What is corporate culture? What are the specific aspects? Intersection Intersection
5 thoughts on “What is corporate culture?”
Eleanor
Corporate culture is a group awareness and behavioral specifications that are gradually formed by enterprises in the process of long -term operation and development, the characteristics of their own enterprises, and can promote the development and growth of enterprises for a long time, and the sum of the rules and regulations and organizations that are compatible with them. This includes cultural concepts, value concepts, corporate spirit, moral norms, codes of behavior, historical tradition, corporate system, internal and external environment, corporate business behavior, corporate social responsibility, enterprise products and images, etc. Enterprise spirit and business philosophy of values are the core content of corporate culture. As a culture, corporate culture is not only a matter of conceptual form, but also a material form, a combination of spiritual and material.
(1) The origin of corporate culture The middle and late 1970s, the most shocking events in the history of world economy was the rapid rise of the Japanese economy. An oriental island country with scarce resources and narrow territory, in just two or three decades, developed rapidly at a rapid speed of incredible, and leapt the women’s work committee in the world’s third largest industrial country (later became the second largest industrial country). The whole world was shocked. As a result, in the late 1970s and early 1980s, a research boom in Japan -US management comparison was set off in the management academic community. Scholars believe that American management focuses on “hardness” and emphasizes rational management; and Japanese management not only attaches importance to “hardness”, but also pays more attention to “soft” aspects: focusing on cultural factors in enterprises. Pay attention to the value concept of all employees of the enterprise; focus on strengthening the effort and loyalty of employees in the enterprise; focusing on interpersonal relationships in the enterprise. Scholars consider these “soft” characteristics to be a corporate culture. In 1982, a series of works represented by the book “Corporate Culture” written by Terrence Dille and Ellen Kennedy appeared, marking the rise of corporate culture research. In the 1980s, the reform and development broke the corporate system of the big pot rice. Only Chinese enterprises have truly opened the process from monopoly to competition. Only “corporate culture” began to be followed by my country’s theoretical and corporate circles. In 1984, Zhang Ruimin of Haier Company was first proposed that the corporate loss was 1.47 million yuan. (2) The connotation of corporate culture The following explains the connotation of corporate culture from the following angles: 1. Corporate culture is a concept of ideological category in form. The corporate culture belongs to the category of human thought and is the value of human value. This value concept and social ethics belong to the same category. We propose to govern the society. First of all, we must govern the country in accordance with the law. People must abide by the law, but the perfect laws are also invalid. What are the constraints that the law fails? Relying on social morality, so we must govern both the country according to law and the country. The same is true for management enterprises. First of all, when the system is improved, when the system will fail, what restrictions do the enterprise system fail to rely on cultural constraints. It can be seen that corporate culture is the same as social morality. It is an inherent value concept. They are all internal constraints. That is to say, people’s self -constraints in their ideological ideas are all supplements to external constraints, but social morality is a role in society, and corporate culture is a role in enterprises, and their fields are different. Therefore, in a formal point of view, corporate culture is the concept of ideological category. Because of this, corporate culture is extremely important. For example: the financial system is invalid, but if a person does not have the value of the value of my money, then even if the corporate system has no restraint on him, he will not take his own money. On the contrary, if a person has the value concept of not taking white or not, once the financial system fails, he will make mistakes.
2. Corporate culture is the value concept of reflection of corporate behavior in terms of content. The corporate culture in terms of content: it is a reflection of the actual operation process of the enterprise. Specifically, the institutional arrangement of the enterprise, as well as the reflection of the person’s strategic choice in the value of human value. In other words, all related activities of the enterprise will reflect the value concept of human beings, which forms a corporate culture.
Inned content, corporate culture is the value concept of corporate activities, not the value concept of other aspects. It reflects the actual operation process of the enterprise. The value concept of all activities is a reflection of corporate system arrangements and strategic choices in the value concept of human value. For example: If an enterprise wants to open the income gap in institutional arrangements, then this enterprise should have the concept of level differences in corporate culture; It is necessary to have the concept of integrity in corporate culture, and so on. In short, corporate culture is the value concept of reflecting corporate behavior in terms of content. 3, corporate culture belongs to the value concept attached to practice in nature.
The value concept can actually be divided into two categories. One is the value concept of faith and advocacy. The other is the value concept that must be put into practice. The concept belongs to the value concept that must be put into practice. The real restraint of employees’ behavior of corporate culture is the true value concept of acting in the operation of the enterprise.
Therefore, when we talk about corporate culture, we should understand that it has actually had a role in enterprises. The corporate culture has lost its due role without practicing practice. 4. In terms of corporate culture, it is the value concept of corporate nature.
The culture can be said to be corresponding to material, so the content of culture is extremely rich.也就是说，对于价值理念来说，如果从其拥有的主体上划分类别的话，可以分为自然人的价值理念，民族的价值理念，国家的价值理念，法人的价值理念和企业的价值理念，而Corporate culture is the value concept of enterprise and the soul of the enterprise. 5, corporate culture is the value concept of regulating corporate behavior in terms of role.
The value concept of corporate culture as an enterprise is the value concept of the truly playful role; corporate culture plays a very good normative role in the behavior of enterprise and employee behavior. For example, the management concept of responsibility, power, and negativeity in corporate culture regulates the relationship between responsibility and rights of employees; the sharing, co -ownership, ideas, and regulating the interrelationship between enterprises and employees in risks and interests enjoy each other. In short, the core of corporate culture is the value concept of the enterprise. Its core element is the common value concept of the enterprise. (3) The composition of corporate culture Integrate various definitions and experience at home and abroad, corporate culture is mainly divided into four levels, including: concept layer, system layer, behavior layer, and material layer. According to layers, according to layers The four -layer concentric circle model established as follows:
The concept layer -also called the moral layer, which is the core level of corporate culture. The mission, including corporate spirit, corporate business philosophy, corporate ethics, corporate value concepts, corporate slogans, corporate style, etc., is the main embodiment of the social value of the company. The noble social value can be recognized by the company’s almost all stakeholders, and has a long -lasting incentive effect on shareholders, company executives, and corporate employees. For example, the authors of “Corporate Culture” Dir and Kennedy found that among the companies they have investigated clearly, 2/3 companies do not use some lofty beliefs as the highest target for profit targets. The system layer -it clarifies how to achieve the goal of the enterprise, mainly including the corporate leadership system, the corporate organization, and the corporate management system. Specifically, the business scale, operation methods, governance forms, interpersonal relationships, management systems, incentive mechanisms, and interest distribution of the enterprise. The behavior layer -it clarifies the action norms and requirements of corporate members to achieve the goals, including entrepreneur behavior, business model characters, and corporate employee group behavior. The material layer -it clarifies the external performance of enterprise goals, including the product, corporate environment and corporate appearance, corporate production environment, modernization and civilization provided by the enterprise.
What is corporate culture? It research on various corporate culture concepts We found that although there is no complete and uniform definition of corporate culture, there are certain common elements between various definitions, that is: corporate culture must be clear The concept, rules and advocates must be implemented to the level of organization and employee behavior, and must be the value and behavioral choice of common recognition of all personnel within the organization. The two most critical areas of corporate culture have achieved the “ideas” and “habits”. The creation of corporate culture must start from these two fields, so that the concept of the enterprise can promote the enterprise and the customer value. Reach consensus; let the company’s behavior habits be implemented in the conscious actions of each employee, and eventually become the behavioral habit of employees. In the above research, combined with Han Zhe consulting in the practice and theoretical research in corporate culture consulting for many years, we give the corporate culture as the following definition: corporate culture is derived from the core value of the enterprise, and a continuous cognitive model And habitual behavior. This cognitive model and behavior enable corporate employees to achieve common cognition with each other, form a psychological contract, and become the basis for employees’ thoughts and behaviors.
what is the use of corporate culture? The research of relevant experts, we believe that corporate culture has the following six aspects, as shown in the figure below:
1. Guidance Changing behavior emphasizes the guiding role of culture. Any corporate culture will rely on unique value concepts and standards, subtly affect the goals pursued by the organization, implement the construction and adjustment of the corporate system and mechanism, and have a huge appeal to all employees of the enterprise. Employees based on common values and systems based on common values and systems. Requires to gradually form a common, continuous, and unique thinking habits and behavioral patterns. 2. Concrete The goals, advocates and requirements proposed by corporate culture, as long as it can be accepted by most employees, it can produce a sense of responsibility, pride and mission to employee work, enhance the collective on the collective A sense of identity and belonging can condense the power of employees and work with common actions to work for the goals of the enterprise. 3. Incentive The corporate purpose and business philosophy are good incentives. Through the spirit of corporate culture and the mutual care, love, and understanding between people and people, it gives employees a more easy to accept than disciplinary constraints and material rewards. The mental model and behavioral method are generated by positive and positive feedback, which is very conducive to motivating all employees to work hard to achieve the goals of the enterprise. 4. Restrictions The cultural atmosphere of the company can restrict ideas and behaviors in an invisible, informal, non -compulsory way, and to form a behavioral appeal and management of all members. The corporate culture includes both the rules and regulations, which require all employees to do and cannot violate the content, as well as the moral norms that require employees to “do this and should not do that”. When this constraint is gradually transformed from the external law to personal self -discipline, from the conscious behavior of a few people to the conscious behavior of most people, it will cause a stable and long -term invisible spiritual force. Good atmosphere naturally plays a role. 5. Beauty Excellent corporate culture is the extraction, condensation and sublimation of the company’s past development experience and excellent success genes, and the enrichment of the external expression system through the interpretation of text, such as the company culture The expression of the core concept, the presentation of cultural manuals, the design of the company VI, the optimization of the working environment, and the specifications of employee behavior will have the role of beautification of the enterprise and employees themselves, so that employees’ knowledge, beauty, joy, new seeking new for employees will Wishes are satisfied. 6. Coordination function Corns culture has the relationship between coordination of enterprises and society, coordinating the relationship between employees within the enterprise, coordinating employee values and corporate values Harmony and consistent, so as to better meet customer needs and promote the development of enterprise.
Pay content for time limit to check for freenAnswer if there is a consumer product company, it can always attract consumers to pay attention to new trends, new products, and new technology, it must be because this consumer company is very good at “petting” consumers. Mengniu is such a company. Go to the president and the first -tier employees and dealers. 365 days of the year × 24 hours, Qi Qi opened the “love” model. They even shouted a slogan that only the Mengniu people could come up with this kind of behavior only for consumers’ behavior, which was an important thing three times- “consumers first.” In December last year, Mengniu’s corporate culture has been fully upgraded, and the core values of “consumers first first” have been established. Taking consumer needs as the first, consumer experience first, and consumer welfare as the first First, this is what Mengniu has always insisted on doing. Let’s take a look now. In the past year, how this leading dairy company has “loved” consumers.nThank you for your question, I hope to help you and wish you a happy life!
The specific performance of ideology in the enterprise, reflecting the values recognized by the company members and the gradual work attitude. Also known as corporate spirit. The content of corporate culture is mainly two aspects: ① In essence, it includes the value concept, moral norms, ideological consciousness and work attitude of corporate employees; Various cultural education, technical training, entertainment friendship activities, etc. Corporate culture is the spirit of corporate style formed by the organic links of these two aspects. Corporate culture also reflects a management method, which emphasizes the internalization and optimization control of the behavior control of various members within the enterprise through value orientation. Capitalist countries have regarded corporate culture as a novel management tool, and relying on this tool to change the carefully formulated corporate goals and strategies into specific performance. The United States Lawrence and others summarize the basic values of the American corporate culture into the goal, consensus, contribution, integrated, effective, practical, intimacy, intimacy, and upright. The socialist corporate culture has its own characteristics: ① The combination of manifestations of material civilization and spiritual civilization. While developing socialist production, the formation of civilized, advanced business management systems and working lifestyles within the enterprise, stimulating corporate members of the enterprise members Proactive. ② Reflect the style of the times. ③ Highlight the characteristics of the enterprise, reflect the personality of the enterprise, and serve the business goals of the enterprise. ④ Stimulate the behavior of employees to achieve internal solidarity and development. ⑤ Regulate the relationship between enterprises and markets, open up the market, and improve efficiency. Corporate culture is the precious spiritual wealth of the enterprise. Cultivate a good corporate culture, you can achieve smart decisions, sensitive information, unity and harmony, tacit understanding, fast efficiency, and courage; you can overcome the disadvantages of bureaucracy, occlusion conservative, corrupt, dragging, bloated and relaxing, etc. Can cause strong cohesion and entrepreneurial motivation among corporate members.
You may be familiar with “the same desire to be the same”; you must be familiar with “unity and Germany”. So, what factors can make the company “go up and down with the same desire, together with the same virtue”? The answer is cultural and cultural management. The theme of the selection of the “most admired company” in the Fortune 500 in 1998 is set as “company culture”, which shows the important role of culture in the management of the company. If you ask any president of an American company in the 1970s, what is the most important role he played in the company? Most answers are commanders, decision makers and strategists. However, in the 1990s, a survey results conducted by Harvard Business School showed that the best performance leaders, they first regarded themselves as shaped and supporters of a specific culture. They believe that an excellent company culture is a unique key for its company’s leading competitors!
The company culture is the “first steamed bun” in production and operation
The company culture is the “first steamed bun” of the company’s production and operation, so it is the most important. Although it is not as immediate as marketing, it laid the foundation for full meal. In the field of management, management is invisible compared to technology and marketing, but management is the most important and fundamental, and the company’s culture is especially true. The company’s culture and education are not necessarily effective immediately, but its impact on enterprises is more basic, fundamental, and lasting.
The company culture covers the spiritual culture, behavior culture, and material culture of the company, and spiritual culture is the core value of the company’s culture. It is not like the material culture and behavior culture of the enterprise. It is immediate and to say, so its shaping is also quite complicated, and it requires complementarity of various factors. The spiritual culture of an enterprise is gradually established by enterprise employees through long -term production and operation activities. It requires the cooperation of the cultural environment and public opinion orientation of society. The spiritual culture of an enterprise best reflects the essence of an enterprise. It is deeply “internalized” in the psychology of corporate employees, and is retained and developed through a certain cultural ritual and cultural network. Therefore, it is a long -term “accumulation of group cultural psychology. “”. The spiritual culture of an enterprise is often used by enterprise employees. It is a super -personal group consciousness, and its value has a wider, deeper, and longer social significance.
In many companies in the United States, GM’s spiritual culture is undoubtedly unique. A professor at the School of Management of the University of Michigan published an article in the American Business Week. He commented on GE’s Jack Welch: “There are two great corporate leaders in the 20th century, one is the” General “Sloan The other is Welch. But compared to the two, Welch is slightly better. Because Welch has set an example for the manager of the 21st century. “Welch appeared in GE’s No. 1 in 1981 in 1981. At that time, he was only 45 years old and was the youngest executive president in GE history. By 1998, the company’s market value increased from $ 2 billion to $ 280 billion. This result made other world -class entrepreneurs such as Bill Gates unable to look at its neck. Welch’s management model can be represented by a simple English word “Force”. F represents flexi-back; O represents the regulations (); R refers to the “result-orien-tated); C is communication (); while E represents education To. Welch’s principle of management has formed a unique corporate culture, which cleverly confirms the famous saying of “culture is power”. It not only achieved great results for GE, but also left a classic work for the management community.
The company culture is the inherent driving force of enterprise development
The healthy development of enterprises requires two types of bonds: one is the bond of material, interests, and property; the other is culture , Spirit and moral bond. If there is only the previous tie without the latter link, it cannot be developed healthy. Excellent corporate culture can create a good corporate environment, improve employees’ moral quality and scientific and cultural quality, form corporate cohesion internally, improve the competitiveness of enterprises outside, form an indispensable spiritual bond and moral bond of enterprise development, and from each of various spiritual bonds and moral bonds. The mobilization and reasonable configuration of the links can help the development of enterprise development. Therefore, the company’s culture is the source of lasting competitive advantage and the inherent driving force for the development of the enterprise.
The northwestern airline culture is known for its strong humorous culture and personal responsibility. No one emphasizes the advantages and unique effects of the company’s culture than the creators of Northwest Airlines and the former CEO of the Northwest Airlines. Some people think that the company’s culture is not so important. As long as it provides good services on the route so that the cost is the lowest, it can be successful. Haber was very angry about this statement. He said, “Culture is everywhere, everything you can, competitors can imitate tomorrow, but they cannot imitate your culture!” Indeed, some competitors of Northwest Airlines are trying to imitate imitation Some of its practices, but because they cannot imitate its inner unique culture, they cannot match Northwest Airlines. At present, the more deeper and long -lasting competitive advantages are guiding us to culture, and culture is not packaging. The heritage of modern management lies in culture.
Corporate culture is the key factor that determines the rise and fall of the enterprise
The culture in the company’s culture does not refer to how many engineers and economists have, and how many diplomas have them, but what they have. The concept of development, the degree of influence on employees, changes in the development process of the enterprise, and the ability to surpass themselves. The warning of a business error is that the loss of culture is the loss of survival, and the regrets of culture will inevitably bring corporate malformation. Because culture, as an enterprise’s guidance system, determines the development speed and state of the economic organization of an enterprise, what kind of culture is there, and what kind of enterprise development is rising and declining. Therefore, the role of the company’s culture is extremely great, not only has the functions of mobilization, encouragement, organization, guidance, and promotion, but even under certain conditions, it has the effect of “determining everything”.
So what is the primary problem of difficult companies? The answer is that the difficulties of difficult companies are first of all, backward ideas, and lack of spiritual culture. Zhang Ruimin, one of the “most respected entrepreneurs in the world”, is quite alert. He said: The biggest disadvantage of the existing existing enterprise is from leaders at all levels to below, looking at too many tangibles and too little intangible. Which superior leaders come to check, most of them look at the profit and how much production, and few people pay attention to the company’s culture. Zhang Ruimin summarized Haier from a collective small factory on the verge of closure to the achievement of an international large -scale enterprise group with an annual sales revenue of tens of billions of yuan. thing. Zhang Ruimin first started with changing the “quality and values” of employees. Under the planned economy system, employees’ understanding of quality is that as long as the product can leave the factory, it is a qualified product. First -class, second -class products, other foreign products, as long as it can be used. In order to change this traditional concept, Zhang Ruimin asked all Haier people to establish such a group consciousness: “The defective products are waste products, and employees who produce unqualified products are unqualified employees.” After hard work, Haier has achieved the result of changes in corporate employees’ conceptual changes in the “invisible front” that is easy to be ignored by people. It not only turns Haier products, but also turns Haier Group into a well -known brand at home and abroad.
The culture is intangible, but it is ubiquitous and always there. The company’s cultural management method is the natural result of long -term development of management theory and management practice. Its practical significance lies in direct guiding the future. In the future, the competition of corporate competition will be the main competition of people, and from a certain perspective, the competition of people is the competition of culture. The so -called “culture is the economy of tomorrow” also indicates the advent of a cultural competition era. Therefore, in order to become a world -class enterprise, companies must rely on the strong role of culture. The future development trend will inevitably prove that culture is the most effective way to obtain economic benefits and economic growth. It is the source of wealth and wisdom that is inexhaustible and inexhaustible!
It behind the market economy, there is an invisible hand that is an economic law. At the same time, there is an invisible hand that cannot be ignored, that is culture. The development process of Fortune 500 companies has shown that company culture is a key driving force for a company to success, and it is also a rich mine that needs to be tapped in the management of enterprises!
Corporate culture is a group awareness and behavioral specifications that are gradually formed by enterprises in the process of long -term operation and development, the characteristics of their own enterprises, and can promote the development and growth of enterprises for a long time, and the sum of the rules and regulations and organizations that are compatible with them.
This includes cultural concepts, value concepts, corporate spirit, moral norms, codes of behavior, historical tradition, corporate system, internal and external environment, corporate business behavior, corporate social responsibility, enterprise products and images, etc. Enterprise spirit and business philosophy of values are the core content of corporate culture. As a culture, corporate culture is not only a matter of conceptual form, but also a material form, a combination of spiritual and material.
(1) The origin of corporate culture
The middle and late 1970s, the most shocking events in the history of world economy was the rapid rise of the Japanese economy. An oriental island country with scarce resources and narrow territory, in just two or three decades, developed rapidly at a rapid speed of incredible, and leapt the women’s work committee in the world’s third largest industrial country (later became the second largest industrial country). The whole world was shocked. As a result, in the late 1970s and early 1980s, a research boom in Japan -US management comparison was set off in the management academic community. Scholars believe that American management focuses on “hardness” and emphasizes rational management; and Japanese management not only attaches importance to “hardness”, but also pays more attention to “soft” aspects: focusing on cultural factors in enterprises. Pay attention to the value concept of all employees of the enterprise; focus on strengthening the effort and loyalty of employees in the enterprise; focusing on interpersonal relationships in the enterprise. Scholars consider these “soft” characteristics to be a corporate culture. In 1982, a series of works represented by the book “Corporate Culture” written by Terrence Dille and Ellen Kennedy appeared, marking the rise of corporate culture research.
In the 1980s, the reform and development broke the corporate system of the big pot rice. Only Chinese enterprises have truly opened the process from monopoly to competition. Only “corporate culture” began to be followed by my country’s theoretical and corporate circles. In 1984, Zhang Ruimin of Haier Company was first proposed that the corporate loss was 1.47 million yuan.
(2) The connotation of corporate culture
The following explains the connotation of corporate culture from the following angles:
1. Corporate culture is a concept of ideological category in form.
The corporate culture belongs to the category of human thought and is the value of human value. This value concept and social ethics belong to the same category. We propose to govern the society. First of all, we must govern the country in accordance with the law. People must abide by the law, but the perfect laws are also invalid. What are the constraints that the law fails? Relying on social morality, so we must govern both the country according to law and the country. The same is true for management enterprises. First of all, when the system is improved, when the system will fail, what restrictions do the enterprise system fail to rely on cultural constraints. It can be seen that corporate culture is the same as social morality. It is an inherent value concept. They are all internal constraints. That is to say, people’s self -constraints in their ideological ideas are all supplements to external constraints, but social morality is a role in society, and corporate culture is a role in enterprises, and their fields are different. Therefore, in a formal point of view, corporate culture is the concept of ideological category.
Because of this, corporate culture is extremely important. For example: the financial system is invalid, but if a person does not have the value of the value of my money, then even if the corporate system has no restraint on him, he will not take his own money. On the contrary, if a person has the value concept of not taking white or not, once the financial system fails, he will make mistakes.
2. Corporate culture is the value concept of reflection of corporate behavior in terms of content.
The corporate culture in terms of content: it is a reflection of the actual operation process of the enterprise. Specifically, the institutional arrangement of the enterprise, as well as the reflection of the person’s strategic choice in the value of human value. In other words, all related activities of the enterprise will reflect the value concept of human beings, which forms a corporate culture.
Inned content, corporate culture is the value concept of corporate activities, not the value concept of other aspects. It reflects the actual operation process of the enterprise. The value concept of all activities is a reflection of corporate system arrangements and strategic choices in the value concept of human value. For example: If an enterprise wants to open the income gap in institutional arrangements, then this enterprise should have the concept of level differences in corporate culture; It is necessary to have the concept of integrity in corporate culture, and so on.
In short, corporate culture is the value concept of reflecting corporate behavior in terms of content.
3, corporate culture belongs to the value concept attached to practice in nature.
The value concept can actually be divided into two categories. One is the value concept of faith and advocacy. The other is the value concept that must be put into practice. The concept belongs to the value concept that must be put into practice. The real restraint of employees’ behavior of corporate culture is the true value concept of acting in the operation of the enterprise.
Therefore, when we talk about corporate culture, we should understand that it has actually had a role in enterprises. The corporate culture has lost its due role without practicing practice.
4. In terms of corporate culture, it is the value concept of corporate nature.
The culture can be said to be corresponding to material, so the content of culture is extremely rich.也就是说，对于价值理念来说，如果从其拥有的主体上划分类别的话，可以分为自然人的价值理念，民族的价值理念，国家的价值理念，法人的价值理念和企业的价值理念，而Corporate culture is the value concept of enterprise and the soul of the enterprise.
5, corporate culture is the value concept of regulating corporate behavior in terms of role.
The value concept of corporate culture as an enterprise is the value concept of the truly playful role; corporate culture plays a very good normative role in the behavior of enterprise and employee behavior. For example, the management concept of responsibility, power, and negativeity in corporate culture regulates the relationship between responsibility and rights of employees; the sharing, co -ownership, ideas, and regulating the interrelationship between enterprises and employees in risks and interests enjoy each other.
In short, the core of corporate culture is the value concept of the enterprise. Its core element is the common value concept of the enterprise.
(3) The composition of corporate culture
Integrate various definitions and experience at home and abroad, corporate culture is mainly divided into four levels, including: concept layer, system layer, behavior layer, and material layer. According to layers, according to layers The four -layer concentric circle model established as follows:
The concept layer -also called the moral layer, which is the core level of corporate culture. The mission, including corporate spirit, corporate business philosophy, corporate ethics, corporate value concepts, corporate slogans, corporate style, etc., is the main embodiment of the social value of the company. The noble social value can be recognized by the company’s almost all stakeholders, and has a long -lasting incentive effect on shareholders, company executives, and corporate employees. For example, the authors of “Corporate Culture” Dir and Kennedy found that among the companies they have investigated clearly, 2/3 companies do not use some lofty beliefs as the highest target for profit targets.
The system layer -it clarifies how to achieve the goal of the enterprise, mainly including the corporate leadership system, the corporate organization, and the corporate management system. Specifically, the business scale, operation methods, governance forms, interpersonal relationships, management systems, incentive mechanisms, and interest distribution of the enterprise.
The behavior layer -it clarifies the action norms and requirements of corporate members to achieve the goals, including entrepreneur behavior, business model characters, and corporate employee group behavior.
The material layer -it clarifies the external performance of enterprise goals, including the product, corporate environment and corporate appearance, corporate production environment, modernization and civilization provided by the enterprise.
What is corporate culture?
It research on various corporate culture concepts We found that although there is no complete and uniform definition of corporate culture, there are certain common elements between various definitions, that is: corporate culture must be clear The concept, rules and advocates must be implemented to the level of organization and employee behavior, and must be the value and behavioral choice of common recognition of all personnel within the organization. The two most critical areas of corporate culture have achieved the “ideas” and “habits”. The creation of corporate culture must start from these two fields, so that the concept of the enterprise can promote the enterprise and the customer value. Reach consensus; let the company’s behavior habits be implemented in the conscious actions of each employee, and eventually become the behavioral habit of employees.
In the above research, combined with Han Zhe consulting in the practice and theoretical research in corporate culture consulting for many years, we give the corporate culture as the following definition: corporate culture is derived from the core value of the enterprise, and a continuous cognitive model And habitual behavior. This cognitive model and behavior enable corporate employees to achieve common cognition with each other, form a psychological contract, and become the basis for employees’ thoughts and behaviors.
what is the use of corporate culture?
The research of relevant experts, we believe that corporate culture has the following six aspects, as shown in the figure below:
1. Guidance
Changing behavior emphasizes the guiding role of culture. Any corporate culture will rely on unique value concepts and standards, subtly affect the goals pursued by the organization, implement the construction and adjustment of the corporate system and mechanism, and have a huge appeal to all employees of the enterprise. Employees based on common values and systems based on common values and systems. Requires to gradually form a common, continuous, and unique thinking habits and behavioral patterns.
2. Concrete
The goals, advocates and requirements proposed by corporate culture, as long as it can be accepted by most employees, it can produce a sense of responsibility, pride and mission to employee work, enhance the collective on the collective A sense of identity and belonging can condense the power of employees and work with common actions to work for the goals of the enterprise.
3. Incentive
The corporate purpose and business philosophy are good incentives. Through the spirit of corporate culture and the mutual care, love, and understanding between people and people, it gives employees a more easy to accept than disciplinary constraints and material rewards. The mental model and behavioral method are generated by positive and positive feedback, which is very conducive to motivating all employees to work hard to achieve the goals of the enterprise.
4. Restrictions
The cultural atmosphere of the company can restrict ideas and behaviors in an invisible, informal, non -compulsory way, and to form a behavioral appeal and management of all members. The corporate culture includes both the rules and regulations, which require all employees to do and cannot violate the content, as well as the moral norms that require employees to “do this and should not do that”. When this constraint is gradually transformed from the external law to personal self -discipline, from the conscious behavior of a few people to the conscious behavior of most people, it will cause a stable and long -term invisible spiritual force. Good atmosphere naturally plays a role.
5. Beauty
Excellent corporate culture is the extraction, condensation and sublimation of the company’s past development experience and excellent success genes, and the enrichment of the external expression system through the interpretation of text, such as the company culture The expression of the core concept, the presentation of cultural manuals, the design of the company VI, the optimization of the working environment, and the specifications of employee behavior will have the role of beautification of the enterprise and employees themselves, so that employees’ knowledge, beauty, joy, new seeking new for employees will Wishes are satisfied.
6. Coordination function
Corns culture has the relationship between coordination of enterprises and society, coordinating the relationship between employees within the enterprise, coordinating employee values and corporate values Harmony and consistent, so as to better meet customer needs and promote the development of enterprise.
Pay content for time limit to check for freenAnswer if there is a consumer product company, it can always attract consumers to pay attention to new trends, new products, and new technology, it must be because this consumer company is very good at “petting” consumers. Mengniu is such a company. Go to the president and the first -tier employees and dealers. 365 days of the year × 24 hours, Qi Qi opened the “love” model. They even shouted a slogan that only the Mengniu people could come up with this kind of behavior only for consumers’ behavior, which was an important thing three times- “consumers first.” In December last year, Mengniu’s corporate culture has been fully upgraded, and the core values of “consumers first first” have been established. Taking consumer needs as the first, consumer experience first, and consumer welfare as the first First, this is what Mengniu has always insisted on doing. Let’s take a look now. In the past year, how this leading dairy company has “loved” consumers.nThank you for your question, I hope to help you and wish you a happy life!
Corporate culture
Busits
The specific performance of ideology in the enterprise, reflecting the values recognized by the company members and the gradual work attitude. Also known as corporate spirit.
The content of corporate culture is mainly two aspects: ① In essence, it includes the value concept, moral norms, ideological consciousness and work attitude of corporate employees; Various cultural education, technical training, entertainment friendship activities, etc. Corporate culture is the spirit of corporate style formed by the organic links of these two aspects. Corporate culture also reflects a management method, which emphasizes the internalization and optimization control of the behavior control of various members within the enterprise through value orientation. Capitalist countries have regarded corporate culture as a novel management tool, and relying on this tool to change the carefully formulated corporate goals and strategies into specific performance. The United States Lawrence and others summarize the basic values of the American corporate culture into the goal, consensus, contribution, integrated, effective, practical, intimacy, intimacy, and upright.
The socialist corporate culture has its own characteristics: ① The combination of manifestations of material civilization and spiritual civilization. While developing socialist production, the formation of civilized, advanced business management systems and working lifestyles within the enterprise, stimulating corporate members of the enterprise members Proactive. ② Reflect the style of the times. ③ Highlight the characteristics of the enterprise, reflect the personality of the enterprise, and serve the business goals of the enterprise. ④ Stimulate the behavior of employees to achieve internal solidarity and development. ⑤ Regulate the relationship between enterprises and markets, open up the market, and improve efficiency.
Corporate culture is the precious spiritual wealth of the enterprise. Cultivate a good corporate culture, you can achieve smart decisions, sensitive information, unity and harmony, tacit understanding, fast efficiency, and courage; you can overcome the disadvantages of bureaucracy, occlusion conservative, corrupt, dragging, bloated and relaxing, etc. Can cause strong cohesion and entrepreneurial motivation among corporate members.
You may be familiar with “the same desire to be the same”; you must be familiar with “unity and Germany”. So, what factors can make the company “go up and down with the same desire, together with the same virtue”? The answer is cultural and cultural management. The theme of the selection of the “most admired company” in the Fortune 500 in 1998 is set as “company culture”, which shows the important role of culture in the management of the company. If you ask any president of an American company in the 1970s, what is the most important role he played in the company? Most answers are commanders, decision makers and strategists. However, in the 1990s, a survey results conducted by Harvard Business School showed that the best performance leaders, they first regarded themselves as shaped and supporters of a specific culture. They believe that an excellent company culture is a unique key for its company’s leading competitors!
The company culture is the “first steamed bun” in production and operation
The company culture is the “first steamed bun” of the company’s production and operation, so it is the most important. Although it is not as immediate as marketing, it laid the foundation for full meal. In the field of management, management is invisible compared to technology and marketing, but management is the most important and fundamental, and the company’s culture is especially true. The company’s culture and education are not necessarily effective immediately, but its impact on enterprises is more basic, fundamental, and lasting.
The company culture covers the spiritual culture, behavior culture, and material culture of the company, and spiritual culture is the core value of the company’s culture. It is not like the material culture and behavior culture of the enterprise. It is immediate and to say, so its shaping is also quite complicated, and it requires complementarity of various factors. The spiritual culture of an enterprise is gradually established by enterprise employees through long -term production and operation activities. It requires the cooperation of the cultural environment and public opinion orientation of society. The spiritual culture of an enterprise best reflects the essence of an enterprise. It is deeply “internalized” in the psychology of corporate employees, and is retained and developed through a certain cultural ritual and cultural network. Therefore, it is a long -term “accumulation of group cultural psychology. “”. The spiritual culture of an enterprise is often used by enterprise employees. It is a super -personal group consciousness, and its value has a wider, deeper, and longer social significance.
In many companies in the United States, GM’s spiritual culture is undoubtedly unique. A professor at the School of Management of the University of Michigan published an article in the American Business Week. He commented on GE’s Jack Welch: “There are two great corporate leaders in the 20th century, one is the” General “Sloan The other is Welch. But compared to the two, Welch is slightly better. Because Welch has set an example for the manager of the 21st century. “Welch appeared in GE’s No. 1 in 1981 in 1981. At that time, he was only 45 years old and was the youngest executive president in GE history. By 1998, the company’s market value increased from $ 2 billion to $ 280 billion. This result made other world -class entrepreneurs such as Bill Gates unable to look at its neck. Welch’s management model can be represented by a simple English word “Force”. F represents flexi-back; O represents the regulations (); R refers to the “result-orien-tated); C is communication (); while E represents education
To. Welch’s principle of management has formed a unique corporate culture, which cleverly confirms the famous saying of “culture is power”. It not only achieved great results for GE, but also left a classic work for the management community.
The company culture is the inherent driving force of enterprise development
The healthy development of enterprises requires two types of bonds: one is the bond of material, interests, and property; the other is culture , Spirit and moral bond. If there is only the previous tie without the latter link, it cannot be developed healthy. Excellent corporate culture can create a good corporate environment, improve employees’ moral quality and scientific and cultural quality, form corporate cohesion internally, improve the competitiveness of enterprises outside, form an indispensable spiritual bond and moral bond of enterprise development, and from each of various spiritual bonds and moral bonds. The mobilization and reasonable configuration of the links can help the development of enterprise development. Therefore, the company’s culture is the source of lasting competitive advantage and the inherent driving force for the development of the enterprise.
The northwestern airline culture is known for its strong humorous culture and personal responsibility. No one emphasizes the advantages and unique effects of the company’s culture than the creators of Northwest Airlines and the former CEO of the Northwest Airlines. Some people think that the company’s culture is not so important. As long as it provides good services on the route so that the cost is the lowest, it can be successful. Haber was very angry about this statement. He said, “Culture is everywhere, everything you can, competitors can imitate tomorrow, but they cannot imitate your culture!” Indeed, some competitors of Northwest Airlines are trying to imitate imitation Some of its practices, but because they cannot imitate its inner unique culture, they cannot match Northwest Airlines. At present, the more deeper and long -lasting competitive advantages are guiding us to culture, and culture is not packaging. The heritage of modern management lies in culture.
Corporate culture is the key factor that determines the rise and fall of the enterprise
The culture in the company’s culture does not refer to how many engineers and economists have, and how many diplomas have them, but what they have. The concept of development, the degree of influence on employees, changes in the development process of the enterprise, and the ability to surpass themselves. The warning of a business error is that the loss of culture is the loss of survival, and the regrets of culture will inevitably bring corporate malformation. Because culture, as an enterprise’s guidance system, determines the development speed and state of the economic organization of an enterprise, what kind of culture is there, and what kind of enterprise development is rising and declining. Therefore, the role of the company’s culture is extremely great, not only has the functions of mobilization, encouragement, organization, guidance, and promotion, but even under certain conditions, it has the effect of “determining everything”.
So what is the primary problem of difficult companies? The answer is that the difficulties of difficult companies are first of all, backward ideas, and lack of spiritual culture. Zhang Ruimin, one of the “most respected entrepreneurs in the world”, is quite alert. He said: The biggest disadvantage of the existing existing enterprise is from leaders at all levels to below, looking at too many tangibles and too little intangible. Which superior leaders come to check, most of them look at the profit and how much production, and few people pay attention to the company’s culture. Zhang Ruimin summarized Haier from a collective small factory on the verge of closure to the achievement of an international large -scale enterprise group with an annual sales revenue of tens of billions of yuan. thing. Zhang Ruimin first started with changing the “quality and values” of employees. Under the planned economy system, employees’ understanding of quality is that as long as the product can leave the factory, it is a qualified product. First -class, second -class products, other foreign products, as long as it can be used. In order to change this traditional concept, Zhang Ruimin asked all Haier people to establish such a group consciousness: “The defective products are waste products, and employees who produce unqualified products are unqualified employees.” After hard work, Haier has achieved the result of changes in corporate employees’ conceptual changes in the “invisible front” that is easy to be ignored by people. It not only turns Haier products, but also turns Haier Group into a well -known brand at home and abroad.
The culture is intangible, but it is ubiquitous and always there. The company’s cultural management method is the natural result of long -term development of management theory and management practice. Its practical significance lies in direct guiding the future. In the future, the competition of corporate competition will be the main competition of people, and from a certain perspective, the competition of people is the competition of culture. The so -called “culture is the economy of tomorrow” also indicates the advent of a cultural competition era. Therefore, in order to become a world -class enterprise, companies must rely on the strong role of culture. The future development trend will inevitably prove that culture is the most effective way to obtain economic benefits and economic growth. It is the source of wealth and wisdom that is inexhaustible and inexhaustible!
It behind the market economy, there is an invisible hand that is an economic law. At the same time, there is an invisible hand that cannot be ignored, that is culture. The development process of Fortune 500 companies has shown that company culture is a key driving force for a company to success, and it is also a rich mine that needs to be tapped in the management of enterprises!