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 SizeFormat 
b17726530.pdfFor All Users2.9 MBAdobe PDFView/Open

Copyright Undertaking

As a bona fide Library user, I declare that:

  1. I will abide by the rules and legal ordinances governing copyright regarding the use of the Database.
  2. I will use the Database for the purpose of my research or private study only and not for circulation or further reproduction or any other purpose.
  3. I agree to indemnify and hold the University harmless from and against any loss, damage, cost, liability or expenses arising from copyright infringement or unauthorized usage.

By downloading any item(s) listed above, you acknowledge that you have read and understood the copyright undertaking as stated above, and agree to be bound by all of its terms.

Show full item record

Please use this identifier to cite or link to this item: