论文代写：人与组织文化

论文代写：人与组织文化

在本文中进行了研究并在原始数据的帮助下进行了结果解释。在这项研究中，纵向数据是由MBA学生收集的。横向数据选自政府机构雇员，公共会计师事务所和非营利组织。收集这些数据后，结果得到了解释，有人建议组织的个人与文化之间的关系是可以解释的。作者解释说，组织的个人喜好和文化维度存在于现实世界中，对个人的工作满意度有很大的影响。分析认为，组织内部适合人员在组织环境中工作，员工在工作一年后应该满足工作满意度和承诺。学生表示有兴趣在创新和开放系统的组织中工作（Reilly，et al。2001，p。510）。另一方面，政府机构的流动率很高，因为这些机构的员工对工作不满意。这可以被看作是关于个人行为和组织文化背景有直接关系的有力证据。

正面的组织行为背景

积极的方法是需要稳定组织中的个人的行为。这是在组织行为课的讲座中学到的。如果组织的文化是支持性的，他们给个人的压力自由的环境比劳动者的动机会增加（Luthans，2002）。这篇文章是在2001年写的，但是现在情况已经改变了，组织行为领域需要积极的积极态度。这种方法将有助于解决工作生活平衡问题。需要确定员工的优势，并在这些优势的基础上制定新的战略。

论文代写：人与组织文化

In this article research was conducted and with the help of primary data results were interpreted. In this research longitudinal data was collected by the students of MBA. Cross sectional data was selected from the government agency employees, public accounting firms and nonprofit organizations. After collecting this data results were interpreted and it was suggested that relationship between the individuals and culture of the organization is interpretable. Authors explained that dimensions of individual preferences and culture of the organizations exist in real world and they have a strong impact on the job satisfaction of individuals. It was analyzed that person fit in the organization was present in the organizational settings and employees should job satisfaction and commitment after one year of working in the organizations. Students showed interest in working in the organizations that had innovative and open systems (Reilly, et al. 2001, p. 510). On the other hand turnover rate in governmental organizations was high because, employees in those organizations were not satisfied with their jobs. This can be taken as strong evidence about the behavior of the individuals and settings of the organizational culture have a direct relationship.

Positive setting in organizational behavior context

Positive approach is needed for bringing stability in the behavior of the individuals in the organization. This was learned in the lectures of organizational behavior class. If culture of the organization is supportive and they are giving stress free environment to the individuals than motivation of the employees will be increased (Luthans, 2002). This article was written in 2001 but now situations have changed and the field of organizational behavior needs a proactive approach that is positive. This approach will help in resolving the work life balance issues. Strengths of the employees need to be identified and on the basis of these strengths new strategies will be developed.