Assignment代写参考范例-评估组织价值和结构。本文是一篇留学生assignment写作范文,主要内容是讲述组织文化可以定义为企业的一个功能要素,包括组织价值观、经验和信念以及组织的文化规范。这些值和属性的特定集合由组织内的员工共享,并根据他们之间的交互级别进行控制。组织文化的主要保护者是组织内的员工和组织外的利益相关者。因此,本篇作业讨论了组织文化和行为的关键方面,并涵盖了与组织管理相关的基本理论。
Organization culture can be defined as a functional element of a business that comprise of organizational values, experiences and beliefs and the cultural norms of the organization. The specific collection of these values and attributes are shared by the employees within an organization and are controlled according to the level of interaction between them. The main protectors of organizational cultures are the employees within the organization and the stakeholders outside the organization. Thus this assignment discusses the key aspects of organizational culture and behaviour and also covers basic theories related to organizational management.
Organizational values can be attributed to the beliefs and ideas of the individuals within the organizations regarding the strategic goals. The organizational values are conveyed right from the top of the organizational pyramid to the bottom. As far as organizational culture is concerned, there are various factors comprising of the organizational culture. These factors include employees, creation of values, growth, commitment, motivation and future emphasis. Organizational values and culture influences the kind of behaviour individuals carry within a work place. Thus these are the basic concept regarding organizational culture and values.
组织价值观可归因于组织内个人对战略目标的信念和想法。组织价值观从组织金字塔的顶部向下传达。就组织文化而言,构成组织文化的因素多种多样。这些因素包括员工、价值观创造、成长、承诺、动机和未来重点。组织价值观和文化会影响个人在工作场所的行为。因此,这些是关于组织文化和价值观的基本概念。
It is a well known fact that an organization cannot succeed without a sound organizational culture and positive behaviour of the individuals comprising the organization. There are various factors that influence the behaviour of individuals and are an important part of the organizational culture. All these phenomenons and other activities such as coordination, task allocations which are collectively directed towards achieving the organizational objectives consist of the organizational structure.
众所周知,一个组织如果没有健全的组织文化和组织成员的积极行为,就不可能成功。影响个人行为的因素多种多样,是组织文化的重要组成部分。所有这些现象和其他活动,如协调、任务分配,都是为了实现组织目标而共同进行的,这些活动构成了组织结构。
Most of the organizations have organization structures comprising of the clustered entities. The structure of an organization depends of its objectives and the strategies which are formulated to achieve these objectives. Organizational structure enables giving responsibilities for different business operations to various business entities such as department, workgroup or team, individuals and many more. If an organization doesn’t have a sound structure, there are chances that it might face difficulties in achieving its objectives. We shall now discuss organizational structure and culture in more detail.
大多数组织具有由集群实体组成的组织结构。组织的结构取决于其目标和为实现这些目标而制定的战略。组织结构使各种业务实体(如部门、工作组或团队、个人等)能够承担不同业务运营的责任。如果一个组织没有一个健全的结构,那么它很可能在实现目标方面面临困难。我们现在将更详细地讨论组织结构和文化。
Organizations witness different cultures because they consist of different types of individuals. The culture within an organization has direct implications on its performance and also reflects its values and beliefs. If there is no alignment between the organizational culture and the company’s business strategies, the company will struggle to work with full potential and satisfy the objectives of its stakeholders. There are many types of organizational cultures as suggested by various academic scholars. First of all, there can be ‘Collaborate’ organizational culture which is found where the workplace is open and friendly and employees share lot of things among themselves. Next is the ‘Create’ culture wherein the workplace is dynamic, entrepreneurial and innovative and experimentation is considered to be the driving factor for development. Then we have the ‘Control’ culture wherein the organization is very structured and formal and employee behaviour is governed by the set rules and procedures. Finally, we have ‘Competitive’ culture which is observed in the results seeking organizations with employees being highly competitive, goal-oriented and productive. Thus these are different types of organizational cultures which have direct or indirect effects of business performance.
组织见证了不同的文化,因为它们由不同类型的个人组成。组织内的文化对其绩效有直接影响,也反映了其价值观和信念。如果组织文化和公司的商业战略之间没有一致性,公司将努力发挥全部潜力,满足利益相关者的目标。不同学术学者提出的组织文化有多种类型。首先,可以有“协作”的组织文化,这种文化在工作场所是开放和友好的,员工之间分享很多东西。其次是“创造”文化,其中工作场所充满活力、企业家精神和创新精神,实验被认为是发展的驱动因素。然后我们有“控制”文化,其中组织非常结构化和正式,员工行为受既定规则和程序的约束。最后,我们有“竞争”文化,这种文化在追求结果的组织中得到了体现,员工具有高度竞争性、目标导向性和生产力。因此,这些是对企业绩效有直接或间接影响的不同类型的组织文化。
The main factor of organizational structure and culture that drives the performance is leadership. Leadership is characterized by the focus on internal business environment, organizational effectiveness and business results. Thus all the organizations thrive to create a sustainable and robust culture that ensures future viability of the business and enhanced performance. Figure 1 explains the main factors of organizational culture and its impact on performance.
推动绩效的组织结构和文化的主要因素是领导力。领导力的特点是关注内部业务环境、组织效率和业务结果。因此,所有的组织都在蓬勃发展,以创造一种可持续和强大的文化,确保业务的未来生存能力并提高绩效。图1解释了组织文化的主要因素及其对绩效的影响。
Factors influencing Individual behaviour 影响个人行为的因素
Individual behaviour within a workplace is influenced by various factors such as emotions, culture, persuasion, values, norms, ethics and personal attitudes. The main factor influencing human behaviour is the work environment and organizational culture. For example, if an employee is highly motivates within a workplace, he/she would develop a positive approach towards work and the productivity will increase along with the profits. On the other hand, if an individual faces issues such as ignorance, demoralization, corruption and unethical behaviour, this will have a negative impact of the individual’s behaviour. Moreover the individual’s abilities and skills, perception and personality also help in determining his/her behaviour within an organization. Thus there are the main factors that affect an individual’s behaviour within an organization.
工作场所的个人行为受到各种因素的影响,如情绪、文化、说服力、价值观、规范、道德和个人态度。影响人类行为的主要因素是工作环境和组织文化。例如,如果一名员工在工作场所内具有很强的积极性,他/她将发展出积极的工作方式,生产力将随着利润的增加而提高。另一方面,如果个人面临无知、道德败坏、腐败和不道德行为等问题,这将对个人的行为产生负面影响。此外,个人的能力和技能、感知能力和个性也有助于确定他/她在组织内的行为。因此,有一些主要因素影响个人在组织内的行为。
Organizational Theories 组织理论
There are various organizational theories in academic literature using which the organizations survive in the competitive market. The foremost organizational theory is the ‘contingency’ theory which suggests that whenever the company management takes important decision, they should consider all the aspects of the company’s current performance and act accordingly. Next is the ‘systems’ theory which considers the organizations in a broader perspective and helps in interpreting the market and anticipating the needs of customers. Then we have the ‘scientific management’ theory which helps in accurate measurement and monitoring of organizational tasks and also the strategies developed in order to achieve these goals. Finally there is the ‘human relations’ theory which supports the idea of trade unions and government regulations. According to this theory, more emphasis is given to employees and their potential in the organization.
学术文献中有各种组织理论,组织在竞争市场中生存。最重要的组织理论是“偶然性”理论,该理论认为,每当公司管理层做出重要决策时,他们都应该考虑公司当前绩效的所有方面,并据此采取行动。其次是“系统”理论,它从更广泛的角度考虑组织,有助于解释市场并预测客户的需求。然后我们有了“科学管理”理论,它有助于准确衡量和监控组织任务,以及为实现这些目标而制定的战略。最后是“人际关系”理论,它支持工会和政府规章的理念。根据这一理论,人们更加重视员工及其在组织中的潜力。
The main culture and subculture within an organization plays an important role in the company and is also vital for its success or failure. Thus these are the basic organizational theories that play a significant role in organizational management. These theories help in every aspect of organizational management as they help is management operations such as sales forecast, performance monitoring, decision making, enhancing the business networks and so on. Thus we shall now discuss about management theories and organizational culture of two organizations namely Google and Microsoft.
组织内的主要文化和亚文化在公司中起着重要作用,对公司的成败也至关重要。因此,这些是在组织管理中发挥重要作用的基本组织理论。这些理论在组织管理的各个方面都有帮助,因为它们有助于管理运营,如销售预测、绩效监控、决策制定、增强业务网络等。因此,我们现在将讨论两个组织的管理理论和组织文化,即谷歌和微软。
Google have very different and unique approaches towards management. The main management approach of Google is effective employee handling and motivation by providing a wonderful experience at work. All Google employees are called as ‘Googlers’ and the whole organizational culture of Google is very unique. For example, employees have the liberty to comment on the company’s strategies or give suggestions to the top management personals. The company management principles consider all its employees equally important for the success of the company. Googlers were allowed to carry their pets at workplace, were given free lunch and snacks and other amenities. Thus one can clearly suggest that Google’s zero percent employee turnover rate is an excellent testament to its respectable organizational culture.
谷歌在管理方面有着非常不同和独特的方法。谷歌的主要管理方法是通过提供出色的工作经验来有效地处理员工和激励员工。所有谷歌员工都被称为“谷歌员工”,谷歌的整个组织文化非常独特。例如,员工有权对公司的战略发表意见或向最高管理人员提出建议。公司管理原则认为,所有员工对公司的成功同样重要。谷歌员工被允许在工作场所携带宠物,并获得免费午餐、零食和其他便利设施。因此,人们可以清楚地表明,谷歌的员工流失率为零,这是其令人尊敬的组织文化的极好证明。
Moving onto Microsoft, managers here are described as ‘Mentors’ and employees as ‘Pupils’. Mentors in Microsoft carry high profile with a wealth of knowledge and experience whereas pupils are encouraged to be hard-working and enthusiastic to take risks. Microsoft has been successful over the years by using a sound organizational structure. The company is managed by 10 Board of Directors who are elected every year. The company is sub-categorized into various teams that handle critical aspects of business. All the employees of Microsoft share the same values and beliefs and the expectations they have from the company. These shared views affect the company’s performance, decision making and also team performance. Employees are allowed to grow within the company as a part of the strong organizational culture Microsoft has. Thus over the years, Microsoft has successfully used its organizational culture and resources in order to achieve its business objectives.
进入微软后,这里的管理者被称为“导师”,员工被称为学生。微软的导师们以丰富的知识和经验而备受瞩目,而学生们则被鼓励努力工作,积极冒险。多年来,微软通过使用健全的组织结构取得了成功。公司由每年选举产生的10名董事会管理。公司分为处理业务关键方面的各个团队。微软的所有员工都拥有相同的价值观、信念和对公司的期望。这些共同的观点会影响公司的绩效、决策以及团队绩效。作为微软强大的组织文化的一部分,员工可以在公司内部成长。因此,多年来,微软成功地利用其组织文化和资源来实现其业务目标。
Thus these are the different approaches towards management of two organizations namely Google and Microsoft. There is one thing common between the two companies as far as the role of technology in organizational culture is concerned. Both the companies are equipped with latest technological gadgets that make it easy for them to give good performance, analyze markets, anticipate future forecasts and many more. One can clearly comment that indeed the organizational culture and sound approaches towards organizational management are the basic elements needed by the organization to have an edge over its rivals. Thus we shall now discuss about various leadership styles and their effectiveness in leadership approaches.
因此,这是两个组织(即谷歌和微软)管理的不同方法。就技术在组织文化中的作用而言,两家公司有一个共同点。这两家公司都配备了最新的技术设备,使他们能够轻松地提供良好的业绩、分析市场、预测未来预测等。人们可以清楚地评论说,组织文化和组织管理的健全方法确实是组织战胜竞争对手所需的基本要素。因此,我们现在将讨论各种领导风格及其在领导方法中的有效性。
Importance of different leadership styles 不同领导风格的重要性
Leadership style can be defined as the effective behaviour of leaders towards achieving team objectives and management of the team. It can also be considered as the way of giving direction to others, implementing strategies and motivating individuals. There are numerous leadership styles discussed in the academic history. We shall now discuss about different leadership styles and their importance in organizational performance. The first is ‘autocratic’ style where all the decision making authority lies with the leader. Here the leader doesn’t pay much attention to the suggestions given to him/her and all the initiatives taken are the leader’s responsibility. The only advantage here is that the leader possesses extreme wealth of knowledge and experience which is used to achieve organizational goals. Next is the ‘Participative’ style wherein the leader consults his/her group of team before making decisions. This is very advantageous as far as team performance is concerned. This style also helps members of the team to self motivate by taking active part in team discussions.
领导风格可以定义为领导者实现团队目标和管理团队的有效行为。它也可以被认为是指导他人、实施战略和激励个人的方式。学术史上讨论过许多领导风格。我们现在将讨论不同的领导风格及其在组织绩效中的重要性。第一种是“专制”风格,所有决策权都掌握在领导人手中。在这里,领导不太注意向他/她提出的建议,所有采取的主动行动都是领导的责任。这里唯一的优势是领导者拥有用于实现组织目标的丰富知识和经验。其次是“参与式”风格,即领导者在做出决策之前咨询他/她的团队。就团队绩效而言,这是非常有利的。这种风格也有助于团队成员通过积极参与团队讨论来自我激励。
‘Democratic’ leadership style ensures that the leader takes the final decision but consults a couple of individuals regarding the decision making process. This leadership style is a sign of strength as it helps in earning the respect from employees. Finally we have the ‘free reign’ leadership style, wherein employees are allowed to take their own decisions. However the responsibility of the decision lies on the leaders shoulder but this helps the employees to analyze situations and determine the strategies. Here the tasks are generally completed based on the priority factor of an individual task. Thus these are some of the leadership styles that the leaders in real world carry with themselves in order to complete tasks or achieve organizational goals.
“民主”领导风格确保领导者做出最终决定,但会就决策过程咨询几个个人。这种领导风格是力量的象征,因为它有助于赢得员工的尊重。最后,我们有一种“自由统治”的领导风格,员工可以自行决定。然而,决策的责任在于领导者,但这有助于员工分析情况并确定策略。这里,任务通常根据单个任务的优先级因素完成。因此,这些是现实世界中领导者为了完成任务或实现组织目标而随身携带的一些领导风格。
There are various factors that influence the different leadership styles within the organization. These include available time, responsibility, and possession of information, knowledge of employees, internal conflicts, and stress levels, type of objectives and finally the rules and regulations of the organization. All these factors highly influence the leadership styles in a way that there is lot of uncertainty that same style would be used for the whole process of achieving organizational objectives. Thus these are the main issues regarding different leadership styles and their effectiveness.
影响组织内不同领导风格的因素有很多。这些包括可用时间、责任和信息的掌握、员工的知识、内部冲突、压力水平、目标类型以及组织的规章制度。所有这些因素都高度影响着领导风格,在实现组织目标的整个过程中,同样的风格是否会被使用存在很大的不确定性。因此,这些是关于不同领导风格及其有效性的主要问题。
Motivation Theories 激励理论
In order to discuss the application of motivational theories within a workplace, we shall first discuss about different types motivational theories. The first is the ‘incentive’ theory wherein a tangible or an intangible reward or benefit is given to the employee after completion of a particular task or exceptional services. According to this theory, the reward given to the employee will motivate him/her to continue giving exceptional service to the organization and develop positive attitude towards work. Next is the ‘need’ motivational theory suggesting that the needs and wants of a human being reflect the type of performance given by them. The fulfilment of one need motivates individuals to work harder in order to fulfil the next need or a want.
为了讨论激励理论在工作场所的应用,我们将首先讨论不同类型的激励理论。第一种是“激励”理论,即在完成特定任务或特殊服务后,向员工提供有形或无形的奖励或利益。根据这一理论,给予员工的奖励将激励他/她继续为组织提供卓越服务,并培养积极的工作态度。其次是“需求”动机理论,该理论认为人的需求和愿望反映了他们所表现的类型。一种需求的满足激励个人更加努力地工作,以满足下一种需求或需求。
Over the years, there has been very strong relationship between the motivation theories and management practices in organizations. Motivation theories are the driving factors that positively influence the performance of individuals and hence the company. On the other hand, management theories cover effective administration as well as the business. Both these theories are interrelated and work together. For example, a manager motivates an employee by giving certain benefits or rewards for hard work and as a result the productivity of the employee goes up and so does the profits of the company. In this case, the manager applied motivation theory and the whole process comes under the management theory which includes using relevant resources in order to meet the objectives or get the work done. Moreover, if a sound motivation theory is not applied then the overall process of management has chances of not meeting the expected outcomes. Thus one can clearly suggest that indeed, the motivation theories have sound influence on the management theories within any given organization. Thus we shall now try to evaluate the nature and work behaviour of groups or teams and also discuss the factors that lead to their failure or effectiveness.
多年来,激励理论与组织中的管理实践之间有着密切的联系。激励理论是积极影响个人和公司绩效的驱动因素。另一方面,管理理论涵盖了有效管理和企业。这两种理论相互关联,共同作用。例如,经理通过对员工的辛勤工作给予一定的福利或奖励来激励员工,从而提高员工的生产力和公司的利润。在这种情况下,管理者应用了激励理论,整个过程都遵循管理理论,包括使用相关资源来实现目标或完成工作。此外,如果不应用合理的激励理论,那么整个管理过程就有可能无法达到预期结果。因此,我们可以清楚地表明,事实上,激励理论对任何给定组织内的管理理论都有良好的影响。因此,我们现在将尝试评估小组或团队的性质和工作行为,并讨论导致其失败或有效性的因素。
Team effectiveness and failure 团队效率和失败
A very common practice observed within many organizations is the formation and working in teams. Working in team enables completion of goals with team efforts and condensing bigger objectives into smaller individual tasks. Teams can be formed within an organization with different departments, rank of employees, based on projects and also based on abilities of individuals. In the case of team efforts, the whole team is responsible for completion of the given task and if one member underperforms then it can affect the performance of the whole team. Thus specific groups are formed in order to complete the given task in a specific manner which a single individual cannot perform.
在许多组织中观察到的一种非常普遍的做法是组建团队并开展工作。团队合作能够通过团队努力完成目标,并将更大的目标浓缩为更小的个人任务。团队可以在一个组织内,根据项目和个人能力,由不同部门、员工级别组成。在团队努力的情况下,整个团队负责完成给定的任务,如果一名成员表现不佳,则会影响整个团队的绩效。因此,为了以单个个体无法执行的特定方式完成给定任务,形成了特定的组。
Groups or teams have different natures or behaviours which influence their performance. The team or group can be ambitious, enthusiastic, hard-working, motivated, inexperienced, disorganized and many more. All these factors directly or indirectly lead to the team effectiveness or failure. The factors or behaviour of the team that leads to its effectiveness are high morale, motivation, energetic, high experience, well coordinated and hard working. For example, if a team has these factors then it can easily coordinate and work hard collectively in order to achieve team goals.
小组或团队具有不同的性质或行为,影响其绩效。团队或团队可能雄心勃勃、热情、勤奋、有动力、缺乏经验、组织混乱等等。所有这些因素都直接或间接导致团队的有效性或失败。团队效率的因素或行为是士气高昂、积极性强、精力充沛、经验丰富、协调良好和努力工作。例如,如果一个团队有这些因素,那么它可以很容易地协调并共同努力,以实现团队目标。
On the other hand, factors such as individual concerns, lack of coordination, dissatisfaction among members, over ambitious leader, low morale and lack of experience can lead to the team failure within an organization. For example, if a team has less experience and coordination among team members, then it is obvious that the performance cannot be enhanced and thus leading to the team failure. Thus these are the main factors that affect the whole performance of the team and which lead to the team effectiveness or failure. We shall now analyze the role of technology on team functioning within an organization.
另一方面,个人担忧、缺乏协调、成员之间的不满、雄心勃勃的领导者、士气低落和缺乏经验等因素可能会导致组织内部的团队失败。例如,如果一个团队成员之间缺乏经验和协调,那么显然无法提高绩效,从而导致团队失败。因此,这些是影响团队整体绩效并导致团队有效性或失败的主要因素。现在我们将分析技术在组织内团队运作中的作用。
Impact of Technology on Team Functioning 技术对团队运作的影响
In today’s world, almost all the businesses are loaded with technology and make the full use of technological equipments in order to run their administration tasks. Technologies such as e-mails, mobile phones, Blackberry, groupware, computers and laptops have played significant role in improving team performance. For example, if team members are not at a same place, they can still have a communication via the e-mail. Mobile phones have brought a big revolution in the world of technology which helps team members when they are out of the office, on the road or otherwise unavailable. Groupware helps the team members to plan important meetings and collaborate in a virtual environment which can be accessed from all parts of the world. Finally computers and laptops allow team members to use internet and perform various business tasks very easily. Thus these are the main factors that have a deep impact on the team functioning.
在当今世界,几乎所有的企业都装载着技术,并充分利用技术设备来执行其管理任务。电子邮件、手机、黑莓、群件、电脑和笔记本电脑等技术在提高团队绩效方面发挥了重要作用。例如,如果团队成员不在同一地点,他们仍然可以通过电子邮件进行交流。手机在科技领域带来了一场巨大的革命,当团队成员不在办公室、在路上或其他地方无法使用时,手机可以帮助他们。群件帮助团队成员计划重要会议,并在一个可以从世界各地访问的虚拟环境中进行协作。最后,电脑和笔记本电脑允许团队成员使用互联网,轻松完成各种业务任务。因此,这些是对团队运作产生深刻影响的主要因素。
There are so many other technological factors that influence the team performance. For example, there has been extensive advancement in the technological gadgets such as video conferencing, web cam, fax, printers, scanners and many more have direct or indirect influence on team functioning. As far as information technology is concerned, it helps the team to perform back-end operations such as monitoring sales forecast, managing customer database, conducting business through websites, using various software and many more. Information technology plays a vital role in today’s organizations and is the determining factor for the success or failure of the organization. The development of information technology over the years is showing no signs of slowing down. A region-wide Wi-Fi and nanotechnology are the latest inventions that boost all the aspects of business functionalities. Thus these are the main impacts of technology on the team as wells as business functioning.
还有很多其他技术因素会影响团队绩效。例如,视频会议、网络摄像头、传真、打印机、扫描仪等技术小工具的广泛发展对团队运作产生了直接或间接的影响。就信息技术而言,它帮助团队执行后端操作,如监控销售预测、管理客户数据库、通过网站开展业务、使用各种软件等。信息技术在当今组织中发挥着至关重要的作用,是组织成败的决定性因素。多年来信息技术的发展没有放缓的迹象。区域范围内的Wi-Fi和纳米技术是最新的发明,可以促进商业功能的各个方面。因此,这些是技术对团队以及业务运作的主要影响。
Conclusion 结论
Thus one can clearly suggest from all the above discussions that indeed a sound organizational culture and organizational structure plays the determining factor for the success or failure of the organization. In this competitive business environment, all the companies are constantly trying to improve their organizational culture so that they can have an edge over their competitors. Employees are a very important aspect of organizational culture and thus there are various factors that influence individual behaviour at the workplace.
因此,从以上所有讨论中可以清楚地看出,一个健全的组织文化和组织结构确实是组织成败的决定性因素。在这种竞争激烈的商业环境中,所有公司都在不断地努力改善其组织文化,以便他们能够在竞争对手中占据优势。员工是组织文化的一个非常重要的方面,因此有各种因素影响着个人在工作场所的行为。
Thus these organizational theories underpin all the basic principles of management. The example of Google and Microsoft explained that how a sound organizational culture helped the companies to progress toward their desired goals. An organization consists of various individuals and these individuals can work together forming various teams among themselves. As we have seen, there are many factors that affect the team performance and thus a positive organizational culture will always have a positive impact on the team performance. Finally, the use of technology in recent years has been the driving factor in the effective working of a team or an individual or a company.
因此assignment总结到,这些组织理论支撑了管理的所有基本原则。谷歌和微软的例子说明了良好的组织文化如何帮助公司朝着他们期望的目标前进。一个组织由不同的个人组成,这些个人可以共同组成不同的团队。正如我们所看到的,有很多因素会影响团队绩效,因此积极的组织文化将始终对团队绩效产生积极影响。最后,近年来技术的使用是团队、个人或公司有效工作的驱动因素。本站提供各国各专业留学生assignment代写或指导服务,如有需要可咨询本平台。
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