本文選題：珠海港 + 中層管理者　； 參考：《大連海事大學(xué)》2014年碩士論文

【摘要】：珠海港集團(tuán)目前正處于快速發(fā)展期,隨著各項企業(yè)文化理念的逐步形成與發(fā)展,企業(yè)文化建設(shè)工作顯得尤為重要。企業(yè)中層管理者在企業(yè)內(nèi)部的特殊地位,他們承上啟下,既是決策者又是執(zhí)行者,在現(xiàn)階段的珠海港集團(tuán)如何發(fā)揮中層管理者的以身作則以及團(tuán)隊建設(shè)中的重要作用,真正將珠海港集團(tuán)的核心價值觀落至工作實處,打造符合企業(yè)現(xiàn)階段發(fā)展的文化體系,并持續(xù)鍛造企業(yè)的文化軟實力是本文需要論述的主要問題。 作為管理的中堅力量,我們需要著重關(guān)注如何發(fā)揮中層管理者的影響力,并發(fā)揮好他們在企業(yè)文化的橋梁作用。重點在于企業(yè)通過創(chuàng)新機(jī)制營造氛圍,通過提供正面支持評價與合適的權(quán)力授信等管理創(chuàng)新手段,在基層員工心中樹立起來中層管理者的文化影響力。同時,作為中層管理者,除了要履行上傳下達(dá)的管理職能之外,他們還需要通過自身執(zhí)行力和帶領(lǐng)團(tuán)隊、塑造團(tuán)隊。如果中層管理者能夠針對企業(yè)各個階段的文化建設(shè)要求,不斷強化自身素質(zhì)建設(shè),從自身嚴(yán)要求、重執(zhí)行,愛協(xié)作,講學(xué)習(xí),并且通過良好的正確人力資源各個關(guān)鍵點的管理行為選擇合適的人,培育合適的理念,激勵合適的行為,從而使各項企業(yè)文化要求真正落入實處,通過溝通渠道的完善、制度體系的建設(shè)、積極穩(wěn)定的發(fā)展,真正培育起企業(yè)良好的文化氛圍。
[Abstract]:At present, Pearl Harbor Group is in a period of rapid development, with the gradual formation and development of various corporate cultural concepts, the construction of corporate culture is particularly important. The special position of the middle-level managers in the enterprise, they are the decision-makers and executors, how to play the role of the middle-level managers and the team building in the Pearl Harbor Group at the present stage. The main problems need to be discussed in this paper are to truly put the core values of Pearl Harbor Group into practice, to build a cultural system that accords with the development of enterprises at the present stage, and to continuously forge the cultural soft power of enterprises. As the backbone of management, we need to focus on how to exert the influence of middle managers and play their role as a bridge in corporate culture. The emphasis lies in creating the atmosphere through the innovation mechanism, providing positive support, evaluation and appropriate management innovation means, so as to establish the cultural influence of the middle managers in the hearts of the grass-roots employees. At the same time, as middle managers, in addition to performing the management functions, they also need to shape the team through their own execution and leadership. If middle-level managers can constantly strengthen their own quality building in accordance with the requirements of cultural construction in all stages of the enterprise, from their own strict requirements, re-implementation, love to cooperate, stress learning, And through the good correct human resource management behavior of the key points to choose the right person, cultivate the right concept, encourage the appropriate behavior, so that the corporate culture requirements really fall into practice, through the communication channels to improve, The construction of institutional system, positive and stable development, really foster a good cultural atmosphere for enterprises.
【學(xué)位授予單位】：大連海事大學(xué)
【學(xué)位級別】：碩士
【學(xué)位授予年份】：2014
【分類號】：F270;F552.6

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本文編號：2073046