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论文编号：	13697
作者编号：	2320200323
上传时间：	2022/12/6 11:23:33
中文题目：	JH公司的企业文化变革研究
英文题目：	Research on corporate culture reform of JH company
指导老师：	牛芳
中文关键字：	企业文化；OCAI；亚文化；企业文化变革
英文关键字：	corporate culture；OCAI；sub-culture；corporate culture reform
中文摘要：	近些年来，国际政治局势越来越不明朗，加上贸易战、疫情、自然灾害、全球能源危机等因素，跨国公司的在华业务面临前所未有的挑战。企业文化作为企业经营的强大精神内核，对企业的持续发展发挥着重要的作用。适合企业发展的企业文化不仅能够提高组织凝聚力，激发组织活力，更能推动业务发展，实现经营目标。本研究以JH公司为研究对象开展企业文化与变革的调查研究，旨在通过科学的分析发现企业文化的潜在问题，提出行之有效的解决方案，释放企业文化在企业经营中的强大推动力。 本文回顾了企业文化的概念和相关研究概况，介绍了JH公司基本情况，运用卡梅隆和奎因作品中的对立价值观模型、OCAI企业文化测评量表，通过问卷调查的方式收集研究对象的目标数据并对其企业文化进行分析，确定问题及产生原因，进而提出企业文化变革方案。最后提出一系列方案实施的保障措施，确保方案的有效落地执行。 研究发现，JH公司层面企业文化现状与期望存在一定差异，主要是部落型文化偏低而市场型文化偏高，故对企业层面提出强化部落型文化、平衡市场型文化的变革方案。但更大的差异存在于亚文化层面，即部门层面，除了在全公司层面采取有针对性的文化宣贯之外，在部门层面也需采取更具针对性的如转变领导风格、组织特定主题的团建活动等方式来改善企业文化，提升员工体验。此次调查研究有助于企业调整企业文化建设方向使其更好地适应企业未来的发展，同时为同类型企业的企业文化发展和变革提供参考借鉴意义。
英文摘要：	In the past few years, international political situation has seen many uncertainties. From trade war to epidemic, from natural disasters to global energy crisis, MNC’s business in China are facing unprecedented challenges. Corporate culture, as a powerful spiritual core of a company’s management, plays an important role in the company’s sustainable development. Suitable corporate culture could not only improve organizational cohesion and ignite organizational vitality, but also promote business development and help to achieve business goals. We took JH Company as the research object in our study to carry out investigation and research on its its organizational culture, aiming to find potential issues of its corporate culture through scientific analysis, proposing effective solutions to release the powerful driving force of corporate culture in enterprise management. In this study, we review the definitions of corporate culture and the related studies, and introduces the JH company. Based on Cameron & Quinn's opposing values model and OCAI organizational culture evaluation scale, the research collects data from the target group through questionnaire survey and carries out analysis on its culture, finds out the problems and causes, and then offers the organizational culture transformation solutions with a series of safeguard measures to ensure the implementation of the plan. It is found that there are differences between current situation and employee’s expectations in organizational culture at the company level, that is, tribal culture’s current situation has gotten a lower score than expectation but market culture has gotten a higher score. Therefore, the transformation plan should focuse on strengthening tribal culture and balancing market culture at the enterprise level. However, the bigger difference lies in the subculture level, that is the department level. In addition to strengthening overall cultural awareness at the company level, more focus should be put on departmental cultural building in targeted areas such as leadership. This investigation and research will help enterprises to adjust the direction of corporate culture construction so that it can better adapt to the future development of enterprises, at the same time provide professional advice for the development and transformation of organizational culture of the same type of companies.
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