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The next type is known as Role Culture - that's R-O-L-E,not R-O-double L, by the way,
下一種是著名的角色文化，順便說一下，是ROLE而不是ROLL，
and this type is usually found in large companies, which have lots of differentlevels in them.
這種類型經(jīng)常出現(xiàn)在大公司，里面有許多不同的層次。
These organisations usually have separate departments that specialise in things like finance, or sales,or maintenance,or whatever.
這些公司通常有獨(dú)立的部門，專攻于不同的事情，如金融、銷售、維修等等。
Each one is co-ordinated at the top by a small gruop of senior managers, and typically everyone's job is controlled by sets of rules and procedures
每個(gè)部門由一小組的高級(jí)經(jīng)理來管理協(xié)調(diào)，通常每個(gè)人的工作受一系列規(guī)則和程序的約束，
for example, there are specific job descriptions,rules for discipline,and so on.
例如有一些特定的工作說明，紀(jì)律規(guī)則等等。
What are the benefits of this kind of culture?
這種文化的優(yōu)勢(shì)是什么呢？
Well firstly,because it's found in large organisations,its fixed costs,or overheads as they're known, are low in relation to its output,or what it produces.
首先因?yàn)樗嬖谟诖笮凸荆怨潭ǔ杀净蛉粘ｉ_銷相比它的輸出或生產(chǎn)要低。
In other words it can achieve economies of scale.
換句話說，它可以實(shí)現(xiàn)規(guī)模經(jīng)濟(jì)。
And secondly,it is particularly successful in business markets where technical expertise is important.
第二，它能在那些專業(yè)技術(shù)重要的商業(yè)市場(chǎng)上取得成功。
On the other hand,this culture is often very slow to recognise the need for change, and even slower to react.
另一方面，這種文化經(jīng)常認(rèn)識(shí)不到變革的需要，甚至更加難以作出反應(yīng)。
What kind of person does this type of culture suit?
什么樣的人適合這種文化呢？
Well it suits employees who value security,and who don't particularly want to have responsibility.
它適合看重保障、不是很想承擔(dān)責(zé)任的員工。
Moving on now to Task Cultures-this type is found in organisations that are project-oriented.
現(xiàn)在轉(zhuǎn)向任務(wù)文化，這種類型存在于以項(xiàng)目為導(dǎo)向的公司里。
You usually find it where the market for the company's product is extremely competitive, or where the products themselves have a short life-span.
你會(huì)發(fā)現(xiàn)它存在于公司產(chǎn)品極有競(jìng)爭(zhēng)力的市場(chǎng)上，或壽命很短的產(chǎn)品上。
Usually top management delegates the projects, the people and other resources.
通常，高層管理人員會(huì)委派項(xiàng)目、人員和其他資源。
And once these have been allocated, little day-to-day control is exercised from the top,because this would seem like breaking the rules'.
一旦分配好這些，上層會(huì)進(jìn)行小的日常控制，因?yàn)檫@好像是在打破規(guī)則。
Now one of the major benefits of this culture is that it's flexible.
這種文化的主要優(yōu)勢(shì)之一是它的靈活性。
But it does have some major disadvantages too.
但是它也有一些重要的不足。
For instance,it can't produce economies of scale or great depth of expertise.
例如，它不能產(chǎn)生規(guī)模經(jīng)濟(jì)或精深的專業(yè)知識(shí)。
People who like working in groups or teams refer this type of culture.
喜歡團(tuán)隊(duì)工作的人喜歡這種文化。
And finally,the fourth category is called the Person Culture...
最后，第四種類型是個(gè)人文化……
