论文代写：组织文化
在这种背景下，一个组织可以被划分为权力文化或角色文化。在组织中普遍遵循的权力文化严重依赖于治理的集中化方面。虽然角色文化组织在其功能上更有组织和结构(Wagner III和Hollenbeck,2014)。组织也可以根据任务文化和个人文化进行分类。任务文化组织主要是知识和权力分散，而个人文化组织则更关注个人。因此，可以理解管理者的角色是重要的，这样组织的文化才能被定义。这种文化可以通过理解发展的范围来指示组织的职能和方向。
论文代写：组织文化
组织文化的另一个主要方面也与国家和地区文化的差异有关。随着全球化的迅速发展，跨国公司的经理们需要判断特定的国家和地区文化对企业文化的影响。在这方面，可能最重要的工作是由Geert Hofstede完成的。他指出，特定的地理和文化因素负责决定在组织内部需要发展的关系。跨国公司的经理们应该知道这种关系如何在特定的国家维持。
论文代写：组织文化
In this context, an organisation can be classified as being power culture or role culture. The power cultures generally followed in organisations are hugely reliant on the centralised aspect of governance. While the role culture organisations are more organised and structured in their functions (Wagner III and Hollenbeck, 2014). Organisations can also be classified on the basis of task culture and person culture. Task culture organisations are largely knowledge-based and decentralised whereas the person culture organisations are more focussed on individuals. Therefore, it can be understood that the role of the managers is important so that the culture of the organisations can be defined. The culture as such would indicate the functions and the direction of the organisation by understanding the scope of the development.
论文代写：组织文化
Another major aspect of organisational culture can be linked to the differences in the national and regional cultures as well. With rapid globalisation, managers in multinational companies require to judge how particular national and regional cultures can impact the organisational culture. In this context, probably the most important work has been done by Geert Hofstede. He indicated that particular geographic and cultural elements are responsible in determining the relationships that need to be developed within organisations. Managers in global companies should know how such relationships can be maintained in particular countries.
