代写论文：组织文化变革
代写论文：组织文化变革
可以说，苹果公司在前一个领导时代能够发展的权力文化有许多缺点。其中包括员工创造力和积极性，与决策过程相关的高度风险，以及领导者决策所面临的较低管理风险的批评。组织变革是为了应对不断变化的环境，或作为对当前危机局势的反应。影响组织效能的因素非常普遍。其他关键要素包括激励制度和结构。
苹果因其创新和开创性产品而获得认可。这是由于员工面临挑战和抓住机遇的激情所驱使的组织文化。在开始文化变革之前，评估组织当前的组织文化很重要。组织在启动文化变革时可能面临两个主要问题。这涉及到推动组织朝不同的方向发展，并阻止组织文化的改变。文化变迁也被称为组织的发展和变革。无论组织要采取什么样的变革，管理层面临的变化都会面临一些问题。为了有效地进行变革，可以采用列文的“力量变化理论”。必须形成新的规则，直接规范会员的新行为，加强充分的回应。这些都是组织文化内部新行为或价值内化的可能途径。
代写论文：组织文化变革
It can be stated that the power culture that Apple was able to develop in the previous leadership era had a number of disadvantages. These included creativity and initiatives of employees being under-utilized, high degree of risk related to decision making process and no criticism from lower management risk being faced by decisions of the leader. Organizational change takes place as a response to a changing environment or as a reaction towards a current situation of crisis. The factors that influence effectiveness of organization are widespread. Other key elements include incentive systems and structure.
Apple has been recognized for its innovation and path-breaking products. This is due to its organizational culture which is driven by the passion of employees facing challenges and grabbing opportunities. Before initiating cultural change, it is important to assess current organizational culture of the organization. There are two main problems that an organization might face in initiating cultural change. This involves pushing the organization towards a different direction, and preventing the organizational culture from being changed. Cultural change has also been stated as development and transformation of organization. Irrespective of the kind of change that has to be adopted by an organization, several problems are faced by the management in bringing the change. In order to make the change in an effective manner, Lewin’s “Force Theory of Change” can be adopted. New rules must be formed, regulation of new behavior of member directly, and reinforcement of adequate responses must be done. These are all possible ways for internalizing new behavior or value within the organizational culture.
