模式。组织中成员共同的信念是组织文化的精髓。在公共场合，组织文化通过新闻、广告传播。公司文化的共同特征是公司的象征。此外，组织倾向于与非政府组织合作，创造组织价值，同时传播其文化。
4 How has the organizational culture affected the strategic management 组织文化如何影响战略管理
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.
组织文化对组织的成败起着至关重要的作用。换句话说，战略管理在一定程度上是由组织文化决定的。我们从战略决策、战略选择、选择和行动四个方面批判性地分析了其对战略管理的影响方式。
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.
当组织做出决定、选择和选择时，它必须考虑其组织文化。这意味着文化因素应该嵌入到决策中。组织文化影响员工的创造力、任务动机和工作热情。个人总是被吸引加入具有良好和强大组织文化的组织。在强大的组织文化中，员工对工作的反应是积极的。在这种情况下，组织文化有助于组织的良好运作。因此，在战略决策过程中，具有健康的组织文化嵌入可持续性的组织会系统地关注清晰的框架，并从长远受益。组织文化对客户服务有显著影响，进一步影响长期经济绩效。这些战略选择将创造可持续的财富，并具有对社会负责的洞察力。有了高水平的决策，健康和有导向的公司更容易成功，并吸引相同类型的客户。一些组织的问题是在做出选择和决策的过程中不考虑文化因素。
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 .
在战略行动方面，每位员工都为公司带来了不同的个人经历和各种背景。这些个体差异的一致性扩大了组织的客户服务。当组织为客户提供服务时，他们的战略行动将是全面的。如果没有强大的组织文化，就不可能提供一致的全公司客户服务。这就是为什么具有强大文化的组织倾向于花时间教授、培训和加强员工如何为客户提供卓越服务的原因。
Conclusion 结论
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.
本文从客户、供应商和员工以及企业社会责任四个角度分析了组织文化及其对战略管理的影响。事实上，组织文化是公司的基本信念，为客户所接受，为员工所共享。我们发现组织文化对客户有积极的影响。强大的组织文化通常会吸引客户并对组织产生忠诚度。对于合作伙伴来说，在强大的组织文化中，他们必须尽最大努力整合组织文化。此外，作为组织的员工，他们如何对待任务和制定目标也受到组织文化的影响。这意味着组织文化会影响他们的决策方式和感受。在分析了组织文化的影响后，我们认为公司文化可以体现在公司员工的思维方式上。同时，具有健康组织文化的组织注重系统清晰的框架，并从长远受益。这些个体差异的一致性扩大了组织的客户服务。此外，不健康的组织文化也会对企业管理造成危害。对于组织来说，应该评估和改变文化，以改进其运作。
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