些变化可能会导致问题，是否处于低不确定性规避指数的组织更新其系统并实施战略或计划的改进，以及创新和提高组织政策的可行性和有效性。
Masculinity and femininity: This index shows the attitude that a culture of a business organization possess. The high in the index shows that the organization is such ambitious, competitive and there is more difference in gender beyond equality between male and female employees. The low index value shows femininity attitudes within the culture of an organization of high in gender balance and focusing on relationship building with others in the organization to provide greater value for the organization together.
男性气质和女性气质：这个指数显示了一个商业组织的文化所具有的态度。该指数的高表明，该组织雄心勃勃，具有竞争力，而且除了男女员工之间的平等之外，性别差异更大。低指标值显示了一个组织文化中女性化的态度，该组织性别平衡度高，专注于与组织中其他人建立关系，共同为组织提供更大的价值。
Short term and long term orientation: Organization may have an orientation of short term which involves the organization to rely upon traditional systems followed by the company and also having the view that future will be handled in future without having any planning at present. Taking any action in the business is not made basing on future. On the other hand, having the long term orientation companies implement long term plans taking the value of time and analyzing the past, they take actions at present to improve the organizational situation in the long term.
短期和长期导向：组织可能有一种短期导向，即组织依赖公司遵循的传统系统，并认为未来将在未来处理，而目前没有任何规划。在企业中采取任何行动都不是基于未来。另一方面，让长期导向的公司实施长期计划，考虑到时间的价值并分析过去，他们在当前采取行动，从长远来看改善组织状况。
Indulgence versus restraint: Organization focusing more on indulgence or having high score in the index of indulgence versus restraint has a culture of rewarding employees toward a happier personal as well as work life. But, low in the index represents the culture of a business organization to involve rigid and structured organizational framework with no optimism of wellbeing of the employees.
放纵与克制：更注重放纵或在放纵与克制指数中得分较高的组织有一种奖励员工过上更幸福的个人和工作生活的文化。但是，该指数较低代表了一个商业组织的文化，即涉及僵化和结构化的组织框架，对员工的健康状况不乐观。
Handy’s model of culture 汉迪的文化模式
Charles Handy is an Irish Philosopher who is a specialist of culture of business organization (“Charles Handy”, 2009). Charles Handy provided his model of organizational culture which involves four types of culture that the business organization may follow. This model of culture identifying the four types of culture of a business organization will make someone understand why employee feel comfortable working in a particular business organization. According to Charles Handy, the four types or classes of culture of the business organization are described in brief in the following paragraphs as highlighted by (CRAINER, 2010).
Charles Handy是一位爱尔兰哲学家，也是商业组织文化的专家。Charles Handy提出了他的组织文化模型，该模型涉及商业组织可能遵循的四种类型的文化。这种识别商业组织四种类型文化的文化模型将使人们理解为什么员工在特定的商业组织中工作感到舒适。Charles Handy表示，商业组织的四种类型或类别的文化在以下段落中进行了简要描述，如CRAINER所强调的。
The power culture: The business organization that involves the power culture follows the leadership style as well as the management style of autocracy. Business organization having such power culture centralizes all the power of the organization to some of the person in the high level of the organizational hierarchy or structure. Key decisions or any types of decisions taken within the organization are done by them without giving any right of opinion giving to the employees as cited by (“Charles Handy Model of Organization Culture”, 2016). So, Employees do not enjoy working in such type of organization and also this type of culture ensures nothing equal on any issue for the betterment of the people working under the autocratic managers.
权力文化：涉及权力文化的企业组织既遵循专制的领导风格，也遵循专制的管理风格。具有这种权力文化的商业组织将组织的所有权力集中在组织层级或结构的高层人员身上。组织内的关键决策或任何类型的决策都是由他们做出的，而没有赋予员工任何意见权。因此，员工不喜欢在这种类型的组织中工作，这种类型的文化也确保了在任何问题上都不能平等地改善在专制管理者领导下工作的人。
Task culture: The business organizations or companies having or following the culture of accomplishing tasks through making team efforts are more objectives achieving oriented. According to (Bailey, 2007), the task culture emphasizes on sharing common goals and business objectives. In this type of culture,
