答案取决于对目标接受度和组织文化的看法。
The answer to that depends on perceptions of goal acceptance and the organisation's culture.
然而，如果这种参与活动与组织文化不一致，那么就应该指定好目标。
If participation is inconsistent with the culture, however, goals should be assigned.
当阶级组织内经验丰富的员工组成团队时，他们已经习惯于传统的组织文化，合作可能不会自然地发生。
When teams consist of experienced employees from hierarchical organizations, who have been conditioned to traditional organizational culture, cooperation may not occur naturally.
如果团队由多层级部门的老员工组成，由于这些人已经习惯了传统的组织文化，因此协作可能不会自然发生。
When teams consist of experienced employees from hierarchical organizations who have been conditioned to traditional organizational culture, cooperation may not occur naturally.
"如果这种参与活动和组织文化不协调，那么员工可能会觉得他们的参与过程受到人为控制，也会因此受到负面影响。
If participation and the culture are incongruous, employees are likely to perceive the participation process as manipulative and be negatively affected by it.
我的想法是，将这一点与仔细的监督、强大的组织文化结合起来，确保你使用的目标具有建设性，不会对组织造成重大损害。
My idea would be to combine that with careful oversight, a strong organizational culture, and make sure the goals that you use are going to be constructive and not significantly harm the organization.
负责监督遗产地的联合国教科文组织世界遗产中心的前负责人是弗朗西斯科·班达林，他是威尼斯人，现在担任联合国教科文组织文化事务助理总干事。
The former head of the UNESCO World Heritage Centre, which oversees heritage sites, is Francesco Bandarin, a Venetian who now serves as UNESCO's assistant director-general for culture.
重新组织文化碎片则是另一个。
第四章主要强调了组织文化构建要素。
The fourth chapter emphasizes elements of organizational culture construction.
像所有伟大的组织文化，这一开始有一个大胆的设想。
Like all great organizational cultures, this one started with a bold vision.
组织文化，高于把员工当作“企业增值者”来培养的理念。
Organisational culture triumphs over the logic of nurturing employees as a means of adding value to the business.
InfoQ：是什么让你开始思考组织文化，以及它对敏捷的影响？
InfoQ: What got you thinking about organizational culture and how it affects Agile?
组织文化认同与工作满意度对离职倾向有显著的预测能力。
Organization culture identity and job satisfaction have signification prediction ability to the turnover intention.
看来，组织文化再次凌驾于一切，包括对人才的有效管理以及人才的健康。
Once again, organisational culture, it seems, supersedes all else, even the effective management – and health – of talent.
这些常见的说法都是在组织文化中根深蒂固的态度和行为的症状。
These common myths are symptoms of deeply ingrained attitudes and behaviors in organizational cultures.
这是一个辄代解决的组织文化问题——项目是整体成功或失败，而非单独的部分。
This is a cultural problem which needs to be addressed - the whole project succeeds or fails, not individual parts of it.
本节中，我将讨论理解组织文化的框架和一些支持迭代方法的重要的文化的属性。
In this section, I will discuss a framework for understanding organizational culture and some important attributes of culture that support an iterative paradigm.
本文应用实证研究的方法，对组织文化与公司绩效的关系进行了实证研究。
The paper uses empirical research method to test the relationship between organizational culture and firm's performance.
托尼·施瓦茨(原作)标签：管理自己，组织文化，工作与生活的平衡。你觉得怎样？
Tony SchwartzOn: Managing yourself, Organizational culture, Work life balance.How Are you Feeling?
新技术、工作的新方法、新组织文化及这些对于办公室空间使用者需求的冲击。
New technologies, new ways of working, new organizational cultures and their impact on user demand for office space.
OCIO在慎重的寻找敏捷和组织文化间的平衡，并计划小幅逐步向敏捷方法转型。
The OCIO is looking to balance opportunity with prudence by encouraging modest but progressive steps toward Agile.
从用户的角度来看，将逐步渗透it资产的复用作为组织文化的一部分，这是非常艰巨的任务。
From a user perspective, instilling IT asset reuse as part of an organizational culture is a very difficult task.
SOA创立了组织文化也改变了技术，这可能会产生沟通障碍，因此互相通信非常重要。
SOA creates cultural as well as technological change, which can create barriers; therefore, communication is critical.
这个过程中最困难的部分就是学会改变您的组织文化，这样您就不会积累超过自己合理服务能力的债务。
The hardest part of this process is learning to change your organization's culture so that you don't accumulate more debt than you can reasonably service.
如果组织需要不同的开发流程，而其组织文化强烈抵制更改，则在尝试改变文化之前，不要尝试采用敏捷方法。
If your organization needs a different development process, yet its organizational culture is strongly against change, don't try to adopt agile methods before trying to change the culture.
Black和Gregersen的书，LeadingStrategicChange，中附和了这个观点，它指出，要改变组织文化，你必须改变个体的“头脑图”。
Black and Gregersen's book, Leading Strategic change, echoes this concept by suggesting that to make changes in the organizational culture, you must alter the "mind maps" of the individual.
Black和Gregersen的书，LeadingStrategicChange，中附和了这个观点，它指出，要改变组织文化，你必须改变个体的“头脑图”。
Black and Gregersen's book, Leading Strategic change, echoes this concept by suggesting that to make changes in the organizational culture, you must alter the "mind maps" of the individual.
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