代写论文：企业文化
通常两种文化，国家和组织是可互换的。这是由于一个事实提供了另一种情况，即在商业和国家层面上，以同样的方式，在相同的方式下，以可接受的性质和共同形式的价值来反映对方。企业文化通常是由企业高管通过描述他们的行为和基于国籍的价值观而形成的，这也是一种自然的观点。随着时间的推移，公司文化成为了自我维持的循环，因为有相似信仰和价值观的人被招募来进一步培养文化(Caligiuri和Tarique,2016)。可以说，以民族为基础的文化在组织内部培育企业文化发展，作为回报，它们相互关联。从企业的角度来看，组织中的文化尤其重要，因为它会引导员工的行为和他们的期望。它还会导致确定可接受的管理风格，并影响与外部实体的交互(Fang et al .，2016)。从一个国家到另一个国家，从一个企业到另一个国家，这个概念文化可以用同样的方式来定义，但这些行为、价值观以及创造文化的经验是截然不同的。尽管一个国家的文化会渗透到一个组织的文化中，但我们必须承认，文化中并非每个人都有展示的特征。不同的文化也会产生不同的价值观(贝德福德，2016)。
代写论文：企业文化
Often two kinds of culture, national and organizational are referred in an interchangeable manner. This is due to the fact that one provides reflection of the other with behaviours of acceptable nature and values of shared form in the same manner at the level of business and nations. It is also a natural perspective that company culture is created typically and is fostered through the senior executives depicting their behaviours and values based over the nationality. With time, the company culture becomes a cycle of self-sustaining nature as people with similar beliefs and values are recruited to further nurture cultures (Caligiuri and Tarique, 2016). It might be argued that nation based culture nurtures corporate culture development within organization and in return they are correlated with one another. From the perspective of businesses, culture in an organization is particularly crucial as it leads towards driving behaviour of employees and their expectations. It also leads towards determining acceptable styles of management and impacts interaction with external entities (Fang et al., 2016). The concept culture might be defined in the same manner from a nation to the other and from a business to the other but the behaviours, values as well as experiences creating culture are quiet distinct. Even though the culture of a nation results in trickling into culture of an organization, it is essential to acknowledge that not every individual within a culture results in exhibiting traits. Distinct cultures, as well, result in teaching distinct values (Bedford, 2016).
