e as well as develop the culture of the organization throughout all of the offices of Nestle. Also, maintaining standards in all of the departments and offices throughout the word is another goal of Nestle through focusing on some key changes such as eliminating child labor, ensuring better safety in the workplace, improving supply chain, using environment friendly production and distribution system and many more issues as cited by (“Creating Shared Value”, 2016).
本篇assignment将根据男女雇员权利平等和工作环境中性别平衡的事实编写。雀巢正在努力加强一些系统性的变革，并努力改善工作环境，以加强和发展雀巢所有办公室的组织文化。此外，雀巢的另一个目标是通过关注一些关键变化，如消除童工、确保工作场所更好的安全、改善供应链、使用环保的生产和分销系统以及更多问题，在全球范围内保持所有部门和办公室的标准。
So, we are to focus on the issue of “balancing gender or, enhancing balance in gender in Nestle” as this is one of the issues that is presently confronted and tried to be settled at Nestle.
因此，我们将重点关注“平衡性别或加强雀巢的性别平衡”问题，因为这是雀巢目前面临并试图解决的问题之一。
Culture of a business organization or company needs to be understood and evaluated by the managers or strategists of the particular business organization. The analysis on the culture of a particular business organization by its key planners or managerial personnel will provide the opportunity to enhance the productivity of the employees as well as the people working in the company through developing their skill within the standardize system of the culture set by the managers (Al Mehairi & Zakaria, 2014). But, evaluating as well as understanding the workplace environmental characteristics or the elements of the culture to know about the nature of the culture of a particular organization needs to use some models or theories to analyze the key elements of the work environment or the culture of the company. Here, we are to discuss about two models of culture related to analyzing the culture of a business organization so that the issue that is currently facing by Nestle can be evaluated and analyzed to oversee how the company is confronting and overcoming the challenges or the issue. Among various models of organizational culture, we are to discuss here on the Hofstede’s model of culture and the Handy’s model of culture. In the following paragraphs these two model of organizational culture are to be discussed brief.
商业组织或公司的文化需要由特定商业组织的经理或战略家来理解和评估。关键规划者或管理人员对特定商业组织的文化进行分析，将提供机会，通过在管理者设定的文化标准化体系中发展员工的技能，提高员工和公司工作人员的生产力。但是，评估和理解工作场所的环境特征或文化元素，以了解特定组织的文化性质，需要使用一些模型或理论来分析工作环境或公司文化的关键元素。在这里，我们将讨论与分析商业组织文化相关的两种文化模式，以便对雀巢目前面临的问题进行评估和分析，以监督公司如何应对和克服挑战或问题。在各种组织文化模式中，我们将讨论霍夫斯泰德的文化模式和汉迪的文化模式。在下面的段落中，这两种组织文化模式将被简要讨论。
Hofstede’s model of culture 霍夫斯泰德的文化模式
Geert Hofstede is a psychologist who had provided with a model showing the variables or dimensions that a society or a culture of the society or culture of any organization as well as company might possess (“Geert Hofstede”, 2016). The model of cultural dimensions was provided by Geert Hofstede in the year of 1970 which was invented basing on a research project by Geert Hofstede (Hofstede, 2009). The research project was conducted on fifty different countries of the world involving the workers or people working in the IBM and he differentiated one culture from another as cited by (“Research – Geert Hofstede”, 2016). Through conducting this research project, Geert Hofstede provided four dimensions and later on, he added two more dimensions of culture that are now used by the organizational researchers to understand differences among the culture of each country from other business organizations. Strategists or managerial personnel use this model of culture to analyze various differences in the culture of a particular business organization in order to settle the issues faced by the company to overcome cultural problems. Moreover, the model of cultural dimension by Hofstede is used for understanding cultural differences between or among societies or cultures of business organizations as well.
Geert Hofstede是一位心理学家，他提供了一个模型，显示了一个社会或社会文化或任何组织和公司的文化可能拥有的变量或维度。文化维度模型由Geert Hofstede于1970年提供，该模型是在Geert Hovstede的一个研究项目的基础上发明的。该研究项目在世界上50个不同的
