图书馆管理者通常感到要有效地改变他们的部门或整个图书馆非常困难。虽然按照正确的步骤采取了许多措施,但是,他们似乎遇到一堵看不见的墙,好像有一种什么力量使得他们精疲力尽,阻碍着组织(或部门)实现它的潜能。当然,偶尔也会有所突破而取得小小的成功,但总是被组织的不可抗拒的惯性力量所阻挡。这些情况的出现可能有许多原因,包括一两种管理方法的失败、缺乏好的领导、职工的士气不高、奖励和认可制度不完善、人员训练不充分等。但有时并非出现这些情况,图书馆组织(或部门)仍然是缺乏活力和效率。根据不断增加的管理分析方法中的一种观点,上述这些问题可能是由于组织文化所引起。 Librarians often find it difficult to effectively change their department or the entire library. Although many steps have been taken in the right direction, they seem to encounter an invisible wall as if there is a force that will exhaust them and prevent the organization (or department) from realizing its potential. Of course, occasional breakthroughs lead to small successes, but they are always discouraged by the organization’s irresistible inertia. There are many reasons why these situations may arise, including the failure of one or two management methods, the lack of good leadership, the low morale of workers, the imperfect reward and accreditation system and the inadequate training of personnel. But sometimes these are not the case, and the library organization (or department) still lacks vitality and efficiency. According to one of the growing management analysis methods, these problems may be caused by the organizational culture.