本文選題：企業(yè)文化剛性　切入點(diǎn)：企業(yè)顯文化　出處：《云南師范大學(xué)》2017年碩士論文

【摘要】：企業(yè)文化是文化這一概念在企業(yè)這個(gè)特定領(lǐng)域內(nèi)的延伸,其在企業(yè)發(fā)展過(guò)程之中逐漸形成,是企業(yè)員工至少表面上共同遵守或者認(rèn)可的價(jià)值觀念和行為方式,具有鮮明的獨(dú)特性并成為企業(yè)賴以生存的組織精神,能夠?yàn)槠髽I(yè)創(chuàng)造價(jià)值,形成核心競(jìng)爭(zhēng)力。在經(jīng)濟(jì)全球化進(jìn)程加速發(fā)展的今天,企業(yè)要在激烈的市場(chǎng)競(jìng)爭(zhēng)中生存并發(fā)展壯大,建立和發(fā)展自身的核心競(jìng)爭(zhēng)力變得尤為重要。作為企業(yè)寶貴的無(wú)形資產(chǎn),企業(yè)文化能凝聚員工的發(fā)展合力、激發(fā)團(tuán)隊(duì)的拼搏精神,成為企業(yè)發(fā)展取得成功的重要源泉。隨著企業(yè)的成長(zhǎng),曾經(jīng)給企業(yè)帶來(lái)巨大經(jīng)營(yíng)效益的企業(yè)文化在經(jīng)歷一定的發(fā)展時(shí)期后,逐步形成了惰性和抗性,進(jìn)而難以改變,在企業(yè)文化體系成熟以后,其邊際效益逐步下降,即企業(yè)文化剛性。但是,企業(yè)文化剛性的形成原因和作用機(jī)理是一個(gè)復(fù)雜的非線性運(yùn)作過(guò)程,根據(jù)觀察,具有文化剛性特征的企業(yè)里的員工卻在不斷更新工作方式和價(jià)值觀念,以致于形成了潛在的規(guī)范。本文通過(guò)對(duì)G公司的觀察,以其為實(shí)際案例分析其企業(yè)文化剛性形成的原因和實(shí)際運(yùn)作機(jī)理,其目的是進(jìn)一步研究企業(yè)員工之間形成的潛在的規(guī)范,并通過(guò)管理學(xué)理論和社會(huì)學(xué)功能主義理論的多角度分析,闡明這種潛在的規(guī)范(即企業(yè)隱文化)與當(dāng)前企業(yè)文化的關(guān)系,進(jìn)一步分析其對(duì)企業(yè)文化剛性的影響。其意義在于創(chuàng)新方式方法提出了企業(yè)顯文化和企業(yè)隱文化的概念,并認(rèn)為通過(guò)將企業(yè)隱文化轉(zhuǎn)化為企業(yè)顯文化可以克服企業(yè)文化剛性,以此為基礎(chǔ),為G公司企業(yè)文化的改善提供了建議。
[Abstract]:Corporate culture is the extension of the concept of culture in the specific field of enterprise. It is gradually formed in the process of enterprise development and is the value and behavior mode that the employees of the enterprise, at least on the surface, abide by or agree to. It has distinct uniqueness and becomes the organizational spirit on which enterprises depend for survival, which can create value and form core competitiveness for enterprises. Today, when the process of economic globalization is accelerating, enterprises should survive and develop in the fierce market competition. It is particularly important to establish and develop their own core competitiveness. As a valuable intangible asset, corporate culture can unite the development of employees and stimulate the fighting spirit of the team. With the growth of the enterprise, the corporate culture, which once brought enormous operating benefits to the enterprise, has gradually formed inertia and resistance after a certain period of development, and it is difficult to change. After the maturity of enterprise culture system, the marginal benefit of enterprise culture system decreases gradually, that is, enterprise culture rigidity. However, the formation reason and mechanism of enterprise culture rigidity is a complicated nonlinear operation process, according to observation, Employees in enterprises with cultural rigidity are constantly updating their working methods and values to form a potential norm. Taking it as a practical case, this paper analyzes the reasons for the formation of corporate cultural rigidity and its practical operating mechanism, the purpose of which is to further study the potential norms formed among employees in an enterprise. Through the multi-angle analysis of management theory and sociological functionalism theory, this paper expounds the relationship between this latent norm (that is, corporate hidden culture) and current corporate culture. The significance of this paper lies in the innovation of the concept of corporate culture and corporate culture, which can be overcome by transforming corporate culture into corporate culture. On this basis, it provides suggestions for the improvement of G company's corporate culture.
【學(xué)位授予單位】：云南師范大學(xué)
【學(xué)位級(jí)別】：碩士
【學(xué)位授予年份】：2017
【分類號(hào)】：F832.39;F270

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