企业知识--企业文化（英文）（PPT 22页）.pptVIP

* This slide summarizes how an organization’s culture is established and sustained. The original culture is derived from the founder’s philosophy. This strongly influences the criteria used in hiring. The actions of current top management set the general climate of what is and is not acceptable behavior. How employees are to be socialized will depend on the degree of success achieved in matching the values of new employees to those of the organization in the selection process and on the socialization methods that are preferred by top management. * The stories which circulate through most organizations typically contain the following: a narrative of events about the organization’s founders, rule breaking, rags-to-riches successes, reductions in the work force, relocation of employees, reactions to past mistakes, and organizational coping. These stories anchor the present to the past and explain and legitimize current practices. Repetitive sequences of activities (rituals) express the key values of the organization, reinforce the goals that are most important, and identify the people who are either important or expendable. The following are examples of material symbols: an organization’s facilities, types of executive vehicles, the size of offices, the elegance of furnishings, executive perks, employee lounges, on-site dining facilities, and reserved parking spaces. Organizational units use language as a way to identify members of a culture or a subculture. Organizations, over time, develop jargon, unique terms to describe equipment, offices, key personnel, suppliers, customers, or products related to their business. By learning this language, members attest to their acceptance of the culture and, in so doing, help to preserve it. * Recent research by Goffe and Jones has identified four distinct cultural types. Networked cultures are high on sociability and low on solidarity. Members of networked organizations are viewed as family and friends. People freely give a