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论文编号：	13311
作者编号：	2120202914
上传时间：	2022/6/10 21:51:56
中文题目：	交通银行HD分行组织文化分析与改善研究
英文题目：	Research on Analysis and Improvement of Organizational Culture in HD Branch of Bank of Communications
指导老师：	牛芳
中文关键字：	银行；OCAI量表；组织文化；改善方案
英文关键字：	Bank；OCAI questionnaire；Organizational culture；Improvement plan
中文摘要：	当前金融行业竞争激烈，互联网金融对传统银行业冲击较大。对于大型商业银行的某个地区分行而言，在区域同业竞争压力大、产品同质化严重的现实背景下，要想提高竞争力，在拓展外部市场的同时，也要注重对组织内部的调整，着眼于组织文化的改善提升。适合组织发展的组织文化不仅能够有力增强企业的核心竞争力，还能激发组织活力，增强员工的凝聚力和向心力。本研究以交通银行HD分行为研究对象，对组织成员进行问卷调查，旨在分析HD分行组织文化存在的问题和原因，并提出改善方案和建议，为组织发展注入内在动力。 本研究首先回顾了组织文化、组织文化评估和组织文化改善的相关理论，这些理论为后文HD分行组织文化分析与改善提供了理论基础。本研究依托奎因对立价值观模型，利用OCAI量表，从六个维度对HD分行员工进行组织文化的问卷调查，基于调查数据，得出员工对HD分行组织文化现状和期望的评价。从现状和期望的差异中发现HD分行组织文化当前存在的问题及其原因，从而确定HD分行组织文化的改善方案。最后提出具体实施步骤，部署人员分工，形成强有力的保障体系，推动HD分行组织文化改善方案的落地实施。 研究发现，HD分行当前组织文化是以等级型文化为主导，组织成员希望弱化等级型文化和市场型文化，增强部落型文化和委员型文化。研究提出了相应的改善方案：一是大幅增强部落型文化，增加员工关怀，缓解员工压力，增强员工凝聚力；二是提升委员型文化，营造创新工作氛围，提升员工责任意识，建立风险保障机制；三是适当减少市场型文化，提升员工素质和能力，完善激励制度；四是适当削弱等级型文化，调整员工规范制度，开发培养人力资源。同时要完善物质、考核、激励和技术四方面保障体系。此次分析和改善过程有利于为HD分行组织文化改善探索方向，以促进组织长远发展，同时也为同类型组织的文化发展和改善提供参考和借鉴。
英文摘要：	At present, the competition in the financial industry is fierce, and Internet finance has a great impact on the traditional banking industry. For a branch of a large commercial bank in a certain region, under the realistic background of high regional competition pressure and serious product homogeneity, in order to improve its competitiveness, while expanding the external market, it is also necessary to pay attention to the adjustment within the organization, focusing on the improvement of organizational culture. An organizational culture suitable for organizational development can not only effectively enhance the core competitiveness of an enterprise, but also stimulate the vitality of the organization and enhance the cohesion and centripetal force of employees. This study takes the HD branch of Bank of Communications as the research object, and conducts a questionnaire survey on the members of the organization, aiming to analyze the problems and causes of the HD branch's organizational culture, and propose improvement plans and suggestions, so as to inject internal momentum into the organization's development. The study first reviewed the related theories of organizational culture, organizational culture evaluation and organizational culture improvement, which provided the theoretical basis for the analysis and improvement of organizational culture in HD branches later. This research relies on Quinn's model of opposing values and uses the OCAI scale to conduct a questionnaire survey on the organizational culture of HD branch employees from six dimensions. From the differences between the status quo and expectations, we find out the current problems and causes of HD branch organizational culture, so as to determine the improvement plan of HD branch organizational culture. Finally, the specific implementation steps are put forward, the division of labor is deployed, a strong guarantee system is formed, and the implementation of the organizational culture improvement plan of HD branch is promoted. The study found that the current organizational culture of HD branch is dominated by hierarchical culture, and members of the organization hope to weaken the hierarchical culture and market-based culture, and strengthen the tribal-based culture and committee-based culture. The research puts forward corresponding improvement plans: First, greatly enhance the tribal culture, increase employee care, reduce employee pressure, and enhance employee cohesion; second, enhance the committee-type culture, create an innovative working atmosphere, enhance employees' sense of responsibility, and establish a risk protection mechanism; The third is to appropriately reduce the market-based culture, improve the quality and ability of employees, and improve the incentive system; the fourth is to appropriately weaken the hierarchical culture, adjust the employee normative system, and develop and cultivate human resources. At the same time, it is necessary to improve the guarantee system in three aspects: material, assessment and incentives. This analysis and improvement process is conducive to exploring the direction for the improvement of the organizational culture of HD Branch, so as to promote the long-term development of the organization, and also provide reference and reference for the cultural development and improvement of the same type of organizations.
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