What Are the Different Organizational Culture Models?

The corporate culture model refers to the relatively fixed and formatted (or stylized) corporate culture composition and its characteristics, which is the corporate culture model. The integrated corporate cultural characteristics form a certain corporate cultural structure. When this cultural configuration was repeatedly verified and scrutinized in the cultural interaction and role of the corporate cultural community, over time, it had both relative stability and considerable universality. As a result, they have become some kind of corporate culture model.

Corporate culture model

This entry lacks an overview map . Supplementing related content makes the entry more complete and can be upgraded quickly. Come on!

The corporate culture model refers to a relatively fixed,

1. From the perspective of the structural components of the corporate culture model, it can be divided into simple corporate culture models and complex corporate culture models based on the number of corporate cultural characteristics and the simplicity of contact methods.

Simple corporate culture models integrate less cultural characteristics, and their contact methods are relatively simple and clear. For example, the early account management culture was usually composed of cultural characteristics such as abacus, accounting, cashier, and account book. The contact method was nothing more than a simple mechanical connection between people and things. However, modern management information systems are composed of cultural characteristics such as databases, hardware systems, software systems, environmental systems, designers, operators, maintenance supervisors, and information resource managers. Much more.

2. From the commonality and individuality of corporate culture, corporate cultural models can be divided into general models and special models.

The former is a general model of corporate culture, that is, a highly abstract and widely applicable corporate culture model; the latter is a special model of corporate culture, that is, a corporate cultural model with a specific application field and scope. As a group cultural community of business entities, regardless of their growth environment and internal structure, there will always be many common cultural needs, and some common cultures will be created or introduced accordingly. When they are expressed in stable forms and procedures, they form a general model of corporate culture. Conversely, a special model of corporate culture is formed. Of course, just as the distinction between macro and micro models in economics has relative significance, the division of general and special models of corporate culture also has relative significance, rather than absolute delimitation.

3. From the perspective of the content and system components of corporate culture models, corporate culture models can be divided into cultural models of different systems.

Such as the corporate material cultural model, the corporate spirit cultural model, the corporate institutional cultural model, etc., are all different types of corporate cultural models. In addition, the corporate culture subsystems will also form their own different corporate subsystem culture models.

4. Judging from the regional location characteristics of corporate culture models, corporate culture models can be divided into several types of large and small regional models.

First of all, whether it is a corporate culture system or a corporate cultural model, what occupies the core position of corporate culture is the core of corporate culture composed of corporate spirit, corporate soul, corporate purpose, and corporate values. From the deepest interaction between this deepest corporate culture and the corporate cultural environment, and through the integration of some basic corporate concepts and cultural characteristics, the company's operating philosophy and management ideas are formed. After cultural integration, ideological corporate culture is transformed into one. A series of enterprise norms and standards were transformed into corporate values and values, ethical norms and standards. That is to say, the social formation process of the corporate culture model is a process of active assimilation, integration, and transformation with the corporate culture core as the basis and center.

Secondly, although the characteristics of corporate culture are the basic materials of corporate culture and the direct and visible signs of rich and varied corporate cultures, it is not a fundamental indicator to distinguish individual corporate cultures. To measure and distinguish an enterprise culture model, it is not mainly to see which corporate culture characteristics it has, but to look at the deepest corporate culture content, corporate culture integration structure, and corporate culture model functions. Therefore, it is unscientific to identify certain types of individual decomposition indicators in the process of evaluating, grading, and diagnosing an enterprise.

Thirdly, although the internationalization and integration of the economy, at least regional economic integration, have made unprecedented developments, so far, the nation-state system is still the most important and basic form of socio-economic organization. This super system of corporate culture and environment is so important that we often focus our initial and main attention on the exploration of corporate social and cultural models and corporate national cultural models. Especially when we conduct the most basic international comparison of Eastern and Western corporate cultures and analyze corporate cultures under the conditions of a socialist economy, there is no doubt about it: almost all the main corporate cultural characteristics, or the society in which the company is located Institutions, management systems and socio-cultural traditions are directly reflected or closely related to them. But it cannot be concluded that such a further inference: Corporate social culture naturally constitutes the core of corporate culture and its model. This is because a basic premise for the above situation to be established is that from the perspective of corporate culture background, East and West cultures have been closed systems for a long time. When the corporate culture is in an open system, it is entirely possible for corporate culture to develop beyond the country and beyond the system.

Finally, corporate culture is actually a multi-level and multi-layered corporate culture configuration complex. There are paradoxes and conflicts, but they are all integral parts of the cultural whole.