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我们是否以错误的方式思考组织文化?

我们是否以错误的方式思考组织文化?

您的企业文化是具有凝聚力的,还是无意中造成分裂的?

回答之前你应该先读一下 《哈佛商业评论》文章 作者:约翰·特拉法根 (John Traphagan)。

我们大多数人都接受“企业文化”的普遍定义,即一套共同的价值观、态度、标准和信念,它描述了公司员工和管理层如何互动以及处理外部商业交易。

但 Traphagan 认为,将文化视为一种统一的东西(尽管是无形的东西)既不准确,也无用。他提出了几个论点来支持他的观点:

  1. 文化不仅仅是一种将人们团结在一起的统一力量,它也是人们用来行使权力和划清界限的工具。因此,文化为员工提供了一个基础,可以 竞赛或反击 某些思想或价值观——使得文化既关乎分裂,也关乎团结。
  2. 组织成员“普遍持有”的价值观实际上并不那么普遍。此外,人们可能同意某种价值观很重要,但从根本上来说,这种价值观的真正含义却存在分歧。例如,“自由”、“勤奋工作”或“社会责任”等价值观极难定义,甚至更难获得单方面支持。
  3. 专门为团结员工而倡导的价值观可能实际上并没有达到预期目的。文章中引用的研究表明,多元化等共同价值观实际上会让人们感到被孤立甚至受到威胁,而不是让每个人都感到被包容/被欣赏。

我们对企业文化的思考难道全都是错误的吗?

在某种程度上,我们或许认为这是一种统一。任何试图将员工与组织文化结合起来的尝试都是一种权力行为。个人对这种权力的行使会做出不同的反应,这取决于他们所信奉的价值观与他们个人信仰的契合程度。

正在寻找改善组织文化的方法吗?

阅读这篇早期文章,了解如何 防止消极情绪 防止破坏团队的成功。那么请给我们的招聘专家打电话。我们将快速且经济高效地推荐具有个性特征和软技能的候选人,以帮助您建立更积极的文化。立即联系我们的国家就业机构开始吧。

 

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