| Author: | Lam, Yuk-lin Lillian |
| Title: | Organizational culture of an enterprise |
| Degree: | M.Phil. |
| Year: | 2004 |
| Subject: | Hong Kong Polytechnic University -- Dissertations Glorious Sun Group Corporate culture -- Case studies Business enterprises -- China -- Hong Kong -- Case studies |
| Department: | Institute of Textiles and Clothing |
| Pages: | 1 v. (various pagings) : ill. ; 30 cm |
| Language: | English |
| Abstract: | Organization or corporate culture has been a popular issue in the management literature since the early 1980s. Actually, the culture concept has been borrowed from anthropology. A number of literatures have introduced different models for analyzing organizational culture. They can be seen as generic models consisting of those universal factors, like rituals, symbols, systems, and structure. However, they are not comprehensive enough. A more comprehensive and multi-directional model is required to figure out a picture for analyzing organizational culture. The Glorious Sun Group, who is the industrial partner of this project, founded in 1971 by the Yeung's family as a garment manufacturer. The Group is now a famous conglomerate in Hong Kong clothing industry. Dr. Charles Yeung, the founder of the Group, has analyzed and synthesized his successful experience and devised them into his organizational culture called "Glorious Sun Culture". In this research, a comprehensive model for deciphering organizational culture will be developed. The model can be seen as a qualitative way to investigate organizational culture. To order to study an organizational culture objectively, quantitative model should also be applied. In this research, Hofstede's (1980, 1990) quantitative model is used. The organizational culture of The Glorious Sun Group will be studied and investigated by applying both of the models. As a result, how strong is the actual organizational culture of The Glorious Sun Group and whether there is different from its "Glorious Sun Culture" can be investigated. By reviewing the demographic factors among the staff of The Group, its subculture will also be studied. Based on these results, how demographic factors influencing organizational culture can be investigated. Finally, methods for minimizing the deviation between actual organizational culture and desired organizational culture can be drawn. |
| Rights: | All rights reserved |
| Access: | open access |
Files in This Item:
| File | Description | Size | Format | |
|---|---|---|---|---|
| b17726530.pdf | For All Users | 2.9 MB | Adobe PDF | View/Open |
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