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澳洲代写被抓:中国的组织文化

澳洲代写被抓:中国的组织文化

Hofestede指出了中国组织的文化。该区域功率距离指数较高。人们更倾向于集体主义。在劳动力中有一项积极的男性指数,放纵因素很低,人们更喜欢长期的方向。这表明工作场所是由最高管理者的意识形态控制的。人们非常重视等级链,也非常重视集体主义的观念,而不是个人的成长。这些集体主义的观念被认为是实现公司目标的途径或途径。Farh, Hackett和Liang(2007)的研究支持了这一观点。摘要采用Hofestede模型,对163种情境下的主管员工关系进行了二元研究。本研究发现,在中国,传统的管理模式仍然普遍存在。本研究进一步发现,与传统价值观相比,现代企业更重视权力距离指数(Farh, Hackett, and Liang 2007)。

澳洲代写被抓:中国的组织文化
这也受到人民哲学思想的影响。Wang(2008)的研究支持了这一观点。道教和孔子思想是中国文化和哲学的重要方面之一。这两种意识形态都宣称人类的重要性和人们成为圣人的潜力。这被发现深刻地影响了公司企业家做出决定的方式。这与西方的人力管理原则截然不同。在Wang(2008)的研究中,我们考虑了中国大陆人力资源部门的案例。研究发现,公司管理层更倾向于按照混乱意识形态中所宣称的五项原则来运作。影响他们学习的最重要的因素是员工的社会化,解决集体主义的观念和一种遵循等级官僚制的自然倾向。

澳洲代写被抓:中国的组织文化

Hofestede points out to the culture of the organizations of China. There is high power distance index in the region. People are more attuned towards collectivism. There is an aggressive masculinity index of the workforce, indulgence factor is pretty low and people prefer long term orientation. This indicates that the workplace is controlled by the ideologies of the top management. People give a lot of importance to the hierarchical chain and there is a lot of emphasis given to the collectivistic notions rather than individual growth. These collectivistic notions are considered to be the path or the way to reach the company goals. This ideology has been bolstered by the research study that has been undertaken by Farh, Hackett, and Liang (2007). A dyadic study of supervisor employee relationships in 163 contexts were analyzed by using the Hofestede model. It was found from this study that in China there is still the prevalence of traditional model of management. It was further found from this study that there was more importance given to the power distance index in the modern companies when compared to traditional values (Farh, Hackett, and Liang 2007).

澳洲代写被抓:中国的组织文化
This is also influenced by the philosophical ideologies of the people.This has been bolstered by the research undertaken by Wang (2008). Taoism and Confucius ideologies are one of the important aspects of the Chinese culture and philosophy. Both these ideologies profess about the importance of humans and the potential for people to become saints. This is found to profoundly impact the way in which decisions are made by the entrepreneurs of the company. This is starkly different from the western human management principles. In the research by Wang (2008), the case of Chinese HR departments in Mainland China was considered. It was found that the management of the company preferred to function according to the five principles professed in the confusion ideology. The most important factors that influence their learning is that socialization of the employees and addressing the collectivistic notions and a natural tendency to follow the hierarchical bureaucracy.