The System Analysis Of Creating Organizational Culture With "Typical Unit"

This study use China’s northwestern region---a large state-owned enterprises asa " typical unit "case, through on-the-spot investigation, and fully on the basis offirst-hand information, to explore the practice process of the "typical unit" createorganizational culture, and institutional factors that influence their to createorganizational culture. Specifically, firstly, describe the practice process of creatingorganizational culture with "typical unit";secondly, analyzing the institutional factorsof creating organizational culture with "typical unit".Organizational culture of this study refers to the "The Spirit of Tieshan" thatcreated in the long-term through the organization’s development:" hard work,perseverance, courage to sacrifice, to develop forward"."Since the date of creation of" The Spirit of Tieshan", this core culture organization turned into "hard core"gradually of all the organizational culture with a case of "typical unit". Through theabove analysis, it is easy to see that there is a close contact between the case"typicalunit" is growing stronger and the effect with the core culture---" The Spirit of Tieshan"of this organization. what’s more, in the long-term practice,"typical unit" make themore and more employees to widely accepted organization core culture through thereasonable institutional mechanisms, and obtained the legitimacy foundation deeply.So that the organization core culture is made up of employees from generation togeneration, although times have passed and circumstances have changed, it still keeppace with The Times Spirit, and affected the state-owned enterprise managementconcept and practical operation deeply.Organizational culture creation with "Typical unit"(state-owned enterprise) isthe result of the dual function that internal and external environment. In the process ofthe development of the typical unit, not only can imitate other successful state-ownedenterprise, but also according to actual situation, and creating unique organizationalculture (core culture) within the organization, and to motivating employees constantlyto make greater contribution to the development of organization.First of all, the creating of organizational culture (The Spirit of Tieshan) with the case "typical unit" is based on the basis of the specific natural and social. Firstly,natural conditions the case "typical unit" is very hard, the main features are mountaintowering, ravines crossbar, sparse vegetation, bare rock. the early construction of "typical unit", All sides of the builder collected in the desert, lived in a tent and Majiahouse, ate wild vegetables and the leaves. Secondly, the creating of "typical unit"organizational culture (The Spirit of Tieshan) was pushed doubled by state and market.At the beginning of the construction with the case " typical unit" is caught up the"Great Leap Forward", the whole country for the construction of the hot scenes alsoinspired staff’s work enthusiasm, they were tried to overcome the difficulties and triedto build their own units. After "Great Leap Forward", as above said, due to the specialchanges in international environment, national concerned and determined toaccelerate the construction of case "typical unit", and laid a solid social foundation ofcreating organizational culture (The Spirit of Tieshan) in "typical unit". After thereform,"typical unit"(state-owned enterprise) are no longer attached to the country,and they have autonomy. From that time, the survival of "typical unit" is subject to theguidance of market economy, and the development of "typical unit", not only needsthe spirit of staff’s hard work and dedicated drive, but also more needs the quality ofthe staff’s indomitable and develop forward. As the result, the development oforganizational culture (The Spirit of Tieshan) gained a new social basis naturally.Next，the process of creating organizational culture with the case " typical unit"(state-owned enterprise), usually through some means to spread or shape theorganizational culture, such as, written documentation of publicity, the employees ofparticipant observation, conducted meetings, mastered precept of new employees, themedia publicity, reward incentive.Finally, in the process of creating organizational culture with the case "typicalunit", through mandatory, imitative, normative and incentive mechanism so thatemployees continue to receive recognition and organizational culture. Firstly,mandatory mechanism is mainly limited by the discipline and organization of theceremony means both employees, the employees accepted and recognized by theorganizational culture, organizational culture and reached the final of collectiveidentity. Secondly, imitative mechanism is mainly through competitive and institutional imitation enhanced degree of recognition for business people, and thusenhance the enterprise itself and entrepreneurship legitimacy. Thirdly, the regulatorymechanisms within the enterprise, mainly through the establishment of regulationsand staff before entering the corporate job to accept the legalization and formaleducation on the cognitive level, so subtle thinking and behavior of employees, andgradually formed a similar ideology and judgment thereby strengthening theentrepreneurial spirit of legalization, and finally to the staff recognized and accepted.Fourth, the incentive mechanism, mainly through corporate image incentives,employee ownership incentives and panoptic incentives are three ways to makeemployees for their physical and mental make effective controls to exclude individualcausal factors, to achieve the consistency of employee behavior and collective. Fifth,within the organization, the staff, through their own practices and experiences at work,consciously accepted and recognized organization culture, strengthen theorganizational culture of legality.