組織文化의 接近法과 比較 = Approaches and Comoarison of Organization Culture

다국어 초록 (Multilingual Abstract)

The theory of all organizations most of which are consisted of human elements has developed many theories through the research of effective integrating processes of human elements. Through the debats whether organizations can be seen as a means or ends, new understanding of organization, that is, an understanding of organizations by cultural metaphor that is really worth a place of life where most people spend most of their time, is needed. That is the aim of this paper is build a healthy organizational culture.
When the organization is to fulfill the basic on-going organizational factors of survival, security, and growth with achieving its own goals, it must face its environmental change actively and solve the issues of the organization dynamically. this means that all the members of organizations should have the income-raising force as Leibenstein asserted where the ethos of all the nembers are strong and positive.
For the building of a healthy organizational culture, the behavior change must be done with the change of the change of the members' value and beliefs. Although the change of values and beliefs must be done in attaibute to the internal change of each member, this is not so easy one. Thus for the building of healthy of strong organizational culture, we ca assume about seven methods with the external and internal way of change in the each member's value and belief system. The seven methods are as below:
1. Change the conscious structures of members of members in the direction of value oriented.
2. Seduce to change of the values of members through the behavior modifications with the use of rituals.
3. For the change of members' behavior, one must dispatch the organizational heroes to the core positions of organization and let the employes assimilate themselves to the heroes whose actions are value-oriented.
4. Make the organizational climate open to each other through lubricative communications.
5. Cut the organizational hierarchy short to make top and down intimate and the process of decision making dynamic.
6. Make to face with active to the environmental change by the development of creativity in the positive environmental adaptiveness.
7. Make the desirable counter culture vital and make it a dominant culture in the organization.
The most important problem in these processes is the ethics of methods to change individual value. It should not make the people their values with another. To make the people accept the ultimate goal of organization, rationally acceptable values should be shown to the individuals. That is just the superodinate goals. Then the organization must show off the people that the organization is trying to actualize this superordinate goal with them.
Today is the high time that management philosophy dominates the organizational life and determines whether it can sustain the organizational culture healthy of not which is the pivot of organizational life.

목차 (Table of Contents)

• Ⅰ. 序論
• Ⅱ. 組織文化의 槪念과 必要性
• Ⅲ. 組織文化의 接近法과 類型
• Ⅳ. 外國企業組織文化比較
• 1) 日本 2) 美國 3) 韓國
• Ⅴ. 健全 組織文化
• Ⅵ. 結論