How to carry out the organizational culture construction of kindergarten in the process of implementation?

1. The meaning of organizational culture and the significance of organizational culture construction in kindergartens

1. The meaning of organizational culture

Organizational culture refers to the sum of the * * * values, spiritual beliefs and behavior patterns formed by an organization in its development process, which are generally recognized and followed by its members.

Kindergarten organizational culture is the soul of kindergarten, the idea of leaders, the spirit of teaching staff, and the sum of values, beliefs, ethics, codes of conduct, management styles and traditional habits formed by all members in the long-term practice and innovation.

2. Significance of kindergarten organizational culture construction

(1) Building kindergarten organizational culture is conducive to improving team cohesion

Nowadays, most kindergartens are pushed to the market and are self-financing in operation, which brings great challenges to the development of kindergartens. Advocating kindergarten organizational culture such as "rejuvenating the garden, rejuvenating the garden", "unity, harmony and * * * development together" can help all teaching staff. Closely link the kindergarten with the staff's pursuit, so that each staff has a sense of belonging and honor, so that the kindergarten and the staff form a "fate * * *", thus improving team cohesion.

(2) The construction of kindergarten organizational culture is conducive to ensuring the efficient development of kindergarten work

As an organic part of kindergarten education system, kindergarten organizational culture plays a subtle role in various activities of kindergartens. High-grade kindergarten organizational culture can provide great impetus and effective guarantee in improving teaching efficiency, optimizing the atmosphere of kindergartens and improving teaching quality.

(3) Building kindergarten organizational culture is conducive to encouraging the growth of teachers and staff

Kindergarten's good cultural atmosphere, value orientation, belief pursuit and other organizational cultures are a kind of spiritual encouragement, which can mobilize and stimulate the enthusiasm, initiative and creativity of teachers and staff, and make them feel respected, understood and supported, so that they can manage and develop independently, and their potential abilities can be fully developed and displayed.

Second, the problems existing in the current organizational culture construction of kindergartens

1. Traditionalism: lack of understanding and neglect of thinking

Many principals and teachers have such questions: kindergartens have not mentioned cultural construction before, but also have their own system, behavior model and values? Why should we specialize in organizational culture construction? Is this necessary? Many people hold the concept of "culture exists naturally and needs no building", and think that as long as kindergartens exist, kindergarten culture will inevitably exist. However, most people ignore the fact that the existing culture is not equal to the "kindergarten culture". If the "existing organizational culture" of kindergartens cannot meet the requirements of kindergarten strategy and development, it is necessary to build a strong and sustainable "kindergarten organizational culture".

2. Formalism: the idea is empty and the action is weak

Some directors say that we have our own idea of running a garden: "All for the children, all for the children", but how to internalize this idea into the thoughts of all the staff, put it into practice and put it into work, the directors and teachers have not thought about it, so it often happens in kindergartens: parents take their children to visit the park, and teachers are concerned about it. During the visit, the children wanted to play with toys, but the teacher refused to support and pay attention; Parents and children need counseling and hit a wall everywhere. This kind of kindergarten has its own ideas, the house is easy to build and the slogan is good, but it has not been put into action to form the concepts and norms that everyone follows. How can it be called "kindergarten organizational culture"?

3. How to build organizational culture in kindergartens

(1) Using the same vision to refine the connotation of organizational culture.

Peter Shengjie put forward the concept of * * * common vision in "The Fifth Discipline": "An inspiring leadership concept in an organization is a * * * common vision that can unite the organization and stimulate the creativity of its members. An organization that lacks the goals, values and sense of mission of * * can hardly achieve great things." It can be seen that the common vision plays an important role in the development of an organization.

1. "* * * with vision" should pay more attention to "* * * with vision"

* * with vision refers to the desire recognized or accepted by the members of the organization, which is the grand ideal and blueprint for the future development of the organization outlined by the members of the organization and the intersection of personal visions in the organization. The * * * common vision, which embodies the kindergarten's idea and goal, is not the personal vision of the kindergarten director, but the vision that all the teaching staff can recognize and achieve through collective efforts.

Kindergarten managers and organization members discuss the kindergarten's * * * common vision, which should be publicized and interpreted to let employees know how to implement it in concrete actions. At the same time, For example, draw up "the direction of kindergarten running", "the development plan of kindergarten" and "the plan of curriculum reform", so that employees can clearly define the contents and requirements, discuss scientific and effective implementation steps and audit plans, and how to achieve and break through in step.

2. Connotation of kindergarten organizational culture

Kindergarten organizational culture includes three aspects: material culture, institutional culture and spiritual culture, in which material culture is the bottom, institutional culture is the middle and spiritual culture is the core. "Material culture" and "spiritual culture" are materialized, explicit and operational, so the construction of these two aspects is rapid and effective, while "spiritual culture" is humanistic, intrinsic and accumulative, which is relatively difficult to build. However, the core of kindergarten organizational culture construction lies in the cultivation of kindergarten spiritual culture, and the construction of kindergarten organizational culture should start from the connotation and organically combine several aspects to achieve * *.

"* * * with the same vision" is clear and definite, which can effectively refine the connotation of organizational culture. Thinking about "* * * with the same vision" is the primary link of organizational culture construction.

(2) Pay attention to details and improve the quality of kindergarten material culture

Material culture is the foundation of the kindergarten culture, the carrier of the kindergarten culture, the objective existence that people can directly feel with their senses, and it reflects the educational concept and values of running the kindergarten, which is the first impression of others on the kindergarten culture. Paying attention to details can improve the material and cultural quality of kindergartens from the following aspects:

1. Carefully designing kindergarten environment

Kindergarten is the most innocent, immature and lovely place for children to live and study in the world, so environmental design should pay attention to "childlike interest, art, nature, richness and safety". First of all, from the perspective of children's vision and psychology, children's favorite and interesting cartoons or fairy tale characters can be used to light up the kindergarten environment, so that children can eliminate tension and produce intimacy; Second, pay attention to the artistry of the environment and let children wander in the open, free and happy ocean; Third, skillfully use green to cover the happy castle, so that children can always receive an education close to nature; Fourth, build all kinds of function rooms and game parks, provide a variety of operating materials and toys, so that children can enjoy the wonderful exploration and free play; Fifth, a warm and open environment, always keep in mind safety, and ensure the physical and mental health of children in the park.

At the same time, we should pay attention to the kindergarten office culture, set up a warm environment, make the teaching and research room full of culture and research atmosphere, and build the spiritual home of the teaching and research staff.

2. Impressive visual identity image design of kindergarten

According to the kindergarten's characteristics and cultural background, the kindergarten's garden emblem, garden clothes, garden songs, cultural walls and mascots are designed as a whole, highlighting the propaganda, cultural guidance and incentive functions of kindergarten's material culture, so that parents and children can understand the kindergarten's concept and characteristics.

(3) democratic management, establishing a standardized and effective institutional culture

Kindergarten institutional culture is gradually formed in the daily management of kindergartens, with humanistic characteristics, and embodies the rules and regulations of kindergarten management concept, humanistic spirit and operational effectiveness. Kindergarten institutional culture has a subtle guiding role, which can enable faculty and staff to internalize it into individual qualities and transform it into "rules" in individual ideology, moral awareness and values. It is not difficult to establish a perfect system, but it is difficult to pay attention to mass and humanity in implementation.

1. Establish a "people-oriented" system culture

Talents are the core of the system culture. The "people-oriented" system is based on respecting employees and emphasizing the humanization of the system. When formulating the system, we should first consider the role of "consciousness". The system of human culture generates the system by "the initiation of problems", so as to urge the staff to "formulate the system" and constantly "improve and modify the system" in supervision. For example, in our daily activities, children have accidents, and many young teachers don't know how to deal with the common problems, which leads to many parents' opinions! After combing with the teachers, the leaders of the kindergarten found that young teachers have weak awareness of potential safety hazards, weak foresight in behavior prevention, and are at a loss in post-event handling. Everyone thinks that these problems need to be solved urgently. Therefore, the kindergarten has established systems such as "infant safety accident handling process", "class safety self-inspection" and "safety responsible person" with the actual needs as the starting point and everyone's wishes as the goal. The attitude of teachers and staff in solving problems is consistent, and the management responsibility is refined to everyone. The "people-oriented" system culture can transform the system into the internal code of the group in active compliance, and the faculty and staff constantly enhance their sense of identity and belonging to the system in the process of claim and supervision, and internalize it into the implicit "rules and regulations" in individual ideology, moral awareness and values.

2. Democratic management makes the system open, fair and just

If the hierarchy, scientificity and refinement of administrative management are overemphasized in kindergarten management, employees will only passively implement the system and execute orders, losing their enthusiasm and sense of ownership. Therefore, kindergartens should implement democratic management to make up for their limitations. "Democratic management" is the product of the management concept of "people-oriented", which requires all employees to participate in management. In the process of management, employees are both the subject and the object of management, and managers should respect and adopt their objective and reasonable suggestions.

We should give full play to the positive role of informal organizations in kindergartens, such as "Staff Representative Committee", "Youth League Branch", "Trade Union Representative Committee", "Family Committee" and "Food Committee", and invite them to participate in the management and supervision during the formulation, implementation and supervision of the system, and publicize the results of the implementation of various systems, so that all employees can always know the content of the system and understand its implementation.

(4) Humanized support, embellishing organizational spiritual culture

In the book Organizational Culture and Leadership published in 1992, Eegar Schein put forward a famous "water lily model": flowers and leaves on the water are the explicit forms of culture, including organizational structure and various systems and procedures; In the middle are the branches and stalks of water lilies, which are all kinds of publicly advocated values, including mission, purpose, code of conduct, etc. At the bottom are the roots of water lilies, which are all kinds of subconscious beliefs, concepts and intuition that are taken for granted. Kindergarten spiritual culture is the invisible root of water lily, which supports the external branches and flowers. Spiritual culture is a powerful psychological force, which can support and support material culture and institutional culture. The three complement each other and promote the ecological development of kindergartens.

There are the following ways to build spiritual culture in kindergartens:

1. Pay attention to employees' advantages and needs, and make multiple evaluations and motivate employees to develop together.

Drucker, a famous management scientist, said, "Effective managers are all based on what a person can do, and the decision of employing people lies not in how to reduce people's shortcomings, but in how to give full play to people's strengths." No one is perfect, and everyone has his own advantages and disadvantages. As a manager, he should be good at observing and discovering everyone's strengths, using his strengths, giving everyone a stage to display himself, and evaluating and encouraging employees in multiple ways, so that employees can have a strong sense of identity and mission and contribute their strength to the development of kindergartens.

(1) Guide employees to think and draw up a "self-growth plan"

Let employees write a self-growth plan, including: academic qualifications, professional development, personal development, interest needs, etc., so as to interpret employees' self-growth needs and give strategic support, so that employees can happily do what they like and are good at with the appreciation and encouragement of superiors, and stimulate employees' enthusiasm and passion for their careers.

(2) Appreciate talents and be good at setting up a stage to meet the needs of employees' self-realization

Kindergarten teachers are versatile, some are good at dancing, some are fond of painting, and some are melodious in writing. Managers should pay more attention to them and build a stage for them to show themselves, so as to effectively mobilize employees' special potential. For example, opening a "window for faculty's calligraphy and painting", "teacher's speech stage" and "kindergarten journal" will make faculty feel that I am excellent and find emotional support, so that they can devote themselves to their work hopefully.

(3) Multi-incentive evaluation, so that more people can be appreciated and realize themselves

Evaluation should start from the perspective of "incentive", and any assessment should pay attention to whether it can stimulate the growth of most people. The bonus system is often used in our park to affirm and encourage the efforts and efforts of faculty and staff, such as making teaching tools to compare winners and creating superior classes in class environment, which not only gives praise, but also gives bonus points, so that teachers can accumulate self-confidence and successful experience from bonus points.

At the same time, we should be good at encouraging everyone through multiple evaluations, so that everyone can find their own development coordinates. We can set up multiple awards for teaching staff. These awards not only encourage everyone to study their business, but also lead everyone to love learning and life, and encourage innovation and progress, such as: logistics service model, best golden idea award, children's attendance award, best progress award, teamwork award, class home interaction award, love life award, selfless dedication award, and love. The setting of awards is not only to encourage employees' personal behavior and work performance, but more importantly, to lead and advocate everyone spiritually and culturally.

2. Humanized care, so that employees can feel professional happiness

(1) Create a relaxed and harmonious working atmosphere, and give more understanding, trust and humanistic care

Employees have different personalities, and their attitudes towards affairs and handling methods are also very different. For unprincipled mistakes, managers should give trust and understanding. At the same time, leaders should always communicate with employees with appreciative eyes and words of praise, looking for the bright spots in them, such as praising three people every day and three employees every day. See more employees' strengths, try to meet the psychological needs of faculty and staff, let everyone work in a relaxed and happy state, and let employees always feel respected, needed and professional sense of belonging and happiness. Such as sending greeting cards and cakes to faculty members on their birthdays; Send flowers and gratitude on Teacher's Day, and guide parents and children to respect teachers and pay attention to teaching; Send a blessing to the health care doctor on nurse's day and so on.

(2) Smooth communication channels and sincere communication

Kindergartens can create a "warm cabin" with a comfortable and pleasant environment for directors and staff.