Ó¢ÓïÂÛÎÄÍø

ÁôѧÉú˶ʿÂÛÎÄ Ó¢¹úÂÛÎÄ ÈÕÓïÂÛÎÄ °ÄÖÞÂÛÎÄ TurnitinØâÇÔ¼ì²â Ó¢ÓïÂÛÎÄ·¢±í ÁôѧÖйú Å·ÃÀÎÄѧÌØÇø ÂÛÎļÄÊÛÖÐÐÄ ÂÛÎÄ·­ÒëÖÐÐÄ ÎÒÒª¶¨ÖÆ

Bussiness ManagementMBAstrategyHuman ResourceMarketingHospitalityE-commerceInternational Tradingproject managementmedia managementLogisticsFinanceAccountingadvertisingLawBusiness LawEducationEconomicsBusiness Reportbusiness planresearch proposal

Ó¢ÓïÂÛÎÄÌâÄ¿Ó¢Óï½ÌѧӢÓïÂÛÎÄÉÌÎñÓ¢ÓïÓ¢ÓïÂÛÎĸñʽÉÌÎñÓ¢Óï·­Òë¹ã¸æÓ¢ÓïÉÌÎñÓ¢ÓïÉÌÎñÓ¢Óï½ÌѧӢÓï·­ÒëÂÛÎÄÓ¢ÃÀÎÄѧӢÓïÓïÑÔѧÎÄ»¯½»Á÷ÖÐÎ÷·½ÎÄ»¯²îÒìÓ¢ÓïÂÛÎÄ·¶ÎÄÓ¢ÓïÂÛÎÄ¿ªÌⱨ¸æ³õÖÐÓ¢Óï½ÌѧӢÓïÂÛÎÄÎÄÏ××ÛÊöÓ¢ÓïÂÛÎIJο¼ÎÄÏ×

ResumeRecommendation LetterMotivation LetterPSapplication letterMBA essayBusiness Letteradmission letter Offer letter

°Ä´óÀûÑÇÂÛÎÄÓ¢¹úÂÛÎļÓÄôóÂÛÎÄ·ÒÀ¼ÂÛÎÄÈðµäÂÛÎÄ°ÄÖÞÂÛÎÄÐÂÎ÷À¼ÂÛÎÄ·¨¹úÂÛÎÄÏã¸ÛÂÛÎÄŲÍþÂÛÎÄÃÀ¹úÂÛÎÄÌ©¹úÂÛÎÄÂíÀ´Î÷ÑÇÂÛÎĄ̈ÍåÂÛÎÄмÓÆÂÂÛÎĺÉÀ¼ÂÛÎÄÄÏ·ÇÂÛÎÄÎ÷°àÑÀÂÛÎÄ°®¶ûÀ¼ÂÛÎÄ

СѧӢÓï½Ìѧ³õÖÐÓ¢Óï½ÌѧӢÓïÓï·¨¸ßÖÐÓ¢Óï½Ìѧ´óѧӢÓï½ÌѧÌýÁ¦¿ÚÓïÓ¢ÓïÔĶÁÓ¢Óï´Ê»ãѧӢÓïËØÖʽÌÓýÓ¢Óï½ÌÓý±ÏÒµÓ¢Óï½Ìѧ·¨

Ó¢ÓïÂÛÎÄ¿ªÌⱨ¸æÓ¢Óï±ÏÒµÂÛÎÄд×÷Ö¸µ¼Ó¢ÓïÂÛÎÄд×÷±Ê¼ÇhandbookÓ¢ÓïÂÛÎÄÌá¸ÙÓ¢ÓïÂÛÎIJο¼ÎÄÏ×Ó¢ÓïÂÛÎÄÎÄÏ××ÛÊöResearch Proposal´úдÁôѧÂÛÎÄ´úдÁôѧ×÷Òµ´úдEssayÂÛÎÄÓ¢ÓïÕªÒªÓ¢ÓïÂÛÎÄÈÎÎñÊéÓ¢ÓïÂÛÎĸñʽרҵÃû´Êturnitin³­Ï®¼ì²é

temcetÌýÁ¦ÑÅ˼¿¼ÊÔÍи£¿¼ÊÔGMATGREÖ°³ÆÓ¢ÓïÀí¹¤ÎÀÉúÖ°³ÆÓ¢Óï×ÛºÏÖ°³ÆÓ¢ÓïÖ°³ÆÓ¢Óï

¾­Ã³Ó¢ÓïÂÛÎÄÌâÄ¿ÂÃÓÎÓ¢ÓïÂÛÎÄÌâÄ¿´óѧӢÓïÂÛÎÄÌâÄ¿ÖÐѧӢÓïÂÛÎÄÌâĿСѧӢÓïÂÛÎÄÌâÄ¿Ó¢ÓïÎÄѧÂÛÎÄÌâÄ¿Ó¢Óï½ÌѧÂÛÎÄÌâÄ¿Ó¢ÓïÓïÑÔѧÂÛÎÄÌâĿίÍñÓïÂÛÎÄÌâÄ¿ÉÌÎñÓ¢ÓïÂÛÎÄÌâÄ¿×îÐÂÓ¢ÓïÂÛÎÄÌâÄ¿Ó¢Óï·­ÒëÂÛÎÄÌâÄ¿Ó¢Óï¿çÎÄ»¯ÂÛÎÄÌâÄ¿

ÈÕ±¾ÎÄѧÈÕ±¾ÓïÑÔѧÉÌÎñÈÕÓïÈÕ±¾ÀúÊ·ÈÕ±¾¾­¼ÃÔõÑùдÈÕÓïÂÛÎÄÈÕÓïÂÛÎÄд×÷¸ñʽÈÕÓï½ÌѧÈÕ±¾Éç»áÎÄ»¯ÈÕÓ↑Ìⱨ¸æÈÕÓïÂÛÎÄÑ¡Ìâ

Ö°³ÆÓ¢ÓïÀí¹¤ÍêÐÎÌî¿ÕÀúÄêÊÔÌâÄ£ÄâÊÔÌⲹȫ¶ÌÎĸÅÀ¨´óÒâ´Ê»ãÖ¸µ¼ÔĶÁÀí½âÀýÌâÏ°ÌâÎÀÉúÖ°³ÆÓ¢Óï´Ê»ãÖ¸µ¼ÍêÐÎÌî¿Õ¸ÅÀ¨´óÒâÀúÄêÊÔÌâÔĶÁÀí½â²¹È«¶ÌÎÄÄ£ÄâÊÔÌâÀýÌâÏ°Ìâ×ÛºÏÖ°³ÆÓ¢ÓïÍêÐÎÌî¿ÕÀúÄêÊÔÌâÄ£ÄâÊÔÌâÀýÌâÏ°Ìâ´Ê»ãÖ¸µ¼ÔĶÁÀí½â²¹È«¶ÌÎĸÅÀ¨´óÒâ

ÉÌÎñÓ¢Óï·­ÒëÂÛÎĹã¸æÓ¢ÓïÉÌÎñÓ¢ÓïÉÌÎñÓ¢Óï½Ìѧ

ÎÞÓÇÂÛÎÄÍø

ÁªÏµ·½Ê½

Ô±¹¤µÄЧÂÊÓë×éÖ¯ÎÄ»¯Ö®¼äµÄ¹Øϵ

ÂÛÎÄ×÷Õߣºwww.51lunwen.orgÂÛÎÄÊôÐÔ£º×÷Òµ AssignmentµÇ³öʱ¼ä£º2016-03-18±à¼­£ºzhaotianyunµã»÷ÂÊ£º11954

ÂÛÎÄ×ÖÊý£º2504ÂÛÎıàºÅ£ºorg201603151843068026ÓïÖÖ£ºÓ¢Óï EnglishµØÇø£ºµ¤Âó¼Û¸ñ£ºÃâ·ÑÂÛÎÄ

¹Ø¼ü´Ê£ººËÐÄÔ­Ôò×éÖ¯ÎÄ»¯employee productivity

ÕªÒª£ºÕªÒª£º±¾ÎÄ¿¼²ìÁËÔ±¹¤µÄЧÂÊÓë×éÖ¯ÎÄ»¯Ö®¼äµÄ¹Øϵ¡£Ô±¹¤Å¬Á¦Ê¹×Ô¼º±äµÃ¸»ÓÐÉú²úÁ¦¡£

Ô±¹¤µÄЧÂÊÓë×éÖ¯ÎÄ»¯Ö®¼äµÄ¹Øϵ
Relationship between employee productivity and organizational culture


±¾ÎÄ¿¼²ìÁËÔ±¹¤µÄЧÂÊÓë×éÖ¯ÎÄ»¯Ö®¼äµÄ¹Øϵ¡£ÏëÒªÁ˽âÊÇʲôÈÃÒ»¸öÔ±¹¤±äµÃ¸»ÓÐÉú²úÁ¦,ÎÒÃDZØÐëÊ×ÏÈÈÏʶµ½¡°Éú²ú¡±Ò»´ÊµÄº¬Òå¡£Õâ¸ö´Ê¿ÉÒÔÓÐÐí¶à¶¨ÒåÈ¡¾öÓÚËü¹Ø×¢ÓÚË­¡£¶ÔÒ»Ãû½ÌʦÀ´Ëµ,Éú²úÁ¦¿ÉÄܲ»½ö½öÒâζ×ÅÊǽÌѧ,µ«ÁîÈ˹ÄÎè¡£¶ÔÓÚÒ»¸öÉÏÁËÄê¼ÍµÄÄÌÄÌ,Éú²úÁ¦¿ÉÄÜÖ¸µÄÊÇËýÄ¿Ç°Ëù´¦µÄÉú»îÖÊÁ¿¡£È»¶ø,¶ÔÓÚ×éÖ¯À´Ëµ,Õâ¸ö´Ê¼¸ºõÆÕ±éÓëÀûÈóºÍÐÔÄÜÏàÁªÏµ¡£ÔÚ¾­¼Ã·½Ãæ,ЧÂÊ¿ÉÒÔͨ¹ý²é¿´ÏÔʾ¡°´Ó¿ÉÓÃ×ÊÔ´ÊýÁ¿µÄÊä³ö´ïµ½¡± (Daft, 2001:55).

×é֯ŬÁ¦Ìá¸ß¹ýÈ¥µÄÉú²úÁ¦£¬ÊÔͼÒÔ²»Í¬µÄ·½Ê½ÕâÑù×ö,,ʹÓÃÌ©À´Ë¹¹ÙÁÅ¿ØÖƵķ½·¨,»ò÷°ÂµÄ¡°ÈËÎÄ¿ØÖÆ¡±µÄ·½·¨,µ«×îÊÜ»¶Ó­µÄ½ñÌìËƺõÊÇÒ»¸ö¡°ÎÄ»¯(ÏóÕ÷ÐÔµÄ)¿ØÖÆ¡±µÄ·½·¨,ÓëÇ°ÃæµÄÒѾ­ÓÐЩ¹ýʱºÍ²»ÊÊÓõÄÔÚijЩÁìÓò(Ray,1986)¡£ÏàÐÅ¡°Ò»¸ö³ÉÊìµÄºÍÒµÎñÌض¨µÄÎÄ»¯¿ÉÒÔÖ§³Å¸üÇ¿µÄ×éÖ¯³Ðŵ,Ìá¸ßÊ¿Æø,ͨ³£¸ü¸ßЧµÄÐÔÄܺ͸ü¸ßµÄÉú²úÂÊ¡±(Furnham & Gunter, 1993:232),ÎÒÃDZØÐ붨ÒåÎÄ»¯¡£

ÎÄ»¯¿ÉÒÔ±»Àí½âÊÇʲôʹijЩÌض¨µÄÈ˳ÉÁËËûÃÇ×Ô¼º,Ðж¯ËûÃÇ×öµÄ·½Ê½,ͨ¹ýÒ»×éºËÐÄÔ­Ôò¡¢ÐÅÑöºÍÐÐΪÊØÔò(Fincham &ÂÞµÂ,1999)¡£ÆóÒµÎÄ»¯ÊÇÃèÊö´ÓÄÚ²¿Ìõ¼þÈç:¡°ÎÒÃÇÔÚÕâÀï×öÊÂÇéµÄ·½Ê½¡±,¡°ÎÒÃǹ«Ë¾µÄÒÇʽºÍÀñÒÇ¡±»ò¡°ÎÒÃǵĻù±¾¼ÛÖµ¹Û¡±(Schein, 1992:12).Ê·¿Ï(1997)²¹³ä˵,·½ÃæµÄÎÄ»¯²»ÄÜ×ÜÊÇ¿´µ½µÄ,ÊÇÎÞÒâʶµÄ¡£Ëû¶¨ÒåÁËÎÄ»¯Èý¸ö²»Í¬²ã´Î:¹¤¼þ(ÖÆ·þ,ÊÒÄÚÉè¼Æ),ÐÅ·îµÄ¼ÛÖµ(ʹÃü³ÂÊö,ÊéÃæ»ò¿ÚÍ·µÄÐÅÑö)ºÍ»ù±¾¼ÙÉè(Òþ²ØµÄ¡¢ÎÞÒâʶµÄ¹æ·¶ºÍÐÅÑö)¡£


This paper examines the relationship between employee productivity and organizational culture. Looking to understand what makes an employee productive, we must first recognize what is meant by the term 'productive'. This term can have many definitions depending on who it concerns. For a teacher, productivity may signify not simply teaching, but inspiring. For an elderly grandmother, productivity may refer to the quality of life that she has led. However, for organizations, this word is almost universally associated with their profit and performance. In economic terms, productivity can be shown by looking at the 'amount of output achieved from available resources' (Daft, 2001:55).

Organizations striving to increase productivity in the past have tried to do so in different ways; using Taylors 'Bureaucratic control' approach, or Mayo's 'Humanistic Control' approach, but the most popular today seems to be a 'Culture (symbolic) control' approach, as the previous have become somewhat outdated and inapplicable in certain sectors (Ray, 1986). As it is believed that 'a well-developed and business specific culture a€| can underpin stronger organizational commitment, higher morale, more efficient performance and generally higher productivity' (Furnham & Gunter, 1993:232), we must define culture.

Culture can be understood to be what makes certain group of people who they are, act the way they do, through a set of core principles, beliefs and codes of practice (Fincham & Rhodes, 1999). A firms culture is described from within with terms such as: 'The way we do things around here', 'The rites and rituals of our company' or 'Our basic values' (Schein, 1992:12). Schein (1997) adds that aspects of a culture cannot always be seen, and are unconscious. He defines culture at three different levels: artifacts (uniforms, interior design), espoused values (mission statement, written or spoken beliefs) & basic assumptions (hidden, unconscious norms & beliefs).

All three levels assist in creating a 'social glue', which will 'hold the organization together by providing appropriate standards for what employees should say or do' (Robbins, 1996:687). It could be said that these standards are correlated to the increase (decrease) of overall performance of the organization, if they affect each employee's productivity positively (negatively). Peters & Waterman (1982), perhaps the most popular text concerning culture between businessmen, identifies one of eight cultural characteristics that lead to 'excellence' as, 'producti±¾ÂÛÎÄÓÉÓ¢ÓïÂÛÎÄÍøÌṩÕûÀí£¬ÌṩÂÛÎÄ´úд£¬Ó¢ÓïÂÛÎÄ´úд£¬´úдÂÛÎÄ£¬´úдӢÓïÂÛÎÄ£¬´úдÁôѧÉúÂÛÎÄ£¬´úдӢÎÄÂÛÎÄ£¬ÁôѧÉúÂÛÎÄ´úдÏà¹ØºËÐĹؼü´ÊËÑË÷¡£

¹² 1/6 Ò³Ê×Ò³ÉÏÒ»Ò³123456ÏÂһҳβҳ

Ó¢¹úÓ¢¹ú °Ä´óÀûÑÇ°Ä´óÀûÑÇ ÃÀ¹úÃÀ¹ú ¼ÓÄôó¼ÓÄôó ÐÂÎ÷À¼ÐÂÎ÷À¼ мÓÆÂмÓÆ Ïã¸ÛÏã¸Û ÈÕ±¾ÈÕ±¾ º«¹úº«¹ú ·¨¹ú·¨¹ú µÂ¹úµÂ¹ú °®¶ûÀ¼°®¶ûÀ¼ ÈðÊ¿ÈðÊ¿ ºÉÀ¼ºÉÀ¼ ¶íÂÞ˹¶íÂÞ˹ Î÷°àÑÀÎ÷°àÑÀ ÂíÀ´Î÷ÑÇÂíÀ´Î÷ÑÇ ÄÏ·ÇÄÏ·Ç