Joke Collection Website - Bulletin headlines - What are the three levels of corporate culture?
What are the three levels of corporate culture?
First, the spiritual level (hidden level). Spiritual level is the core and theme of organizational culture, including enterprise goals, enterprise ideas, enterprise spirit, enterprise ethics, enterprise ethos and so on. Among them, entrepreneurship is the most important department, and entrepreneurship is the outstanding performance of entrepreneurship.
Second, the system level (intermediate level). System is the sum of behavioral norms, which is used to restrain the behavior of members and maintain the normal order of the organization. Including general system and special system.
Third, the object layer (display layer). The object level is the external material expression of organizational culture, such as factory appearance, packaging, architecture, clothing, product quality and service, economic and social benefits, as well as employees' mental outlook and cultural and literary works.
The formation of corporate cultural productivity through cultural construction is a sign of maturity and success of mature enterprises. Whether it is the emergence of modern management mode oriented by culture or the formation of modern management theory based on people, it is actually the embodiment of corporate culture in enterprise development. Corporate culture is the concentrated expression of entrepreneurs' morality, values and outlook on life. Corporate culture is the source of strength to overcome difficulties and obstacles and create brilliant team again.
What are the three levels of corporate culture? 2. How do employees know themselves?
It mainly includes employees' personal values, their own career development plans and their cognition of their role in the enterprise.
1, employee career planning: investigate employees' personal growth aspirations and motivation, and whether they have a clear plan for their future development direction and expected goals.
2. Employees' professional values: the attitude of investigators to their work. Including employees' sense of responsibility and mission, sense of ownership, sense of competition and team, attitude towards difficulties and setbacks, code of conduct to be followed, requirements for work risks and benefits, requirements for work incentives, strong and weak sense of belonging to enterprises, recognition of enterprise values and code of conduct, and conscious compliance with discipline.
3. Evaluation of personal working conditions of enterprises: investigate whether employees' work is suitable for their talents; Whether it is in line with your own career plan; Whether it conforms to the existing working conditions and work content, and how strong the desire to change the existing state is; The length of continuous work in a position; It also includes his evaluation of the respect, status and treatment given to him by the enterprise.
(B) employees' understanding of the enterprise.
Employees will have their own understanding of the methods, styles and habits shown in enterprise management activities, as well as the rules and regulations, organizational structure, corporate culture and strategic planning of enterprises. Knowing this knowledge is the best basis for diagnosing the current situation of enterprise management. Investigators' cognition of enterprises starts from the following aspects:
1. Evaluation of enterprise human resource management: to investigate the ways of appointment, assessment, training and promotion of enterprise employees; Whether the performance appraisal and salary system is scientific and can motivate employees; How satisfied are employees with human resource management?
2. Decision-making and communication methods of enterprises: to examine the decision-making process of enterprises, including who makes decisions, who to consult, individual or collective decision-making, etc. Investigate whether the communication within the enterprise is timely, what communication methods are available, which communication methods are preferred and how effective the communication is; Investigate how to deal with contradictions within the enterprise, including the desire to avoid conflicts or concessions, and the way to deal with contradictions;
3. Cognition of enterprise organizational structure: investigate different management positions and functions and their relative importance; The role played by the department head in the work and the role played; The centralization and authorization of the organization, and whether the employees in each position are clear about their responsibilities; Whether there are obstacles in the organization that hinder the smooth development of the work.
4. Management style of leaders: To examine the ways and styles of leaders in their work, whether they are interventionist, authoritative or consultative, or adopt other diversified and flexible ways; Whether he pursues results or process-oriented in his work; Whether he is inclined to the company's business, whether it is profitable or inclined to care for and democratic employees; Whether the image of the leader meets the development needs of the company.
5. Employees' cognition and expectation of corporate culture: What do employees think is the enterprise spirit, core values and corporate culture concept embodied in the current enterprise? What kind of corporate culture do employees expect to establish? They believe that this culture is more suitable for the development of enterprises and can better reflect the demands of employees.
(3) Employees' family concept.
Family can be said to be a person's emotional sustenance, one of the sources of his efforts and the cornerstone of his career success. Family life shapes an employee's values, and employees' cognition of the relationship between enterprise and family also reflects their personal beliefs and concepts to a certain extent, reflecting their sense of identity and belonging to the enterprise.
The employee's evaluation of the enterprise at home, the influence of corporate culture on his life behavior, his sense of identity and belonging to the enterprise shown to his family members, how the employee knows the status and relationship between work and life, how to solve the contradiction between work and life, and how to handle and coordinate his role in work and life.
(D) employees' social concept.
Enterprises need to pay attention to management and profit in their development, which is the foundation of their survival, development and growth, so enterprises should play the role of good operators. On the other hand, enterprises should also undertake social responsibilities and contribute to the harmonious development of society, so enterprises should play a social role. Enterprise's social consciousness is reflected in enterprise's behavior and concept, which is closely related to employees' social concept. Therefore, the investigation of employees' civic awareness is helpful to the diagnosis and construction of corporate culture.
(V) Employees' cognition of the industry.
With the development of China's market economy, not only some traditional industries have more and more detailed division of labor, but also many emerging industries have emerged. Every industry has its own development model, direction and prospect. The insiders will have their own understanding of the industry. They will evaluate whether this industry is a sunrise industry or a sunset industry and analyze how this industry can develop sustainably. These views will also affect employees' attitudes towards the enterprise and its work. The survey of employees' industry cognition mainly examines employees' confidence in industry development, explores development models and describes future goals.
To sum up, we can make it clear that employees are the core of corporate culture construction, and think that corporate culture can not be separated from employees' personal beliefs, moral standards, values and attitudes towards work and life. The enterprises, industries, families and society where employees work play a very important role in the formation of employees, and employees' reflections and behaviors in these aspects reflect their above thoughts.
What are the three levels of corporate culture? 3. Corporate culture includes three main axes. First, the commercial enterprise culture, that is, the value concept that enterprises should have in their business activities; The second is to manage corporate culture, that is, the value concept that enterprises should have in management activities; Iii. Institutional corporate culture, that is, the value concept that enterprises should have in the system operation, is hereby explained as follows:
1, corporate vision
Corporate culture is the values formed by the members of the organization, and it is also a system of thinking and behavior norms. Only when an enterprise has a vision can it build a dream and be practical. When every employee can understand the company's vision, they can unite as one and go all out. For example, WaltDisney's Dream? Faith? Courage? The eight-character formula of "practice" is called "Walter Magic". He believes that if enterprises turn their dreams into beliefs and make up their minds to implement them, they will succeed. Among them, "dream" and "belief" are "vision".
2. Business philosophy
The business philosophy of an enterprise reflects the beliefs, ambitions and priorities of enterprise leaders, is the fundamental guide for all behaviors of the enterprise, and embodies the sense of historical mission and social responsibility of the enterprise. For any enterprise, the importance of effective management concept far exceeds factors such as technology, resources and organizational structure.
3. Corporate values
Values are the core of corporate culture, the choices made by corporate decision-makers on the nature, objectives and management methods of enterprises, and accepted by employees. The direct goal of an enterprise is profit, and understanding and believing the importance of profit is the same value of a successful enterprise.
4. Enterprise spirit
Enterprise spirit is a kind of group consciousness which combines modern consciousness (market consciousness, quality consciousness, moral consciousness, etc.). ) and corporate personality (the basic nature of corporate values, development goals, service policies and management characteristics. Every successful enterprise has its own unique entrepreneurial spirit. For example, the famous Sony company's "pioneering spirit" and IBM company's "IBM as a service" spirit.
5, enterprise ethics
Enterprise ethics is the general name of the code of conduct to adjust the relationship between enterprises and employees. After the outbreak of SARS, many enterprises took the initiative to shoulder the heavy social responsibility and donated money and materials, which fully reflected the social moral responsibility of enterprises. However, some enterprises use the SARS epidemic to "hoard masks", which reflects different corporate cultures.
6, the mission of the enterprise
Enterprise management must be responsible for shareholders (cherish and make good use of shareholders' capital), employees (career planning, quality of life improvement), customers (service first, integrity protection) and society (giving back to society and sponsoring public welfare activities), which is a natural and unshirkable responsibility and obligation.
7. Enterprise system
Every enterprise has its own management system to regulate the behavior of employees and ensure the realization of enterprise goals. For any enterprise, no matter how complete the system is, it may not really win the hearts of employees, because without the conscious recognition of employees, it is difficult for the system to really play its role. Employees must identify with the corporate culture of the company, so that the company can continue to operate. An employee's promotion depends not only on his past work record, but also on whether he agrees with the company's corporate culture. An employee who can't agree with corporate culture and values, even if his ability is excellent, can't become a core member of the company.
8. Working environment
A clean and beautiful working environment is a direct reflection of the spirit of an enterprise and a "clothing" of an enterprise. It can inspire employees' pride of "making the factory feel at home" and their sense of responsibility to contribute to the enterprise, which greatly affects employees' working mood.
9. Cultural traditions
National culture will be embodied in corporate culture. For example, Thailand is a country that believes in Buddhism, and Thais are famous for their kindness and simplicity. When enterprises invest in Thailand, the corporate culture should be integrated with the traditional culture with local characteristics, so that they will not be regarded as "foreign enterprises".
What are the three levels of corporate culture? 4. Corporate culture comes from practice and acts on it. Only by combining theory with practice can we really play the dynamic role of corporate culture.
The construction of corporate culture should first be advocated, supported and promoted by senior managers with CEO as the core. Secondly, the professional executive team will diagnose and evaluate the corporate culture, refine the concepts and norms, formulate feasible implementation plans and seriously implement them.
The diagnosis and evaluation of corporate culture is the foundation, and concept refining is the key. After the formation of corporate culture concept system, the key is that the concept can be recognized by employees and transformed into conscious behavior. To achieve this goal, we must effectively use various propaganda tools and management channels to instill in employees, and instill the values and spiritual purposes advocated by corporate culture into the minds of all employees, so that they can "understand in their hearts and melt in blood", thus effectively ensuring that employees consciously or unconsciously implement corporate culture concepts in corporate activities.
In order to achieve the expected effect of corporate culture construction, enterprises should take corporate culture construction and management as the top management field, establish a scientific and complete management system, standardize the composition of corporate culture system, standardize the examination and approval procedures, workflow, management standards and work norms of corporate culture diagnosis and evaluation, corporate culture design, achievement release, publicity and introduction, popularization and application, and corporate culture revision and reform, and standardize the functions and division of labor of corporate culture management.
The assessment of corporate culture construction should focus on the whole process of corporate culture construction, and test the scientific, systematic, complete and timely nature of corporate culture construction, as well as the objectives and any implementation of corporate culture construction.
First, the enterprise culture diagnosis and evaluation work evaluation
Through professional and neutral corporate culture diagnosis, the history, present situation and future expectation of corporate culture are analyzed, compared and evaluated, and the excellent factors of corporate culture are systematically sorted out and confirmed, forming the basis for corporate culture concept system, code of conduct and various system construction.
The main evaluation contents at this stage are:
(1) Whether the enterprise culture was diagnosed and evaluated before the enterprise culture construction;
(2) The professionalism and rigor of the diagnosis and evaluation of corporate culture, and check the work log and work summary;
(3) The systematic, scientific, logical, complete and accurate data of the corporate culture diagnosis and evaluation report.
Second, the establishment of corporate culture system and the implementation evaluation of planning and design work
On the basis of the first-stage diagnosis and evaluation of corporate culture, the concept system and behavior standard system of corporate culture are systematically constructed, and the implementation plan of corporate culture construction is formulated. This is a key step in the construction of corporate culture. Concepts and norms must be put forward on the basis of full evaluation of corporate culture, and the expression should be accurate, reflecting the personality and needs of enterprises. The implementation plan of enterprise culture construction should be instructive and executable.
The main evaluation contents at this stage are:
(1) Systematization, accuracy, completeness and openness of corporate culture concept system;
(2) the guidance, binding and enforceability of the code of conduct system to the behavior of enterprises and employees;
(3) enterprise visual identification system;
(4) A systematic, instructive and implementable implementation plan for corporate culture construction.
Three, corporate culture system communication work assessment
Through various forms of publicity, training and discussion, carry out internal and external publicity and implementation of corporate culture concepts and codes of conduct. Leading cadres, management cadres and employees at all levels are the main bodies of corporate culture introduction. They should take the lead in intensive reading and mastering the corporate culture of the company, grasp its essence and essence, so as to guide their work and behavior and implement it from top to bottom, so that the corporate culture system and its connotation can be conveyed to every employee of the company, so that employees can fully grasp, deeply understand and highly identify with the corporate culture, and consciously regulate their words and deeds according to the requirements of the corporate culture.
The main evaluation contents at this stage are:
(1) The depth and breadth of corporate culture training;
(2) Utilization degree (adequacy, quantity, frequency, quality, etc.). The role of all kinds of propaganda media in the enterprise culture construction;
(3) Participation and activities of leading cadres at all levels;
(4) The departmental responsibilities and post responsibilities of the executive team of corporate culture construction;
(5) Whether the goal and division of labor of corporate culture construction are clear.
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