How Do I Create a Strong Corporate Culture?

The construction of corporate culture refers to the process of forming, shaping, and disseminating the concepts related to corporate culture. It is important to focus on the word "build", and do not focus on slogans and implementation; The construction of corporate culture is based on planning and communication, which is a kind of planning and dissemination of ideas, and a kind of pan-culture.

Construction of Enterprise Culture

(The process of shaping corporate culture)

1. Corporate culture is formed during the long-term production, operation, construction and development of an enterprise

1. Corporate culture is enterprise

Rousseau defines culture in "The Social Contract": "Culture is customs, habits, and especially public opinion." "Corporate culture is a set of values, common vision, mission, and way of thinking shared by all team members and passed on to new members. It represents a widely accepted way of thinking, ethics, and behavior in an organization." The construction of corporate culture is actually to re-examine the value system followed by the enterprise, and re-establish a set of values, ways of thinking and codes of conduct that can share and inherit and promote the normal operation and long-term development of the enterprise in accordance with the long-term development strategy.

Based on Haier's experience, the three-step quotation of "diagnosis, design, and enhancement" is discussed in detail.

Diagnosis of corporate culture

The method and principle of diagnosis are: to gather cadres above the middle level of the enterprise, and to read out the concept of the group, one by one, please tell or write the characters and events that can be considered to represent the concept after hearing the concept . If most people can think of representative people or events, and the events are relatively concentrated, it means that the company's culture has been recognized by everyone; however, if most people cannot speak or write representative people or events, it means that The corporate culture and corporate philosophy have not been recognized by employees, let alone the guiding role of employee behavior.

Another diagnostic method is to analyze the characteristics of the corporate culture within the scope of all employees. According to the analysis of characteristics, there are three main types: ill-conditioned, passive defense, and active construction.

Morbid and disorganized characteristics: lack of common corporate values; employees do not care about the growth of the enterprise; the pioneering spirit is suppressed; the image of leadership is not contagious; good communication between enterprise departments and members is not possible.

Passive defensive characteristics: the card is played according to the routine, the pace is more uniform; lack of innovative consciousness; satisfied with the current performance; employees rely more on the company; weaker resilience; each department shirk responsibility from each other.

Proactive construction characteristics: Have clear and innovative values; employees have a strong sense of self-realization; corporate leaders are good at pioneering and enterprising; smooth internal and external relationships; strong sense of crisis and risk; full of vitality and encourage personal insights .

Refining and designing corporate culture

The first step: First, let the company find 10 people who participated in the whole process from entrepreneurship to development, and let each of them tell three stories.

The second step: sort out the stories with the highest repetition rate and carry out preliminary processing to form a complete story;

Step 3: Find ten employees who have just arrived in the company for about a year, preferably college students, and tell them the organized stories.

Step 4: Close up the experts and the leaders of related enterprises, research and process the content of the records, and extract the words that represent the spirit of the story with the highest usage rate. These words are processed to be entrepreneurial spirit or corporate philosophy;

Step 5: Re-adapt the story according to the extracted core words reflecting the spirit or idea, and under the premise of respecting history, carry out literary creation and write the company's own story focused on the core words.

Strengthening and training of corporate culture

First, all employees are trained in corporate culture.

Second, establish and cultivate

1. Morning meeting, evening meeting, summary meeting

It is to preach the company's values before and after work every day. The summary meeting is a monthly, quarterly, annual department and company-wide regular meeting. These meetings should be fixed and become part of the company's system and corporate culture.

2.Summary of thoughts

The ideological summary is to let employees regularly compare their behaviors with the content of the corporate culture, and self-evaluate whether they have achieved the requirements of the company and how to improve them.

3.Post slogans to promote corporate culture

Write the core concept of corporate culture as a slogan and post it in a prominent place in the enterprise.

4, tree advanced typical

Establish a visual behavior standard and concept mark for employees. Through typical employees, they can specifically understand what is active at work, what is active at work, what is professionalism and what is cost concept "What is efficient" to improve employee behavior. These behaviors are difficult to describe quantitatively. Only specific images can fully understand the employees.

5. Website construction

The website carries out timely policies, ideas, and cultural propaganda. The CEO of the company's website construction Mi Mi Wen CEO pointed out that looking for a professional website construction company related to corporate culture is more consistent and closer to the company's corporate culture.

Authoritative preaching

Introducing external authority for publicity is a good way to build a corporate culture.

7. Visiting and learning

Visiting and studying is also a good way to build a corporate culture, which undoubtedly implies to the majority of employees: the requirements of corporate management authorities for employees are justified, because others have already done this, and we have not done so because of our efforts Not enough. We should improve our work and learn from others.

8.Story

The story about the company is circulated inside the company, and it will play a role in the construction of corporate culture.

9. Showroom of business entrepreneurship and development history

Display everything related to business development.

10, cultural and sports activities

Cultural and sports activities include singing, dancing, sports competitions, National Day party, New Year's Day party, etc. In these activities, the values of corporate culture can be carried through.

11. Introduce new people and new culture

The introduction of new employees will inevitably bring some new culture, new culture and old

I. Raising awareness is an important prerequisite for building corporate culture

Strengthening learning is an important way to build corporate culture

Third, strengthening target education is an important means to build corporate culture

4. Highlighting people-oriented management is an important way to build corporate culture

V. Shaping corporate values is an important part of building corporate culture

A successful corporate culture has a certain gravitational effect on the outside and a certain cohesion on the inside. Generally speaking, an excellent corporate culture should have the following six characteristics:

First, the values that can be widely recognized by employees.

Employees agree that corporate culture is the real culture. In actual enterprise management work, many enterprise bosses or responsible persons need employees to implement things they do not agree with.

Second, can be successfully practiced and verified under the guidance of values.

One company's values are like this: Being a real person and doing things seriously. But it changed completely when the company and employees did it. Companies often do not pay wages on time, and their commitments to employees are not fulfilled, so the boss flickers employees, employees lie to the boss, lie to the customer, their approach is very different from their "actually, seriously."

Third, make the employees feel a sense of mission, and make the enterprise produce positive factors.

A good corporate culture can not only make employees feel a sense of mission and responsibility, but also motivate employees to work actively, make employees look forward to the future, on the contrary, it will make employees negative, pessimistic, and even commit suicide. The recent chain of jumps by Foxconn has proved this. There are three main reasons for Foxconn's employees to jump: one is the low EQ in the personal workplace; the other is the pressure of social competition; the third is the problem of corporate management. This is the most direct and major reason, which means that Foxconn's corporate culture is not In place. It has led to some employees' negative aversion and behavior.

Fourth, it is simple and concise, which is convincing.

The core proposition of corporate culture must be concise and clear. We can look at famous corporate cultures at home and abroad, and we can streamline a sentence or a word, such as Haier's culture of integrity-sincerity to forever, Philips' aggressive culture-we have been in Work hard.

Fifth, it can make enterprises have irreproducible competitiveness.

In fact, corporate culture has gone beyond management, which is essentially a culture of competition that cannot be copied. The competition of modern enterprises is, in the final analysis, the competition of corporate culture, or the competition of brand culture. A good corporate culture is the most powerful weapon for competition, and it cannot be copied.

Sixth, can make employees have deep feelings for the company.

Corporate culture can not only improve employee ownership and noble sentiment, but also enable employees to have deep feelings for the company. No matter where they go, employees are always full of nostalgia for the company. Hearing or seeing company representatives, logos, advertisements, products, etc. is always a kind feeling.

The content of corporate culture construction mainly includes four levels of culture: material, behavioral, institutional, and spiritual. The establishment of a learning organization is the purpose and goal of corporate culture construction, and thus constitutes an important content of corporate culture construction.

1. Determine MI (Idea Identification), including:

(1) Determine the values of all employees. Corporate values are the core of corporate culture and determine the lifeblood of an enterprise, which is related to its rise and fall. Modern enterprises must not only realize material value, but also

Handle the relationship between corporate culture and ideological and political work. The ideological and political work and the construction of corporate culture are organically combined, both connected and differentiated; they can promote each other, complement each other, and cannot replace each other. Correctly understanding the relationship between corporate culture and ideological and political work will play an important role in strengthening corporate spiritual civilization and promoting corporate reform and development. The construction of corporate culture has created a new situation for ideological and political work, and has better provided conditions for production and operation services. At the same time, with the reform and strengthening of ideological and political work in enterprises, it will definitely play a huge role in promoting the construction of corporate culture. It is necessary to take the theme of "promoting the all-round development of human beings" advocated by the 16th National Congress of the Communist Party of China, and start with emancipating people's minds and changing people's ideas. Relations, give play to the pertinence, scientificity, and effectiveness of ideological and political work, and provide a sound ideological foundation and stable situation for economic work and enterprise development.

Strengthen the cultivation of business managers in order to promote the construction of corporate culture. The construction of corporate culture is a global, integrated, long-term and comprehensive work related to the survival and development of an enterprise, and business managers, especially the main leaders, play a very important role. As an important business manager in an enterprise, it should not only be the designer, advocate, and organizer of the corporate culture, but also a model practitioner, and it should also be a direct embodiment of the corporate culture. Leaders should take the lead to set a good example and provide a visible image of excellent corporate culture with their own good behaviors. At the same time, leaders in particular need to advocate and configure corporate culture with their new ideas, new concepts, new thinking, and new value orientation.

Pay attention to the methods and approaches of corporate culture construction. Corporate culture is not a source of water and no roots. It must be manifested in production and management practices through certain material entities and means, that is, the carrier of corporate culture.

1. Corporate culture, as a theory of contemporary business management, is about infiltrating corporate values into

Core results of corporate culture construction:

1,

Construction of corporate culture: As there is no real penetration into the body of the enterprise, the phenomenon of corporate culture will become more and more virtual, and the farther away it will be from management. Although the corporate culture department plays the leading role in culture, it is basically outside the corporate management functions and it is difficult to win the favor of the company's management. In order to show their work performance, some corporate culture leaders often desperately purchase national cultural awards at the end of the year, which makes other departments of the company look down on the value of the corporate culture department.

Corporate culture management: cut directly from the core of the management, led by the leadership team and the management team and put into practice (not just value), closely linked to the core value driving factors, and strive to improve the state of the organization from the organization and the individual. Business reasons

Corporate culture is a people-oriented management philosophy. Modern enterprises are paying more and more attention to the important role of people in enterprise development. Therefore, creating a unique corporate culture and firmly grasping the focus of corporate culture construction are of great significance to enhancing the centripetal force and cohesion of the enterprise.

Value

Foreign management scientists put forward: "Corporate culture is likely to become a key factor in determining the rise and fall of enterprises in the next decade." Now, more and more companies recognize the importance of culture and pay attention to cultural construction. However, many companies have not figured out what should be done about cultural construction. Various problems have appeared, including some very large and influential companies.

Big and empty. The culture of an enterprise cannot be inconsistent with the mainstream values of society, but it is by no means a copy of social and cultural slogans. One company hung such slogans from the courtyard to the workshop: "Deng Xiaoping Theory and the Three Represents are the soul of corporate culture."

For domestic companies, the market competition is becoming increasingly fierce, and they need to constantly meet various challenges from home and abroad. And to realize the effective management of the enterprise and maintain the sustainable development of the enterprise, it is necessary to realize the effective integration between the enterprise management system and the corporate culture to achieve symbiosis and two-way interaction. As an enterprise manager, in-depth analysis of the relationship between the management system and corporate culture, and correctly handling the relationship between the two has become an important way for enterprises to improve their core competitiveness. Corporate culture covers the company's material culture, behavioral culture, institutional culture, and spiritual culture. Whether it is the external performance or the internal spirit of an enterprise, they are all part of the corporate culture. The corporate management system itself can reflect corporate culture.

In fact, the institutionalization of enterprise management is an important means to promote the development of corporate culture. And how to make employees agree with the company's culture and transform it into their own work behavior is a key part of corporate culture construction. According to the boss magazine, the enterprise system embodying the core philosophy of the company can strengthen the corporate culture, and after long-term repeated practice and improvement, it has become a common recognition of the employees. Corporate culture plays a role in promoting the effective implementation and continuous innovation of corporate systems. Before the formation of corporate culture, the implementation of the system can only be restricted by external supervision. Once the supervision is weak, employees are likely to fail to do as required, and the management cost of the enterprise is high; once the corporate culture is formed, the actions of employees will change It becomes a voluntary behavior, and there is no need to strengthen supervision.

The construction of an excellent corporate culture can stimulate the "self-discipline awareness" of employees, thereby reducing the management cost of the enterprise and contributing to the long-term and stable development of the enterprise.

First, the misunderstanding of target positioning

Corporate culture, as the product of the organic combination of economy and culture, should be the unity of the goals and means to achieve the goals. Some companies set the goal of building corporate culture to shape employees, including changing employees' concepts, habits, and behaviors according to the intentions of leaders and organizations. However, it should be noted that while promoting the development of employees, the company itself should be shaped to achieve interaction and mutual promotion. Example: Some corporate cultures have a "cultural ideal" phenomenon, and the cultural construction goals they set have exceeded the scope of the company's own carrying capacity, are large and empty, and lack a down-to-earth positioning.

The second is the misunderstanding of the relationship between subject and object.

Some people think that corporate culture is advocated by leaders and top-down. In the construction of corporate culture, employees are only passive recipients, not active participants and creators. In fact, corporate culture should be a model of beliefs and expectations shared by all or most members of an enterprise. Leader's cultural literacy and awareness of corporate culture construction play an important role in the structure of the company's core culture, but corporate culture is not the same as "entrepreneur culture". All employees should be involved in the construction of corporate culture because employees Is the subject. Only by combining the strategic thinking and leading role of corporate leaders with the basis and main role of employee participation can we truly create a living corporate culture and truly make corporate culture a spiritual home for both leaders and employees.

Third is the misunderstanding of the content

The content of corporate culture is simply "corporate + culture". Decorate the company with empty slogans, lined text, gorgeous speech and arty decoration, causing the slogan of corporate culture;

Representation of corporate culture. The construction of some corporate cultures is often a "discussion on paper" or to beautify the appearance of the factory; the corporate culture is defaced, and the phenomenon of packaging and hype is prominent, so-called "image advertising" propaganda bombing.

The corporate culture is equivalent to the ideological and political work of the enterprise. The first is that corporate culture is to assist the party organization of the enterprise to do a good job of ideological and political work and spiritual civilization of employees; the second is to believe that the construction of corporate culture is to engage in activities, set typical examples, and sing praises; Slogans; the fourth is that corporate culture is to organize employees to carry out amateur cultural and sports activities; the fifth is that corporate culture is the packaging of corporate image, which is equivalent to CIS (corporate image recognition system); the sixth is that everything that is new, foreign is modern, or blind Superstitious tradition, looking forward to using the content of corporate culture construction into traditional management methods and ideas, in an attempt to treat corporate culture as a "medical cure."

Fourth, methodological errors

"Boss" magazine stated that there are two wrong tendencies in the method of corporate culture construction: one is a naturalistic tendency lacking theoretical judgment. I believe that the corporate culture is formed naturally in the long-term production and operation activities of the company, and the company has no way, nor should it conduct artificial planning, design, and construction. As a result, the phenomenon of "doing nothing" in the construction of corporate culture is lacking. This is a subjective tendency that lacks empirical analysis. I believe that the corporate culture is artificially planned and designed according to the leader's intentions. As a result, it leads to the formalism or "unexpected" phenomenon of corporate culture construction, blindly imitating other corporate culture constructions, and lacks characteristics and personality.