国际人力资源管理论文文化控制

Cultural control

1、The concept of cultural control：

Cultural control puts individuals and groups in the organization under control by sharing other organizational culture-related factors, such as values, common aspirations, and common standards of conduct. Through the cultural control, the evolution from passive management to self-management can be realized. Strengthening the organizational culture is the key measure of cultural control. Organizational culture is the sum of values, group awareness, codes of conduct and modes of thinking that are shaped by long-term practice and are generally recognized and followed by organizational members.

2、The main measures of cultural control：

As a group's common values, organizational culture does not have specific rigid requirements for organizational members, but only a soft rational restraint. It organizes common values to continuously infiltrate and internalize individuals, so that organizations can automatically generate a set of self-control mechanism. Its informal control based on respecting individual thoughts and feelings will automatically turn organizational goals into voluntary actions of individual members and achieve a high level of personal and organizational goals. Such soft constraints of cultural control tend to have more control and endurance than administrative control. It is still important that in some

knowledge-based societies, there are ambiguities and uncertainties in some of the issues that are organized and there can be no standardized or procedural working methods. Formal control is hardly helpful.

Cultural control requires managers with a high level of management and leadership skills. In the implementation of cultural control in the organization, managers can not be supervised by the administrative control of staff behavior, and therefore need to trust subordinates, a reasonable mandate; cultural control in the implementation of decentralization, team organization, network organizations, staff participation and management of categories of organizations In more applications.

3、The level of cultural control：

Cultural control includes three levels: values, beliefs and behavior.

①Values are the essence of corporate culture, and are the relatively stable factors in corporate culture. Generally, they are established by the founders of enterprises at the beginning of their establishment and are the relatively stable elements in corporate culture. For example, many enterprises advocate "honesty and innovation" and become the highest guiding principle of the enterprise. Belief is to support the development of business creed and ideas, such as talent, development concept, the concept of competition.

②The belief to the combination of the characteristics of the industry,