英国论文代写：文化对商业的影响
文化对商业成果有着巨大的影响（霍尔特2003）。倡导高绩效的公司将文化视为实现组织目标和目标的一种模式。苹果以其创新和突破性产品而受到人们的认可。这是因为它的组织文化是由员工面对挑战和抓住机会的激情所驱动的。在发起文化变革之前，评估组织当前的组织文化是很重要的。清晰地识别企业成长和成功所需要的文化是非常相关的（雅可布2005）。此外，变革过程必须设计为文化的实施，这是可取的。在对苹果公司的组织文化进行分析时，发现由于组织内两个团队之间缺乏沟通，出现了一些起伏。这引起了一个故意的错误。在组织内部缺乏透明度的情况下支持的错误。由于苹果公司领导人的变化，导致了文化变化的变化（雅可布2005）。必须保持创新和创新文化。但是，它必须从权力相关的文化转变为与任务相关的文化。
由于组织变革而实现目标的问题
当组织文化发生变化时，还有一些其他问题可能导致文化变革（奥斯丁2007）。约束问题可分为三个层次。这些级别是组织级、个体级和次级单元级。组织层次涉及整个组织的结构。个人层面包括缺乏信任、误解和对个人利益、习俗和不确定性的威胁。这些问题可能会在实现组织目标方面产生障碍（第2004行）。因此，管理这些问题，以便在组织内实现文化变革是非常重要的。
英国论文代写：文化对商业的影响
Culture has a huge influence on outcomes of business in several ways (Holt 2003). Companies initiating high level of performance consider culture as a mode to enable achievement of organizational goals and objectives. Apple has been recognized for its innovation and path-breaking products. This is due to its organizational culture which is driven by the passion of employees facing challenges and grabbing opportunities. Before initiating cultural change, it is important to assess current organizational culture of the organization. It is highly relevant to clearly identify the culture which is desired for initiating growth and success of the organization (Jacobs 2005). Further, change process must be designed for implementation of culture which is desirable. On the analysis of the organizational culture of Apple, it was seen that there were several ups and downs due to lack of communication amongst two teams within the organization. This gave rise to a deliberate mistake. The error supported in magnifying the lack of transparency within an organization. As there has been a change in the leader of Apple, it resulted in changes within the cultural change (Jacobs 2005). Creative and innovative culture must be maintained. However, it must shift from the power related culture to a task related culture.
Problems in Achieving Goals due to Organizational Change
When there is change in organizational culture, there are several other problems that might result in prevention of cultural change (Austin 2007). Restraining problem can be classifies into three different levels. These levels are organizational level, individual level, and secondary unit level. Organizational level involves structure of the entire organization. Individual level involves lack of trust, misunderstanding, and threat to personal benefit, customs, and uncertainty. These problems altogether may tend to create hindrance in the achievement of organizational goals (Lines 2004). Therefore, it is highly important to manage these problems for achieving success in bringing cultural change within the organization.