The Role of Culture in Organization

Ruthless people can do something, but from the perspective of organizational development, the result will be that there will be no cohesion and no culture. It is terrible for modern organizations to have no culture, and employees have no sense of belonging. That is what I said before. People can be cruel, but organizations must create a cultural atmosphere for the sake of long-term plans. In the future, ordinary employees will change jobs and posts as usual, and they will fall apart in an instant. Only the long-term empowerment that can be considered with foresight can only take into account the vested interests of the moment. Petty bourgeoisie can only rely on a little luck, and it can't match the long-term vision. Cold-blooded means cold-blooded, without emotion, with many ways and many help, without any help. You can't learn from a painful experience, and truly talented members will quit without saying anything, and even less attractive. From one aspect, we can see that there is no foresight and it is extremely narrow. This concept has no foresight to talk about, and there is no need to be saddened by it. Those who do great things have two points: wisdom, foresight and height. They know that only by grasping people's hearts in the future can they have more wise people, and paying too much attention to short-term profits is the biggest bottleneck. Another point is to establish the goal, that is, the development direction, to determine the core competitiveness with the goal, and to run through the goal all the time. organizations should let employees see hope, see the continuous generation of cultural ideas, and make employees feel as warm and comfortable as home. In modern enterprise management, in order to solve the problem of employee turnover, on the one hand, we should increase employees' income, and on the other hand, we should learn to divide the money, divide the budget for employees to invest in cultural construction, organize employees to play, and pay for some key positions to let them study and further study. We should have a fixed paid leave ... instead of always considering our own interests, only when we think about the long-term and do intimate service can employees see hope and serve the organization wholeheartedly. For those decision makers, we must never be narrow-minded, and trivial matters can be delegated to managers. Full and effective empowerment is not just talk, but take practical actions and think about taking up employees' time all day long, which is equivalent to cutting meat for employees. There is no long-term concept, only knowing how to give up. It is also the key to solve the problem of employee turnover. An organization without culture means no soul, many of the above problems will still exist, and no talents will be gathered. They always spend their time recruiting new people and make their reputation worse and worse.

? We have said that culture plays a vital role in an organization. No matter how big an organization is, once it has a culture with a high humanization ratio, the probability of winning the organization will be much greater, and the talent crisis it faces will be much reduced. The core issue that determines the fate of the organization is not only to produce refined products and services, but also to create a more feasible sales model, including creating an organizational cultural atmosphere, because people are the most critical factor and only members trust each other. Passing optimism and positive energy to each other will win in the future industry competition, and there will be more loyal employees. With this condition, loyal consumers and customers will be created, and they will depend on each other. This is another force that the narrow nouveau riche can't see. If it is used well, it will play a role in fueling the future development. On the contrary, it will lack competitiveness and always train new people? Wandering around, always groping for ideas when you can't see the back of your head. In fact, the crux of the problem lies in this, whether you can have the concept and height of future decision-making, and the same is true for members who participate in organizational services. If you have a living culture, you are willing to pay, willing to face challenges with it, and continue to grow. In fact, we will become stronger and stronger through our own life participation.