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企业文化，或称组织文化（Corporate Culture或Organizational Culture），是一个组织由其价值观、信念、仪式、符号、处事方式等组成的其特有的文化形象。

职工文化，也称企业职工文化，是与企业文化相对应的文化形态，职工文化以职工为本，是一种素质文化，企业文化以企业为本，是一种管理文化。

企业文化是在一定的条件下，企业生产经营和管理活动中所创造的具有该企业特色的精神财富和物质形态。它包括文化观念、价值观念、企业精神、道德规范、行为准则、历史传统、企业制度、文化环境、企业产品等。其中价值观是企业文化的核心。

企业文化是企业的灵魂，是推动企业发展的不竭动力。它包含着非常丰富的内容，其核心是企业的精神和价值观。这里的价值观不是泛指企业管理中的各种文化现象，而是企业或企业中的员工在从事商品生产与经营中所持有的价值观念。

The term Organisational culture is not readily defined. It is a loose term and has a different meaning in different situations. I understand the term as; the way an organisation is run. Take the word itself, organisation. Picture it as an organ in the body. Each one provides a different service, it works in different ways, has different shapes and structures, and needs different vitamins and minerals in order to be successful in doing its job. This is the same for an organisation in business. Each organisation will need a different structure or ‘culture’ to suit itself and the people working in it, in order to be successful. A more informal approach to the term might be ‘the way we do things around here’. 

Organisational culture can be looked at in two ways, as an outcome and as a process. The outcome describes the behaviour people have in an organisation that relates to the way the person performs tasks, treats its employees and customers, solves problems and resolves conflicts, i.e. the way in which the person carries out their job. The process, creates the behaviour people have when carrying out their job. Here, it is defined as the informal values, attitudes and the norms that control the way people behave in an organisation. Each outcome or process will determine the way in which an organisation is run. (managementconsultingcourses.com/lesson35organisationalculture.pdf) 

In order to fully understand the organisational culture, I will be looking at four types of well-known cultures (C. Handy); I will look at the club culture in depth, and summarise the role culture, the task culture and the person culture. 

Firstly the club culture; an organisation which is run by a club culture can be described structurally as a spider web (C.Handy). It resembles a web by the way in which there is a boss or a leader. The person who plays this role will be in the centre of all the workings of an organisation. Similar to the way a spider web works there will be lines connecting from the centre to the outside. These lines represent responsibility and division of labour. They are all closely connected to the boss. An example of an organisation that uses this kind of culture would be Virgin, run by Sir Richard Branson. He has a close team surrounding him whom he directs and whom in turn direct other managers and so on, exactly like the rings on a spider web. This is a very intimate working environment where everybody is in direct contact with the boss and is addressed by name as opposed to job title. This running of this entire organisation is solely dependant on the boss. If he has a good ‘business head’ then so will the organisation. The downside is, if the boss is weak or unsuccessful then so too is the organisation. Depending on the boss, this type of organisation is very dynamic. It is responsive to sudden changes and various disruptions. There would be many young energetic peo本论文由英语论文网提供整理，提供论文代写，英语论文代写，代写论文，代写英语论文，代写留学生论文，代写英文论文，留学生论文代写相关核心关键词搜索。