6 enterprise family culture experience templates

Insights on corporate family culture Part 1

What is the role of corporate culture? In the final analysis, I am afraid it lies in improving the taste of the company and improving the quality of employees . This requires that corporate culture should emphasize the "three qualities", namely quality, character and conduct.

The quality of corporate culture is mainly reflected in the company's values. Value concepts are values. Values ??are the “master switch.” It not only reflects the beliefs, tendencies, opinions and attitudes of an enterprise, but also plays the role of behavioral orientation, evaluation standards, evaluation principles and standards for the enterprise. This value concept of an enterprise, in layman's terms, means where the enterprise is going and what its goals are. What kind of team the employees want to be and what is their vision? This is the "outline" for the development of an enterprise. Only with the outline can we be proud; only with good quality can an enterprise withstand wind and waves and endure the hardships of time.

The character of corporate culture is mainly reflected in the spiritual support of the enterprise. Spiritual support is the spirit of the enterprise. Spirit is a kind of consciousness. Consciousness can not only reflect the objective world, but also react on the objective world. Therefore, the spirit has initiative, and its performance lies in its vitality, that is, the "dragon-horse spirit, sea and crane posture"; its essence lies in the ability to transcend, that is, "the present is better than the past, and the future is better than the present"; its realm lies in "being one with heaven and earth", That is, the harmonious place between man and nature, the development of enterprises and the implementation of "green". This spirit of an enterprise originates from the path that the enterprise has taken, develops from the path that the enterprise is taking, and at the same time, inspires the road that the enterprise will take. This spirit is the character and style of an enterprise, embodies the spirit of an enterprise, and indicates the rise and fall of an enterprise tomorrow.

The character of corporate culture is mainly reflected in the company's code of conduct. Code of conduct refers to the norms or principles for the behavior of enterprise employees. Undoubtedly, as an employee of an enterprise, he has not only his traditional behavior or inherited behavior, but also his emotional behavior or immediate behavior. He should also have rational behavior based on his goals or rational behavior based on values. To ensure the realization of the enterprise's established goals, rational behavioral norms for goals should be formulated and followed; to ensure the realization of corporate value concepts, rational behavioral norms for values ??should be formulated and implemented. This rational behavioral norm of goals and values ??is not only reflected in one's attitude towards things, but also in actions and demeanor. This code of conduct is the spiritual orientation of corporate values, the external expression of corporate soul, and the rational choice for companies to achieve their goals.

In order to achieve the quality, character, and conduct of corporate culture, it is not enough to simply know and propose the corporate values, spiritual support, and behavioral norms. Corresponding methods and methods must be in place. This method is not to rely on the employees to memorize certain refined concepts and provisions, but to enable the employees to understand and consciously implement these concepts, spirit and behavioral requirements. To achieve this, what employees like most is to rely on everyone to "turn" everyone, that is, to dig out typical cases and extract typical mottos from employees, so as to use storytelling methods and employee mottos to visualize the values ??and concepts. The spiritual support is spoken and the behavioral norms are concrete, so as to achieve the effect of using the things around you to educate the people around you and using the people around you to improve the things around you.

The quality, character, and conduct of corporate culture are, in a word, the taste of a company. An enterprise is an economic organization. At the same time, as a unit in society, it can also be said to be a social organization. It is an economic organization and it must make money. Make money wisely. Not only can't you make money from dirty money, but you also have to fight against it. As a social organization, we must be responsible. Not only are we responsible for the employees within the company, but we are also responsible for the suppliers, distributors, and communities associated with it. We are also responsible for raising our own consumers and the country where we live and work. We must not only fulfill our recognized responsibilities , and must bravely shoulder the responsibilities expected by all parties, so that the enterprise can "not shake the fragrance but become chaotic, and the flowers can fly without wind". In other words, by emphasizing the "three qualities" of corporate culture, not only will the company be strong, but it will also be "fragrant" and the company will be able to "fly" thousands of miles, travel far and for a long time.

Insights on corporate family culture Part 2

I was deeply moved after watching the video speech of Haier CEO Zhang Ruimin. I will talk about my personal thoughts from three aspects;

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First of all, corporate culture is about constant change. "Changing the understanding of things does not change the facts themselves." I strongly agree with this point. Nothing is static in the development process of an enterprise. To develop, it requires innovation, innovation requires change, and change requires creative destruction. Therefore, enterprises must create a corporate culture that dares to innovate, which is the cornerstone of establishing a century-old enterprise. Our company is currently in the development stage and needs constant changes to achieve customer satisfaction, because the market is constantly changing, consumers' living habits are constantly changing, and consumers' consumption awareness is also constantly improving.

Therefore, the internal changes of the enterprise are to adapt to the changing needs of the market and meet the needs of customers. On the premise that the company's development direction remains unchanged, the management model, the salary system, and the marketing ideas can all be changed. Only by trying, changing your ideas, and taking action can you change. Only by constantly changing concepts and improving employees' understanding of customers, products, and markets can we achieve a constantly changing and continuously improving corporate culture.

The second is the 1010 principle within the company: that is, the company sets a benchmark of 10, which is an example, a 10 elimination system, eliminates those employees who do not create value, and establishes a human resources structure that continues to develop upward; this I also strongly agree that companies are managing and cultivating people while selling products. No one is perfect. Only by constantly changing and improving ourselves can we make good products, high-quality products, and products recognized by customers. Benchmarks and examples must be set up within the enterprise. I think this is a reference and a standard. Only in this way can employees' sense of mission and enterprising spirit be stimulated. Only by eliminating employees with poor performance, poor performance and poor ability can the company form internal A kind of invisible pressure and invisible driving force; only in this way can enterprises finally achieve the direction of their own corporate goals;

Again, it is the three easy things of marketing: easy, difficult and simple; it makes perfect sense. In the marketing process, the market is constantly changing, so marketing strategies are also constantly changing. Marketing without countermeasures and marketing without market changes are virtual, worthless, and difficult; the only constant in marketing is integrity. Integrity is the foundation, and integrity is the core platform for communication between people. Transactions without integrity will not last long, and marketing without integrity is a leather company. Chinese people value integrity, and Western countries value integrity even more, because Western countries believe in God. As Chinese enterprises compete in the international market, they must be honest and honest. Only in this way can they become bigger and stronger.

Simple: Often when we do business management, we talk more and do less, with more documents, less actual results, more useless things, and less controllable things. This is because companies have fallen into the misunderstanding and believe that more is more standardized. The more complex the approx. We must be clear that everything should not be complicated. Enterprises are most afraid of complicating simple things. They must be simple, smooth, simple and clear, so that workers who have graduated from primary school can understand it as much as possible and know how to do it. Only in this way can the enterprise run effectively and smoothly;

The above three points are my reflections after studying. They also clarify my work ideas and know how to do it and how to do the job well.

Insights on Corporate Family Culture Chapter 3

In modern corporate management, corporate culture has been regarded as an important part of core competitiveness by more and more companies, and even domestically An authoritative business magazine also mentioned when talking about management: third-rate companies rely on experience, second-rate companies rely on management, and first-rate companies rely on culture. It is enough to see that the construction of corporate culture has now been mentioned to a new level by many companies, and has gradually been accepted and recognized by modern companies, and has gradually begun to be put into practice, allowing corporate culture to play a certain role in promoting corporate development.

Now that we are talking about corporate culture, what is corporate culture? We don’t know how many people know it.

The so-called corporate culture? Or company culture, generally refers to the general term for the common goals, basic values, styles, living habits and behavioral norms formed by the enterprise in the medium and long term. It is the spirit with the characteristics of the enterprise created by the enterprise in the process of operation and management. The sum of wealth has charisma and cohesion for corporate members, and can unify the interests, purposes, needs and resulting behaviors of many people. It is a reflection of the long-term cultural construction of the company. It includes values, highest goals, codes of conduct, management systems, ethics, etc. This is a clear explanation given in the book, so how to implement corporate culture and make it practical? After studying, I think we can start from the following points:

1. Build a good business The basis for the implementation of culture?

First of all, we must widely publicize based on the actual situation of the company itself to increase employees' attention to corporate culture. Through internal corporate magazines, newspaper columns, employee handbooks, lectures, etc., we will further promote the implementation of corporate culture and carry out extensive, comprehensive and in-depth publicity.

Secondly, we should increase publicity and learning efforts to improve the sense of identity of corporate employees, thereby laying the foundation for the promotion of corporate culture. Special lectures can be used to focus on learning and sharing of experiences, so that employees can recognize the far-reaching significance of corporate culture construction to a certain extent through their understanding of the company's cis.

2. Find the entry point for the implementation of corporate culture

First of all, we must start from the employees' concepts and details to strengthen the quality of employees. For example, we start from the aspects of employees wearing factory badges, wearing work clothes, work and rest time, daily habits, etc., and change employees' bad habits and habits bit by bit, educate employees to establish correct values, worldview, and outlook on life, and further overcome Every flaw.

Secondly, seize the typical events and outstanding events within the enterprise to make a big fuss. For example: when we used to give bonuses to outstanding employees, the heads of each department would receive them on their behalf. After the course, when we award bonuses to outstanding employees, we will gather all employees together, hold an award ceremony for outstanding employees, increase publicity and expand the influence of the entire event, which has set a model to a certain extent and also influenced a large number of people. staff.

3. Leaders should set an example in building corporate culture

The leadership of a team is crucial to the influence of a team. What leaders value, subordinates will pay attention to; what kind of people leaders like to use, the company will show what kind of work style. Of course, in the construction of corporate culture, we must be in front of employees and play a leading role, so that we can have a certain degree of persuasion, allow employees to imitate and learn, and promote the unity and stability of the entire group to a certain extent.

4. The promotion of corporate culture requires repeated education

The development of a corporate culture requires a long period of accumulation before it can gradually form a habit, and the formation of habits depends on the acceleration of frequency. And over time. At a certain time, various means should be used to promote the relevant spirit of the enterprise (such as meetings, training, banners, slogans, etc.) to fundamentally strengthen employees' understanding and implementation of the corporate spirit.

Of course, sometimes it is necessary to instill incessantly and make corresponding interference in a subtle way, so that the corporate culture can be effectively implemented.

5. Corporate culture must be integrated into relevant activities

In order to better implement the construction of corporate culture, it must be people-oriented and provide a relaxed and pleasant working and living environment for the majority of employees. Only in this way can they naturally accept the relevant content of corporate culture and implement it smoothly. For example: holding company basketball games, badminton games, table tennis games, tug-of-war competitions, birthday parties, etc., to enrich employees' amateur cultural life to a certain extent, thereby promoting unity and stability among employees, so that employees can better understand the company The warmth it brings promotes the harmonious development of corporate culture.

6. Create a win-win situation and improve work efficiency

For any company, the stability and work enthusiasm of employees can bring benefits to the company to a certain extent. and interests.

Enterprises must also provide employees with reasonable remuneration, so as to further enhance employees' enthusiasm and initiative in their work. In addition, it can also improve employees' loyalty to the company to a certain extent and reduce employee turnover rates. At the same time, the company must also, to a certain extent, describe the vision of employees and the company developing together, as well as the company's development goals, so that employees can follow the company's development pace and grow with the company. For example, when our company recruits grassroots managers, we will first promote them from ordinary employees. This will give more capable employees an opportunity, increase competition among employees to a certain extent, and give employees a platform for development. , thereby enhancing the core strength of corporate competition.

Insights on corporate family culture Part 4

1. Core values: loyalty to faith, inheritance and innovation, advocating honor, and outstanding mission

Only one who is loyal to one company , Only by having faith in the enterprise can you realize your potential with a sense of ownership and actively create value for the enterprise;

Innovation is a manifestation of the vitality of the enterprise. While inheriting the tradition of the enterprise, it needs to continue to innovate to ensure that the enterprise vitality, so that the company can develop more healthily and steadily;

Employees should take the honor of the company as their own honor, be proud of the honors obtained by the company, and contribute to all aspects of the company in their daily work.

Only with the spirit of corporate ownership and an excellent sense of mission can we do our best in our respective jobs;

2 , Corporate Spirit: Respect, Integrity, Innovation, Excellence

Enterprise employees take their own job missions and treat their work and colleagues with integrity. There is no distinction between high and low, and there are high and low positions. Everyone respects each other and cooperates with each other to create a harmonious working atmosphere;

3. Brand concept and proposition: Mingyi, everything is for the children! Stay healthy, smart, and lead the way!

The company’s corporate vision is to be a global leader in maternal and infant nutrition and health. Under the guidance of the corporate vision, the company’s brand philosophy is “Mingyi, everything is for children!” and brand proposition is “Healthy, smart, "Leading all the way" expresses this appeal very aptly, and also encourages all employees to actively move towards the company's development direction;

4. Professional philosophy and team spirit

The enterprise is a ship On a big ship, everyone's position on the ship is very important. The captain controls the direction of the ship. If the crew members cannot uniformly obey the captain's instructions and work independently, the ship will always be able to spin in place. Only a good team spirit can ensure the smooth progress of all company affairs and cope with the storms of the market.

Insights on corporate family culture Chapter 5

"Corporate Culture Reshaping" class

I did not intend to review this company in a summary format Cultural learning, for me personally, through participating in this corporate culture reshaping work, the greater meaning and gain is not what I can find in the learning materials, but that I can see a company in transformation from a distance through it. It provides me with realistic scenarios to think about and explore the opportunities to “solve problems” with the problems and challenges I face. At the same time, I can see that the little efforts of myself and my work partners slowly change the atmosphere of the company. Some subtle changes. This process is tantamount to a vivid MBA management course for me.

Corporate culture work was my introduction to the company. I arrived almost simultaneously with the corporate culture reshaping work conference on May 23. After coming to Yuezhong, the first task I received was also with Corporate culture related work - assisting in the preparation of corporate culture promotional materials. Before I got to know Yuezhong, I had two questions about this work. First, if Yuezhong, which was originally under the state-owned system, would conduct such propaganda activities, it would have a strong political color, and would it become just a slogan and a formality? Second, last year we suffered a total loss and were riddled with problems. Do you have the heart to accept such a thing that involves slow work and meticulous work, with no visible results in the short term?

But the outcome of the matter was better than I expected. Although there are still crises, the discourse environment and people's mentality are no longer as rigid as before. "Corporate culture reshaping" is slowly melting like a warm fire. Solid ice. Corporate culture is not a magic medicine. It is impossible for us to solve specific work problems by studying special materials ten times, but learning plays a role in creating atmosphere and releasing signals for the entire enterprise. It can tell employees three things: first, we must change; second, the first step in change is a change in concepts, and then we will make "big moves"; third, in what direction do we want to change? What does the template look like?

But when doing corporate culture work, I worry that everyone has fallen into a misunderstanding: thinking that if we learn from others and follow what others do, our corporate culture will change drastically. In fact, every enterprise has its own original corporate culture, regardless of whether it is large or small, state-owned or private, or whether it is run well or poorly. Corporate culture is something that is self-generated by the enterprise. Bad corporate culture is also a kind of corporate culture. What we call reshaping is to replace the unhealthy corporate culture in the past that hinders the development of the enterprise and implant good things into it. Come in. If we compare it to surgery, this project is not simply about excision and grafting of a kidney, but about injecting growth hormone for the mother body of xx company to absorb it, causing the unhealthy body to die and re-grow its own well-developed organs. and limbs. This growth hormone is good ideas and advanced management methods, and unhealthy bodies are the bad styles, management models and rigid ideas left over from the original system. Will the injection of growth hormone cause rejection? What will be the degree of rejection? Is the rejection reaction an absolute resistance or a slow fusion and absorption after a short period of resistance? This depends on the physical condition and the condition of the mother's body. metabolic capacity. Judging from our current situation, the expected rejection has obviously appeared, but the reaction is not violent. Although there are undercurrents, the general trend is clear, and the company seems to have new growth.

Although the remodeling work proposes to "look beyond xx to see xx", very few people can really look beyond xx. Many people's study of corporate culture materials is still at the level of literal understanding, and even we I have repeatedly emphasized that studying Desheng is not to copy its rules, but to learn their spirit, their ideas and perspectives in formulating systems, and their values ??and culture. However, in the final summary written by the middle managers Others are entangled in the specific issue of "Do we need to include provisions for brushing teeth and washing face in the system?" From this little thing alone, we can see that many people do not really understand the role of the core of learning materials, nor do they understand the purpose and ideas of how we do this work. What many people get out of this class is just the specific content covered in our study materials. Although the ten-issue study materials are targeted and of practical significance, in fact, for people who have accumulated a lot of experience and have good personal and professional qualities, these are very common things, and can even be said to be simple truths. They do not Additional learning is required, and their ability to comprehend can enable them to gradually realize these principles through their life experiences, consciously and reflectively, internalize them into their own cognition, and practice them personally. However, the consciousness level of many of our employees has not reached the level of deep thinking, so we can only constantly guide and give them the right direction.

Entering xx, I also have a process of adapting. The management of the previous company was relatively well-established, the relationship between people was relatively healthy, and the working atmosphere was more lively and relaxed. The work I started in the previous company no longer involved basic systems and regulations, but was done in an in-depth manner. Management, consider how to provide detailed services that are more humane and more in line with employee psychology and corporate needs. But in Yuezhong, we cannot behave like that yet. We still have many problems left over from the past to solve. We have to start with the most basic system compliance and procedural issues.

For me personally, the former kind of job does not mean that it is a higher level than the latter kind of job, because the most important thing for a good manager is the ability to solve problems. The former kind of job is to do "the best" in good times.

In xx, if I can do something for corporate reform, it will be a kind of "help in times of adversity". This kind of work is no less difficult and challenges personal abilities It is even more than the former. In addition to the successful cases and experiences of well-known companies, the best-selling management books on the market today are also popular. Books like "The Great Failure" that summarize the management mistakes and experiences of unsuccessful or problematic companies are also popular, with many reflections on failures and adversities. Thinking can also make a manager grow rapidly. I came to Yuezhong based on the work of reshaping corporate culture. Through visits and surveys, I saw various problems gathered in a company in a short period of time, as well as the contradictions and conflicts between all parties. I also had the opportunity to participate in system reform and contribute to Thinking of solutions and solutions to the difficulties and problems we face is a process of solving problems. This is also a kind of exercise, and it is also rewarding and fun.

Everyone has different perspectives and ideas in thinking about problems, and the choices they make will be very different. When choosing a career, most people will choose companies with strong development momentum and good times. However, in such companies, the opportunities available to a newly entered "airborne soldier" are limited, and many things have already taken shape. For good management methods that everyone agrees with, often the results achieved by "airborne soldiers" who put in a lot of effort are not necessarily obvious. For companies that are temporarily in adversity but have potential and development, new members will join in. , can get more opportunities. This is my own idea of ????choosing Yuezhong. This choice is based on my confidence in the future development of Yuezhong. It is normal to have problems now. Each of our employees should accept and be deeply aware of this. Our managers should be clear-minded. After all, past history determines the current situation. The development of things has a process. We There is no way to jump to the "ideal society". If we have a peaceful mind, don't complain when we encounter problems, don't blame each other, and make less guesses and calculations about others, but think of ways to solve them bit by bit, then our present can also determine the future.

Personally, I need to understand the formation of the original culture, look at the gap between it and some well-run companies in the market without being extreme, and adapt but be different. On the one hand, you should appropriately adjust your working methods, and at the same time, you should maintain your past work style and motivation. Of course, this kind of balance and control requires a certain level of skill and is also very subtle. I can only try my best to do what I can, look at the things I cannot change calmly, and distinguish rationally between these two types of things.

Insights on corporate family culture Chapter 6

On August 16, 20__________, the deputy general manager of __________ Group Company conducted a corporate culture training course for all employees of the group agency, and passed This training gave us a deeper understanding of the company's development history.

__________ Group is a diversified group. It was founded in 20__________. It has four major core sectors: metallurgical limestone mining and processing center, logistics center, development center and service center. It also has a chemical industry Co., Ltd. , Limestone Co., Ltd. and more than ten subsidiaries. It is not difficult to imagine that today we see such a brilliant enterprise, which contains the hard work and sweat of the chairman, leaders and employees. While feeling the rapid development of the enterprise, we can't help but feel ashamed. As a member of the company Member, what have I done for the development of the company? What have I paid for? Through this training, I have a new understanding of my future work. The specific summary is as follows;

1. Strengthen Learn to constantly improve yourself

As the saying goes: "When you use the book, you will regret it." Whenever I encounter various new problems at work and I don't know how to solve them, I will feel that I am so useless. I am ignorant and know very little knowledge.

Today's society is an era of rapid knowledge updating. The development of any enterprise cannot always follow the conventional path. As a member of the company, we can only keep up with the pace of the times and use ourselves to continuously enrich ourselves and improve ourselves. The knowledge acquired will contribute to the development of the enterprise.

2. Do a better job from the heart