Organizational culture
Abstract胶枪: Organizational culture is the "intangible asts" of the enterpri, is the "core competence" of each enterpri and it plays an important role in the development of enterpri, even is related to enterpris' survival. However, organizational culture is not unchangeable and immutable, but should be continuous development .Organizational culture has condend function, guide function, incentive function, constraint function. The cond special motor LTD in Nanjing in after a period of development has been a rapid development of organizational culture, but there are still some problems, this article will analysis from the following veral aspects, put forward the solution.
Key words: Organizational culture Construction Strategy
抗日将领Along with the continued development of reform and opening up, along with the state-owned reform gradually thorough, as we gradually into the WTO, especially with the growing of private economy, the economic situation of our country changed, every aspect of the situation in the economic field has great changes have taken place: on the basis of the
market and the combination of national regulation to preliminary establishment of socialist market economy, with public ownership as the main body, a variety of ownership economy common development of the economic system established, to distribution according to work as the main body, a variety of modes of distribution coexist system has begun to take shape, dominated by the state, give full play to social and personal power of the social curity system has begun to take shape. Facing this kind of dramatic change and profound changes, as the main body of the socialist market economy enterpri, in order to ensure survival and development in the fierce market competition, it is necessary to promote the development of the enterpri each work, and organizational culture construction is one of the important items. So how does the social change of role in the corporate culture? organizational culture should be how to adapt to different stages of development? This article to analyze this problem from the perspective of organizational culture construction and put forward their own views. 歌唱祖国曲谱
1.Modern organizational culture and the cond special motor LTD in Nanjing’s overview
（1）The definition of corporate culture
There ems to be wide agreement that organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. This system of shared meaning is, on clor examination, a t of key characteristics that , in aggregate, capture the esnce of an organization’s culture.①Innovation and risk taking.② Attention to detail.③Outcome orientation.④People orientation. ④Team orientation. ⑤Aggressiveness.⑥Stability.And in general, the organizational culture can be divided into three levels: surface layer of organizational culture, deep shallow culture and organizational culture. Three levels system connect with each other, depend on each other, interaction, constitute the system of organizational culture, common effect on the development of enterpris.
(2)The functions of organizational culture
Culture performs a number of functions within an organization.First, it has a boundary-defining role: that is creates distinctions between one organization and others. Second,it conveys a n of identity for organization members. Third, culture facilitates the genera
tion of commitment to something larger than one’s individual lf interest. Fourth, it enhances the stability of the social system. Culture is the social glue that helps hold the organization together by providing appropriate standards for what employees should say and do. Finally, culture rves as a n-making and control mechanism that guides and shapes the attitudes and behavior of employees. It is this last function that is of particular interest to us.Culture defines the rules of the game.
(3) The cond special motor LTD in Nanjing development history overview
The cond special motor LTD is located in the east of Nanjing. Company predecessor is Nanjing motor factory, founded in 1972, mainly produces T72S ries three-pha asynchronous motor, products sold throughout the country, well received by urs. Along with the development of the state electricity utility, electric adjustment of product structure in 1986 and the Shanghai institute of technology cooperation in joint development for fan motor technology, pump load matching YDT ries pole-changing energy-saving motor, has the advantages of novel structure, high efficiency, energy saving effect is remarkable,
low noi, high generalization degree ,are widely ud in metallurgy, mining, textile, printing and dyeing, chemical, building and civilian facilities and other departments, the company existing staff 80 people, engineering technical personnel 18 people, with a full range of motor processing and testing equipment, can produce 80 to 355 motor ba, annual output of more than 8000 ts. Products by the technical supervision of Jiangsu province motor testing station sampling shall be qualified for many times, and obtained ISO9001 quality certification. Products for aerospace machinery, capital of electronic industry. The penetration testing center, Shanghai Pudong airport, Shanghai rail transit, cotton beach power plant in Guangdong, Meizhou missile Arnal, Shanghai baosteel, Shanxi Taiyuan and other national key projects and large enterpris supporting. Company quality policy: quality is the life of the enterpri, customer satisfaction is our goal.
2.Problems existing in the organizational culture construction in the company
普罗米修斯盗火跳的成语After a period of development, the company focud on customer orders on time accordi
ng to the point, not occur the phenomenon of delayed delivery. On the basis of existing customers, and constantly explore potential customers, develops the market. Employees basic practice of distribution according to work, work more, complete ts of superior indexes. And take part in some of the local charity activities, improve the visibility and reputation of its own. Boss e in many other companies have corporate culture, think about your not backward, also to make a. So, the bitter thought for a long time, listed some provisions and a hanging on the wall, everything is all right, and never go unnoticed, predictable results. But the interesting thing is, often boss also feel suspicious, the somebody el 's corporate culture so prosperous, for the promotion of enterpri contribution so big, why our company has no effect, so, at the meeting is to emphasize implementation, but also have no special people to decode below, also does not have the professional person to enterpri's internal and external conditions, some problems faced by the analysis of related rearch, put forward feasible measures and ways. Is common in human resources, administrative offices, mass of party branch, trade unions and other departments, this to the right, the key is neither specific instructions and requirements, no 培训协议合同范本
clear authority and responsibility, so, the result is not unknown, leading to their own organizational culture construction archaeological travesty, finally employees don't know what do you want them to do.
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