A company that has developed for fifteen years but has no corporate culture so far, what should it do now?

Corporate culture-or corporate culture-generally refers to the collective name of * * with ideals, basic values, style, living habits and behavioral norms formed by enterprises for a long time. It is the sum total of spiritual wealth with its own characteristics created by enterprises in the process of operation and management, which has appeal and cohesion to enterprise members, can unify the interests, purposes, needs and behaviors of many people, and is a reflection of long-term cultural construction of enterprises. Including values, the highest goal, code of conduct, management system, moral fashion and so on. It takes all employees as the working object, through publicity, education, training, cultural entertainment, heart-to-heart friendship and so on. , maximize the unity of employees' will, standardize employees' behavior, unite employees' strength and serve the overall goal of the enterprise.

Construction principle

1. Strengthen people-oriented.

Culture should take people as the carrier, and people are the first factor in the production and bearing of culture. People in corporate culture refer not only to entrepreneurs and managers, but also to all employees of enterprises. The construction of enterprise culture should emphasize care, respect, understanding and trust. The formation of enterprise group consciousness is that all members of the enterprise have the same values and goals, thus forming a centripetal force and becoming a fighting whole.

2. Consistent appearance, avoiding formalism.

Corporate culture belongs to the ideological category, but it is easy to form a phenomenon of duplicity through the behavior and external forms of enterprises or employees. To build a corporate culture, we must first start with the workers' thoughts, establish correct values and philosophical concepts, and form a corporate spirit and corporate image on this basis to prevent formalism and inconsistency between words and deeds. Formalism not only fails to build a good corporate culture, but also distorts the concept of corporate culture.

3. Pay attention to the opposite sex.

Oneness is an important feature of corporate culture. Culture was originally formed in the historical process of its own organizational development. Every enterprise has its own historical tradition and management characteristics, and corporate culture construction should make full use of this to build its own culture. Only when enterprises have their own characteristics and are recognized by customers can they be unique in the forest of enterprises and have competitive advantages.

4. The economy can't be ignored.

Enterprises are economic organizations, and corporate culture is the organizational culture of microeconomics, which should be economic. The so-called economy means that corporate culture must serve the economic activities of enterprises, which is conducive to improving the productivity and economic benefits of enterprises and to the survival and development of enterprises. Although the word "economy" is not involved in the contents of corporate culture discussed earlier, the ultimate goal of building and implementing these contents will not be divorced from the realization of corporate economic goals and the survival and development of enterprises. Therefore, the construction of corporate culture is actually a corporate strategy issue, which is called cultural strategy.

5. Inherit the essence of traditional culture

Marxism holds that "people create their own history, but they do not create it at will, but under the condition that they directly encounter and inherit the past." (Selected Works of Marx and Engles, vol. 1, p. 603) The same is true of corporate culture construction in China. It should be the value-added development on the basis of traditional culture, otherwise the corporate culture will lose its foundation of existence and have no vitality. Value-added development is to learn traditional culture, discard its dross and take its essence. People-oriented thought, equality thought and pragmatic thought in China's traditional culture are all worthy of value-added development. China's people-oriented thought has been quite strong since ancient times, which has restricted autocratic behavior to some extent. In socialist enterprises, employees are the masters of the enterprise, so the construction of enterprise culture naturally takes people-oriented thought as an important ideological source, and through the development and utilization of this thought, employees will have a strong sense of ownership and consciously participate in the democratic management of the enterprise. China people insist on equality between people and think that "everyone is flexible and obedient", which is the ideological basis of China revolution in the past. The value-added development of this concept and its application in the construction of modern corporate culture will provide employees with equal opportunities for competition, which is conducive to advocating the operating mechanism of distribution according to work and equal pay for equal work. Pragmatic spirit requires people to seek truth from facts, be modest and prudent, guard against arrogance and rashness, and strive for progress. If this point can be carried forward, it will certainly form an entrepreneurial spirit of hard work and innovation. The "Iron Man Spirit" of Daqing's "Old Four Strictness" is the result of the value-added development of this national spirit.

The actual operation of editing this paragraph

Rousseau defined culture in On Social Contract: "Culture is custom, habit, 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 the widely accepted way of thinking, moral concept and code of conduct in the organization. "

In fact, building corporate culture is to re-examine the value system followed by enterprises and re-establish a set of values, ways of thinking and codes of conduct that can be passed down according to the long-term development strategy and can promote and maintain the normal operation and rapid development of enterprises.

The Core of Enterprise Culture —— Enterprise Idea

To establish the enterprise value system, we must first proceed from reality. From the enterprise's own positioning, environment, industry development prospects and operating conditions. Through a lot of boring but necessary research and analysis. Combined with the entrepreneur's own consideration of enterprise development. Confirm the vision of the enterprise from the numerous possibilities of enterprise development. According to the values that must be followed in the development of enterprises, the establishment of a value system that enterprises generally agree with and reflect their own personality characteristics can promote and maintain the normal operation and rapid development of enterprises. In particular, no matter how the social environment and times change, the strategic objectives and business philosophy of enterprises must be tenable. For example, the most admirable business strategy in Motorola's value system is its consistency in its 45-year history: "Being invincible on the basis of leading scientific and technological products". In the course of its decades, the performance of pursuing leading position can be summarized into three obvious and related modes: (1), constantly exploring new products and markets; (2) continuously strengthen, expand and update the existing product production line and develop the existing market; (3) Continuously improve product quality and shorten product cycle time; These three modes have ensured that Motorola has maintained a leading position in the communication field in the half century when the environment and time are constantly changing. Crocker, the founder of McDonald's Company, formulated four tenets of McDonald's management in the early days of McDonald's establishment, namely: providing customers with high-quality products, fast, accurate and friendly services, clean and elegant environment, and realizing value for money. Namely "quality, service, neatness and value". For decades, McDonald's has always adhered to this creed and implemented it in every job and employee behavior. Now it has finally become the world's largest fast food company in franchise chain, with more than 70,000 branches in 100 countries.

The flesh and blood of enterprise culture-behavior culture

We have formulated a new enterprise concept, which is not formalized, but stays at the level of slogans and slogans. We need to implement it and guide employees to pursue their ideals. How to guide and standardize the thinking and behavior of enterprise employees? We need to work hard to implement it from several aspects: (1) Rules and regulations: The most important thing is that the enterprise concept can be implemented in the rules and regulations of the enterprise, so that the behavior of employees can reflect the requirements of the enterprise concept. Such as employee behavior norms, public relations norms, service behavior norms, crisis management norms, interpersonal relations norms, etc. (2) Work and decision-making: The enterprise concept must be reflected in the daily work and decision-making of the enterprise, and the enterprise leaders should set an example by themselves, which is an example for employees to follow. (3) Ceremonies and ceremonies: Various necessary ceremonies and ceremonies can effectively publicize the corporate philosophy and vividly implement it in all aspects. Such as various conferences, exhibitions, celebrations, festivals inside and outside enterprises, etc. (4) role models and heroes: In order to carry out and implement the company's philosophy, it is necessary to have role models for all departments and employees to learn. Setting an example or an outstanding person can make all employees feel the real impact. (5) Communication channels, education and training: In order to effectively spread corporate ideas, enjoy the value system and let employees effectively participate in corporate culture, it is necessary to establish smooth and diversified channels. Such as intranet, newspapers, forums and propaganda positions. And use these channels to educate and train employees regularly. Behavior planning should be attached to the overall goal, and the knowledge and skills of related disciplines should be comprehensively used for overall planning. Only by focusing on long-term, operational, meticulous and even dogmatic enterprise behavior norms can we effectively implement them, and over time, we can truly standardize and clearly reflect the enterprise concept.

Corporate Culture Appearance-Visual Image

2 1 century, more and more companies around the world have introduced new visual image systems, and in China, enterprises that have changed their image recognition systems have emerged one after another. Part of the reason is the split of China Netcom and China Telecom. Others interpret new business ideas with subtle visual language because of the change of business strategy or business direction, in order to adapt to the new business strategy, so as to produce the greatest visual impact. Such as Lenovo and Fukuda. It was once thought that this was all because enterprises were following the trend or catching up with the trend. But at present, many brands in China have high quality and service, but the corporate image, especially the logo, does not match its status and strategic style, so it has no visual impact. Therefore, it is urgent for China enterprises to establish a scientific international corporate image system. Psychological research shows that when a person receives external information, the information received by vision accounts for 83% of the total information, and 1 1% of the information comes from hearing. Therefore, we believe that in the process of building and spreading corporate culture, visual image, although attached to corporate philosophy, is widely spread by it and is an important carrier of corporate culture and philosophy. Therefore, enterprises in China must clearly understand the importance of visual image, and give society a strong visual impact with artistic, international, concise and easy-to-read design, so as to establish corporate image. In corporate image design, the most important things are corporate logo, standardized words, standardized colors and mascots. As long as these four elements are determined, other application designs will come naturally. The design of basic elements should follow the following principles: 1, which can be used as a symbol of the company's philosophy and spirit; 2. It can be used for a long time and is suitable for the company's vision; 3. Whether it is easy to identify and artistic; 4. Whether it is very different from other industries; 5. Are there any similarities? 6, zoom in and out, black and white yin and yang changes will change the feeling; When designing, we should first consider the industry attributes, integrate the business characteristics and objectives, and embody the enterprise spirit. Secondly, we should refer to a large number of design trends at home and abroad as design reference. Thirdly, it is necessary to conduct a visual preference survey based on objective data. After synthesizing a variety of information, we first make a large number of sketches from the breadth level, select 6-7 directional sketches for secondary in-depth development, and then select 3-4 from the expansion plan for preference test, and finally determine the basic elements of corporate image with artistic beauty. After the basic elements are determined, the application system can be planned and designed according to the needs of the enterprise. The application system generally includes the following parts: 1, guidance system (outdoor and indoor); Including: welcome card, enterprise card, water guide card, enterprise general plan, building card, road traffic indicator, house number, etc. 2, outdoor display, advertising, publicity system; Including neon lights, light boxes, light poles and flags, reading columns, car body displays, large billboards, flags, posters, newspapers and periodicals, etc. 3. Office supplies system; Including envelopes, stationery, fax paper, notes, format files, file bags, folders, notebooks, work permits, etc. 4. Clothing and identification system; Including: store unified image identification, product packaging, staff uniforms, work clothes, badges, etc. 5. Gift system; Including: corporate image gifts, gifts, handbags, cultural shirts, desk calendars, calendars, etc.

There are three steps to editing this paragraph.

Combined with Haier's experience, the three-step introduction of "diagnosis, design and strengthening" is discussed in detail.

First, the diagnosis of corporate culture

The method and principle of diagnosis are: call middle-level and above cadres in the enterprise, read out the ideas of the group sentence by sentence, and ask everyone to say or write people and things that can represent this idea after hearing the ideas. If most people can think of representative people or events, and the events are relatively concentrated, it shows that the corporate culture has been recognized by everyone; However, if most people can't say or write representative figures or events, it means that corporate culture and corporate philosophy have not been recognized by employees, let alone play a guiding role in employee behavior.

Second, the refinement and design of corporate culture.

Step 1: First, let the enterprise find 10 people who participated in the whole process from entrepreneurship to development, and let each of them tell three stories. Step 2: sort out the stories with the highest repetition rate and make preliminary processing to form a complete story; Step 3: Find ten employees, preferably college students, who have just arrived in the enterprise for about a year and tell them the sorted stories. Step 4: Gather experts and relevant business leaders to study and process the recorded content and extract the words that represent the story spirit with the highest usage rate. After processing, these words are enterprise spirit or enterprise concept; The fifth step: according to the extracted core words that reflect the spirit or idea, re-adapt the story, create literature on the premise of respecting history, and write the enterprise's own story that reflects the core words intensively.

Third, strengthen and cultivate corporate culture.

First of all, conduct corporate culture training for all employees. Secondly, establish and cultivate typical figures. Thirdly, the management system is formulated under the guidance of corporate culture concepts and values.

Edit the construction method of this paragraph.

1, morning meeting, evening party, summary meeting is to spend some time preaching the company's values before going to work and after work every day. The summary meeting is a monthly, quarterly and annual departmental and company-wide regular meeting, which should be fixed and become a part of the company system and corporate culture. 2. Thinking summary Thinking summary is to regularly let employees compare their behaviors according to the content of corporate culture, and self-judge whether they have met the requirements of the enterprise and how to improve. 3. Post slogans to promote corporate culture. Write the core concept of corporate culture as a slogan and post it in a prominent position in the enterprise. 4. Set up advanced models and set up visual behavior standards and concept signs for employees. Through typical employees, let them clearly understand "what is active work", "what is active work", "what is professionalism", "what is cost concept" and "what is high efficiency", so as to improve employees' behavior. These behaviors are difficult to describe quantitatively, and only concrete images can make employees fully understand them. 5, website construction website timely guidelines, ideas, cultural propaganda, corporate website construction expert rice culture CEO pointed out that finding a professional website construction company related to corporate culture is more in line with and closer to the company's corporate culture. 6. Authoritative preaching Introducing external authoritative preaching is a good way to build corporate culture. 7. Studying abroad is also a good way to build corporate culture, which undoubtedly implies to employees that the requirements put forward by the enterprise management authorities are reasonable, because others have already done so, and we have not done so because we have not worked hard enough. We should improve our work and learn from others. 8. Story The story about the enterprise is circulated within the enterprise and will play a role in the construction of corporate culture. 9. The history showroom of enterprise entrepreneurship and development displays all items related to enterprise development. 10. Cultural and sports activities refer to singing, dancing, sports competitions, National Day parties, New Year's Day parties, etc. In these activities, the values of corporate culture can run through. 1 1. Introducing new people, new culture and new employees will inevitably bring some new cultures, and the integration of new culture and old culture will form another new culture. 12. Conduct mutual evaluation activities. Mutual evaluation activity is that employees evaluate their colleagues' work status in public according to the requirements of corporate culture, and also evaluate how they do in public, and how their colleagues evaluate how they do. Through mutual evaluation activities, they clarify contradictions, eliminate differences, correct shortcomings, carry forward advantages, and distinguish right from wrong, thus achieving the optimization of working conditions. 13, the role model of leaders plays a great role in the formation of corporate culture. 14. The establishment of corporate newspapers and periodicals is an important part of corporate culture construction and an important carrier of corporate culture. The enterprise newspaper is a window to publicize the enterprise to all the public and customers related to the enterprise inside and outside the enterprise.

The construction idea of editing this paragraph

Unit 1: Break the ego and enter the system.

Let go of your posture, experience and empty cup, and welcome enterprise changes with brand-new economic benefits. In an enterprise, there are fewer problems to prove and more problems to be solved, so employees are more tolerant, less quarreling, more accepting and less friction. Walk into the system and easily achieve your career.

Unit 2: Rebuilding the team and rallying morale.

Break through the misunderstanding of team psychology, adapt to the changing environment, and follow the rules and system bottom line. Don't complain, don't blame, have the same goal and let the team surpass it. Clear goals and a unified culture. Dare to bear, dare to pay, and learn to be responsible. Empathy, so that they can better understand leadership and support enterprise development.

Unit 3: PK mechanism, result-oriented

Change is a normal state, create a positive language atmosphere, dare to act and dare to get results. Only when you are strong inside will you be truly strong, and those who are backward will always be beaten. The strong always want to change and grow. The course helps students understand the connotation of responsibility, establish their own sense of responsibility and assume their own responsibilities. Start from yourself, better shoulder the responsibility of work, and establish the commitment, responsibility and commitment mentality between teams; Understand the empathy between superiors and subordinates, so that they can understand leaders better, know how to pay more, and support the reform and development of enterprises.

Module 4: Simulation Evaluation and Import Promotion

Information asymmetry leads to decision-making deviation and ineffective internal implementation of enterprises. The communication between employees and managers is often to make the trained employees realize and establish the concept of treating the enterprise as their home and their partners as relatives, and to know how to start from themselves and make the enterprise full of love and warmth.

Unit 5: Love in the Present, Honor and Disgrace and * * *

Sincere gratitude, gratitude to parents for their nurturing, gratitude to the ups and downs of the company, gratitude to colleagues for their cooperation, and gratitude to customers for their coordinated development. Love is the root, and love is the source of enterprise development; Experience love, responsibility and dedication. Not only should there be filial piety, but also filial piety.

Unit 6: Accepting Change and System Winning

Tolerate others, treat the team with broad-mindedness and fraternity, the world is beautiful, and active acceptance is the realm. Open your heart actively, in order to give yourself a broader stage. Help students understand the strength of the enterprise and the strength of the team in the review of the past growth process of the enterprise, so as to establish and enhance their confidence and dedication to the future development of the enterprise.

The role of editing this paragraph in the construction of corporate culture

A successful corporate culture is attractive to the outside and cohesive to 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' recognition of corporate culture is the real culture. In actual business management, many business owners or responsible persons have to do things that they don't agree with. Second, the successful practice and verification under the guidance of values. There is a company whose values are like this: be a real person and do things seriously. But when this enterprise and its employees did it, it changed completely. Enterprises often fail to pay wages on time and honor their promises to employees, so bosses fool employees and employees cheat bosses and customers. Their practice is quite different from their "being a real person and doing things seriously". Third, let employees have a sense of mission and let enterprises have positive factors. Excellent corporate culture can not only make employees have a sense of mission and responsibility, but also motivate employees to work actively and make employees look forward to the future. On the contrary, it will make employees feel negative, pessimistic and even commit suicide. Foxconn's recent spate of jumping off buildings proves this point. There are three main reasons for Foxconn employees to jump off a building: first, their personal emotional intelligence in the workplace is low; Second, the pressure of social competition is great; Third, there are problems in enterprise management, which is the most direct and main reason, that is to say, Foxconn's corporate culture construction is not in place. Some employees have negative world-weariness psychology and behavior. Fourth, it is simple and convincing. The core proposition of corporate culture must be concise and clear. We can look at the famous corporate culture at home and abroad and simplify a sentence or a word. For example, Haier's integrity culture-always sincere, not Lip's enterprising culture-we have been working hard. Five, can make the enterprise produce unrepeatable competitiveness. In fact, corporate culture has gone beyond the scope of management, and it is essentially a competitive culture that cannot be copied. The competition of modern enterprises is, in the final analysis, the competition of corporate culture or brand culture. Excellent corporate culture is the most powerful competitive weapon for enterprises and cannot be copied. Six, can make employees have deep feelings for the enterprise. Corporate culture can not only improve employees' sense of ownership and noble sentiment, but also make employees have deep feelings for the enterprise. No matter where they go, employees are always full of nostalgia for everything in the enterprise, and there is always a sense of intimacy when they hear or see the representative figures, signs, advertisements and products of the enterprise.

Edit the basic content of this paragraph.

The content of corporate culture construction mainly includes four levels of culture: material level, behavior level, system level and spiritual level. The shaping of learning organization is the purpose and goal of corporate culture construction, and it is also an important content of corporate culture construction.

First, material culture.

It is a tool culture composed of products and various material facilities, and it is a superficial culture expressed in material form. The products and services provided by enterprises are the fruits of production and operation of enterprises and the primary content of material culture. Secondly, the production environment, corporate appearance, corporate architecture, corporate advertising, product packaging and design also constitute the important content of corporate material culture.

Second, the behavior layer culture.

Behavior layer culture refers to the activity culture produced by employees in production, management, learning and entertainment activities. Refers to the cultural phenomenon produced in enterprise management, education and publicity, interpersonal communication and cultural and sports activities. Including corporate behavior norms, corporate interpersonal norms and public relations norms. Corporate behavior includes behaviors between enterprises, between enterprises and customers, between enterprises and governments, and between enterprises and society. 1, the enterprise code of conduct refers to the basic code of conduct formed around the enterprise's own goals, corporate social responsibility and protection of consumers' interests. Enterprise behavior norms are divided into entrepreneur behavior, enterprise model behavior and employee behavior from the personnel structure. 2. The interpersonal relationship of an enterprise is divided into internal relationship and external relationship. Foreign relations mainly refer to the relations formed by enterprises facing different social strata, market environment, state organs, cultural communication institutions, competent departments, consumers, distributors, shareholders, financial institutions and competitors. 3, corporate public relations planning and its norms. 4. Service code of conduct: refers to the code of conduct formed by enterprises in the process of providing services to customers. It is an important guarantee of enterprise service quality.

Third, the culture at the institutional level.

It mainly includes enterprise leadership system, enterprise organization and enterprise management system. Enterprise system culture is a culture in which enterprises restrict employees' behavior in order to achieve their own goals, which has * * * requirements and strong code of conduct. It regulates everyone in the enterprise. Enterprise technical operation process, factory discipline and rules and regulations, economic responsibility system, assessment, rewards and punishments, etc. Are the contents of enterprise system culture. 1, enterprise leadership system is the general name of enterprise leadership style, leadership structure and leadership system. 2. The organizational structure of an enterprise is an internal component and its relationship planned and established by an enterprise to effectively realize its goals. The choice of enterprise organizational structure matches the orientation of enterprise culture. 3. Management system refers to all kinds of rules and regulations that have mandatory obligations and can guarantee certain rights, including personnel system, production management system, democratic management system and so on. The institutional culture of an enterprise is the guarantee for the implementation of behavioral culture.

Fourth, the core of spiritual culture.

It refers to a kind of spiritual achievement and cultural concept formed for a long time under the influence of certain social and cultural background and ideology in the process of enterprise production and operation. Including enterprise spirit, enterprise management concept, enterprise ethics, enterprise values, enterprise style and so on, is the sum total of enterprise ideology. 1, the enterprise spirit of "participation, dedication and cooperation" is a group consciousness combining modern consciousness with enterprise personality. It is the concentrated expression of enterprise management purpose, value criterion and enterprise creed, and constitutes the cornerstone of enterprise culture. Usually through the image of factory song, factory emblem, factory training, factory regulations and so on. 2. "Market-oriented" business philosophy: refers to the world outlook and methodology implemented in the process of enterprise management. It is an ideological and cultural phenomenon formed by enterprises in dealing with the relationship between people and things. It is related to national culture, social production in a specific period, specific economic form, national economic system and corporate cultural background. 3. "People-oriented" corporate values: the basic beliefs and goals advocated by enterprises in the process of pursuing commercial success. It is embodied in dealing with the relationship between shareholders, employees, customers, the public and other interest groups, including profit values, management values and social mutual benefit values.