Question

请求懂经济的英语达人翻译！不要使用翻译软件哦！

海尔的组织文化介绍
海尔的超速发展与壮大，得益于以创新为典型特征的海尔文化。海尔的企业文化作为一种强势亚文化，是通过对国内外优秀文化成分的借鉴、改造，不断进行观念创新、管理创新的成果，是具有典型中国文化特色的中国式管理模式。海尔文化的核心是创新。它是在海尔二十年发展历程中产生和逐渐形成特色的文化体系。海尔文化以观念创新为先导、以战略创新为方向、以组织创新为保障、以技术创新为手段、以市场创新为目标，伴随着海尔从无到有、从小到大、从大到强、从中国走向世界，海尔文化本身也在不断创新、发展。员工的普遍认同、主动参与是海尔文化的最大特色。当前，海尔的目标是创中国的世界名牌，为民族争光。这个目标把海尔的发展与海尔员工个人的价值追求完美地结合在一起，每一位海尔员工将在实现海尔世界名牌大目标的过程中，充分实现个人的价值与追求。
由此可知，海尔组织文化偏向于哈里森分类里的任务文化。这种文化把适当资源积聚在一起，把适当的人安置在适当的层次上，并放手让他们工作。这是一种团队文化，它利用团队的统一力量去提高效率。这种文化适应力极强，是一种强调专家权力、奖励工作结果、把个人和群体目标结合起来的文化。事实也证明了任务文化适合目前的海尔，增强了员工的创新意识和对产品质量的重视，从做好自己份内工作开始，逐步为组织提供和发挥自己的才能。

麦当劳的组织文化介绍
麦当劳是全球最著名的快餐连锁店，它的成功在很大程度上来自其平等、创新的组织文化。
公司总裁克罗克说：“我喜欢授权，而且一向尊敬那些能想到我想不到的好主意的人。”大部分情况下，他鼓励年轻经理们提出不同的意见，并热衷于将新注意付诸实践。麦当劳的每一位经理都有自己的发展空间，麦当劳授予经理们非常大的权利和责任，鼓励他们发挥所长，使他们在自由与责任之间取得平衡，并有机会证明自己的能力。在分权管理的制度下，麦当劳的经理表现出对工作很高的热诚和合作精神。
公司还使不同类型的人的创造力朝同一方向同步发展、互动。麦当劳的高级管理人员举行会议的房间，被称为“战事房”，这个名字准确地表达出了麦当劳的经理人员在激烈的快餐业竞争中同仇敌忾的合作精神和团队意识。这间会议室没有任何昂贵的装潢，而是采取环行设计，充分体现了麦当劳"平等合作"的观念，经理们可以自由的各抒己见，为公司出谋划策。新的构想一经产生就会付诸实施，麦当劳在经营中总是勇于冒险，不畏失败。
克罗克的为人也有很大的亲和力，他讲求工作道德，信奉储蓄、节俭，外貌整洁，生活简朴，赢得了公司所有员工对他的依赖和忠诚，成为麦当劳团结的核心。克罗克对待下属像父辈，又像一名导师，给予员工慷慨的帮助并训示一些人生道理。麦当劳创业初期，克罗克经常请几名职员到家中聚餐。现在，麦当劳每年要花费上千万美元，邀请职员和他们的家属参加全国大会。这种在共同的使命感之中生发出的家庭般的亲密的团结力，将麦当劳的员工们紧紧团结起来。
很明显的，这种组织文化属于哈里森分类里的权力文化。这种文化组织，依赖于信任和感情来取得效率，依靠个人交谈而相互沟通。这种文化的组织，是自豪和强有力的，它有能力迅速前进，对于威胁和危险能很好地做出反应，但是这都取决于位于中心地位的领导人物，这些人物的素质在组织中极端重要。从上述可以看出，克罗克的做法符合这个要求并且事实也证明了他的成功。

Answer 1

Haier's organizational culture on the development and strengthening of speeding, and from innovation as a typical characteristic of Haier culture.Haier's corporate culture as a strong Asian culture, through the adoption of domestic and foreign cultural elements, transformation,the concept of continuous innovation, management innovation is the result of typical characteristics of the Chinese culture, Chinese-style management model.Haier culture is the core of innovation.It is the history of 20 years of Haier have gradually formed and the unique culture system.Haier culture led to the concept of innovation, and innovation as a strategic direction to the organization for the protection of innovation, technology and innovation as a meansin the market for the target, along with Haier grown from small to large, from big to strong, and from China to the world.Haier culture itself is also constantly innovate and develop.Staff generally agree that active participation is the biggest characteristic of Haier culture.At present, China's Haier's goal is to create world-class brand names, winning glory for the nation.Haier Haier's goal of this personal development and the value of the quest for a perfect combination.Haier Haier staff will be in every major world famous goals in the process, fully realizing the value of the individual pursuit.
So, Haier organizational culture tends to be classified Harrison's task culture.Put adequate resources to build such a culture and put the right people in a decent level, and let them work.This is a team culture, and its use of force to improve the efficiency of the unified team.This strong cultural adaptability is a power experts stressed that incentives work,target individuals and groups combine culture.Facts have proved that the mandate for the current Haier culture, and enhance the sense of innovation and staff of the importance of product quality.from doing their duties, and provide progressively play to their talent.McDonald's organizational culture on the world's most famous fast-food chain McDonald's.Much of the success comes from its equal, innovative organizational culture.Croker, president, said : "I would like to authorize,Unexpectedly, I have always respected and who can think of a good idea to the people. "Under most circumstances,He encouraged young managers have different ideas and eager to put into practice the new attention.McDonald's every manager has his own room, the McDonald's manager given the rights and responsibilities are very great,encourage them to play, so that they can strike a balance between freedom and responsibility, and have the opportunity to demonstrate their ability.
In a decentralized system, the McDonald's manager to work demonstrated the dedication and high spirit of cooperation.Companies also make different types of creativity towards the same direction simultaneously, the interaction.McDonald's senior management meeting room, which is called the "war room"The name accurately reflect the managers of a McDonald's fast-food industry in the fierce competition in the spirit of cooperation and teamwork enemy awareness.This conference room without any expensive decor, but a ring designfully reflects the McDonald's "equal", and managers are free to express their opinions and advice to the company.A new idea will be put into effect after it first appeared, in the McDonald's operations have always been brave adventure despite failure.Croker, the people had a great affinity stress his work ethic, belief in savings, thrifty, clean appearance, the simple life.He won all the company's dependence on staff loyalty and become the core McDonald's.Croker treat subordinates like father, like a mentor, providing generous help and instructed some life principles.McDonald's initial period, the home dinner Croker asked by the officers.Now, McDonald's spent tens of millions of dollars each year to invite the staff and their family members participated in the National Assembly.Such common sense among the students as a close family unity, McDonald's staff will be tightly together.Obviously, this classification Lane Harrison organizational culture is the power of culture.This cultural organizations rely on trust and feelings to achieve efficiency, personal conversations and communicate with each other.This culture of the organization is proud and strong, it has the ability to move quickly.For good to be able to respond to threats and danger, but it depends on the leaders at the center.the quality of these figures extremely important in the organization.From the above we can see that the way to meet this requirement and the fact Croker has proven his success.

Answer 2

真有好人啊，这么长都翻译了