What is the main content of corporate culture?

What is the main content of corporate culture? Corporate culture includes three levels: concept level, system level and material level. Because a perfect cultural system includes:

1, cultural concept (values, such as corporate purpose, business philosophy, etc. )

2. A system consistent with cultural concepts (if people-oriented is advocated, it should be reflected in the system)

3. Material layer-the carrier of values, such as company songs, various publicity columns, activities, cultural walls, etc.

Recommended reading: The Road to Culture (Li Yuping and Tsinghua University Press)

What are the main contents of Haier's excellent corporate culture? The core of Haier culture is innovation. Haier culture takes concept innovation as the direction, strategic innovation as the direction, organizational innovation as the guarantee, technological innovation as the means and market innovation as the goal. With the development of Haier from scratch, from small to large, from large to strong, and from China to the world, Haier culture itself is constantly innovating and developing.

The main content of corporate culture refers to the same value system of organization members, which makes the organization unique and different from other organizations.

After years of practice and research, Huaheng Zhixin believes that the corporate culture that can be achieved mainly consists of three levels:

(1) corporate philosophy is the core level of corporate culture, which refers to the orientation of corporate development and future vision;

(2) The core values of the enterprise refer to the clear working principles of the enterprise, that is, the guidelines that the enterprise requires employees to treat customers/jobs, as well as the value orientation and behavior attitude of the enterprise towards employees. For example, Huaheng Zhixin's values of "seriousness, dedication and * * * enjoyment" for employees require our employees to be serious in their work, be dedicated in selecting candidates, support each other in their daily work and realize information sharing.

(3) Corporate image and logo, mainly including the external image of the enterprise, the dress/language of employees at work and a series of behavioral image norms. For example, Hua Heng Zhixin once assisted China Telecom to put forward "dress code 18, behavior code 12, and five standard phrases".

Problems that should be paid attention to when shaping corporate culture mainly include:

First of all, business leaders must become the backbone of promoting corporate culture construction. In a sense, corporate culture is the culture of "entrepreneurs". Because enterprises are managed by leaders, corporate culture depends to a great extent on the determination and actions of leaders, their profound understanding of corporate culture, their views on building corporate culture and their unique and forward-looking management consciousness. Only through its long-term vision, personality charm and management art can we infect and influence employees to exert their greatest potential and continuously promote the scientific and sustainable development of enterprises.

Second, the construction of enterprise culture must be combined with enterprise management. Strengthening the construction of enterprise culture is not giving up system management. Without perfect rules and regulations, enterprises cannot carry out effective production and business activities. However, no matter how perfect the rules and regulations are, it is impossible to cover all the activities of the enterprise, and it is even more impossible to fundamentally standardize the behavior consciousness of every employee. On the other hand, corporate culture is an invisible binding force, which can enhance corporate cohesion, strengthen employees' self-control, motivate employees to work and improve production efficiency, help improve the adaptability of enterprises to the environment, improve interpersonal relationships, establish corporate image and expand corporate influence. Therefore, through the leading role of culture in management, employees and enterprises can achieve the same goal, so that enterprises can continuously improve their taste and enhance their competitiveness in the market.

Third, the corporate culture must be recognized by all employees. If an enterprise wants to strengthen its internal cohesion and external competitiveness, it must first form a consistent concept and effectively implement it, so that the personal behavior of employees can be changed from "asking me to do this" to "I should do this" to meet the needs of enterprise development.

What are the main contents of the corporate culture of People's Pharmacy? They are not optimistic about People's Pharmacy, squeezing employees, literally squeezing employees, forcing employees to work overtime for free, giving pregnant women little shoes to dismiss pregnant women, and the salary of ordinary salespeople is 20 15 1560. Such enterprises are still listed! Alas, it can only be said that listing is also deceiving investors.

What are the main contents of refining values in corporate culture planning?

Values reflect the social pursuit and lofty ideals of an enterprise, and represent the standards and principles for enterprises to judge the tortuous development of things. For example, Lenovo's core values are "customer service, accuracy and truth-seeking, integrity and innovation". To refine values, we must proceed from the reality of the enterprise, have the characteristics of the times, have a high level, and conform to the characteristics of the industry and the orientation of the enterprise, so as to really arouse the * * * among employees. Core values are the basis of business philosophy and code of conduct.

Refine business philosophy

This paper mainly expounds corporate vision, enterprise mission and enterprise spirit. Corporate vision is a challenging vision that enterprises can realize in the future, and it is a possible and hopeful blueprint for the future. Enterprise mission is the purpose and significance of enterprise business, service goal or enterprise existence, and some enterprise mission statements also include explanations of enterprise advantages. Enterprise spirit is the soul and spiritual pillar of an enterprise, the internal attitude, will, ideological realm and ideal pursuit of employees and the corresponding spiritual atmosphere created according to core values. For example: Lenovo's vision-high-tech Lenovo, service Lenovo, international Lenovo. Lenovo's mission-to provide customers with information technology, tools and services to make people's lives and work simpler, more efficient and more colorful; Serve the society and promote the progress of social civilization; For shareholders, return the long-term interests of shareholders; For employees, create development space, enhance the value of employees and improve the quality of work and life.

Clear corporate ethics and style, etc.

Enterprise ethics is an internal evaluation of the goodness and evil, right and wrong, beauty and ugliness, honor and shame of the enterprise's own ideas, behaviors and images. For example, the corporate ethics of Shuanghe Pharmaceutical-"honesty and trustworthiness, loyalty and kindness". Enterprise style is a unique style formed by enterprises in the long-term production and operation process. For example, the corporate style of Shuanghe Pharmaceutical Co., Ltd. is "resolute and vigorous, and dare to be the first".

Design code of conduct

The code of conduct design is based on the value system and combined with the refined design of business philosophy to describe and define the basic behavior of enterprise members. The behavior of employees has the characteristics of industry and enterprise, and also represents the mental outlook of an enterprise. Standardized employee behavior not only helps to coordinate the pace of enterprises, but also helps to implement the will of enterprise leaders and strengthen enterprise management. When designing the code of conduct, we should fully consider the characteristics of industries and enterprises, and also divide them according to different positions to avoid uniformity. For example, decision makers, managers, scientific research and development, marketing, production, financial personnel, etc. These positions have different functional characteristics and should be considered when designing the code of conduct.

Corporate image and CI design

Corporate image is the general impression of a company in the eyes of the public and consumers, which consists of MI, BI and VI. MI is the corporate image, which mainly includes corporate vision, mission, spirit, morality, style, business strategy, development goals and other elements. BI is the corporate behavior image, which mainly includes corporate behavior norms, basic policies and systems. VI is the corporate visual image, which mainly includes basic elements such as corporate logo, standard characters and standard colors, as well as application elements such as office, transportation, uniforms, environment and packaging design. MI is the core of enterprise identification, and BI and VI are the concrete manifestations of MI.

In recent years, with the deepening of enterprise reform, enterprises frequently participate in domestic and international market competition, and corporate image has aroused widespread concern inside and outside enterprises. A good image is an intangible asset of an enterprise and a weapon for an enterprise to win in the competition. However, the shaping of corporate image is not a one-off event, involving many aspects of the enterprise. Therefore, when planning enterprise CI, it must be comprehensively considered and carefully designed to lay a good foundation for the concrete shaping of enterprise image. CI design, especially VI design, is professional, and qualified enterprises can get better results by asking professional consulting companies to provide help and support.

What are the main contents of corporate culture knowledge training? Corporate culture training itself includes four aspects: concept culture, system culture, behavior culture and material culture, which can make new employees have a more comprehensive understanding of all aspects of the company. In addition, corporate culture is a system of values and behaviors accumulated by employees for a long time and recognized by the company. Teaching new employees the company culture can help them integrate into the company quickly.

What are the main contents of the corporate culture guarantee system? The contents of the corporate culture guarantee system mainly include: [1]

(1) The material guarantee of corporate culture refers to the concretization of corporate values by improving the material foundation and living conditions of enterprises, expanding production and operation achievements, and improving corporate cultural facilities, thus enhancing the cohesion of enterprises and the sense of belonging of employees. This is the "hardware" and basic guarantee in the corporate culture guarantee system. It includes: production engineering construction, welfare engineering construction and cultural facilities construction.

(2) The institutional guarantee of corporate culture refers to standardizing and institutionalizing the values and behaviors advocated by enterprises by establishing and improving the organizational system, management system, responsibility system and democratic system of enterprises, and making employees' behaviors more rational and scientific, thus ensuring the formation and consolidation of corporate culture. System guarantee is the key guarantee measure in the early stage of enterprise culture construction. Including: enterprise organization system construction, enterprise production technology and management system construction, enterprise post system construction, enterprise democracy construction.

(3) The educational guarantee of corporate culture refers to improving the quality of employees (including political quality, moral cultivation, cultural level and technical level, etc. ) through various training means, stimulate the consciousness of employees, develop their potential, and make them the main force to carry and build corporate culture. It mainly includes: training of leaders, training of managers and engineers, and training of front-line employees.

What is the function of corporate culture? Corporate culture has the following functions:

1, corporate culture has a guiding function;

2. Corporate culture has a binding function;

3. Corporate culture has cohesive function;

4. Corporate culture has an incentive function;

5. Corporate culture has a regulatory function.

What are the contents of corporate culture wall design?

Corporate vision, goals, values (these contents need to be refined)

Enterprise development process (add pictures and descriptions as appropriate)

Important activities of the enterprise (annual meeting, large-scale activities, employee activities, etc.). , the picture is appropriate)

The enterprise is honored.

The above contents can be designed according to the requirements of your cultural wall.

The content of corporate culture has two tendencies in the methods of corporate culture construction: one is naturalism. It is believed that corporate culture and corporate philosophy are naturally formed in the long-term production and operation activities of enterprises, and enterprises cannot and should not carry out artificial design; The other is subjectivism. People think that corporate culture and corporate philosophy are artificially designed. The former leads to the phenomenon of "inaction" in the construction of corporate culture, which depends on its natural development and lacks clear conceptual guidance; The latter leads to the phenomenon of "surprise" in the construction of corporate culture. Enterprises can design loud ideas and slogans overnight, and they can also print exquisite corporate culture handbook. The results of these two methods are the same: psychologically, the corporate culture and concept of employees are blank.

The correct method should be an organic combination of the two. Strictly speaking, the construction process of enterprise culture is the whole process of enterprise production and business activities. In other words, the construction of corporate culture cannot be carried out independently from production and business activities. Any sudden corporate culture construction may make corporate culture independent of production and business activities, and the effect will naturally not be good. However, corporate culture and corporate philosophy need purposeful design and guidance, as well as purposeful publicity and training. Through manual active refining, design and guidance, natural cultural concepts can be clarified, and employees' understanding and recognition of corporate culture and concepts can be deepened. Therefore, it is a key problem to correctly handle the relationship between culture, natural precipitation of ideas and artificial design.

At the same time, in the operation of enterprise culture construction, we should pay attention to three basic requirements: the method of enterprise culture construction should be concrete and operable; The effect of enterprise culture construction should be measurable; The participants in the construction of enterprise culture should be all. In recent years, based on these three requirements and in accordance with the trilogy of corporate culture construction, we have helped enterprises to successfully carry out corporate culture construction consultation.

Corporate culture diagnosis

The core of enterprise culture is enterprise spirit. Successful enterprise spirit or slogan should make employees have positive and concrete association, and it is this association that has a strong incentive effect.

For example, in the history of our country, many spirits and slogans with strong inspiration and guidance have been put forward. When we talk about the "iron man spirit", we immediately think of "iron man Wang Man Jinxi standing in the oil pool stirring crude oil instead of a blender"; When we talk about "Lei Feng Spirit", we immediately think of a PLA soldier, holding a child, holding an aunt and walking on a muddy road with an umbrella ... It is these typical spirits that can remind people of slogans of specific events or characters that will have such a great incentive effect;

Take Haier as an example. When it comes to "zero quality defect", employees will think of "breaking the refrigerator", referring to "quick response and immediate action", employees will think of "three-day design drawing of sweet potato washing machine, product launch 15 days" and "eternal sincerity", employees will think of "the delivery truck breaks down and the salesman turns his back and leaves the washing machine". When you say "the customer is always right", you will think of the incident that Haier revised the refrigerator manual designed according to the German model according to the level of China consumers ... It is these touching events and concrete images that make Haier's cultural concept not stay on the wall and paper, but enter the hearts of every employee. This is the core of the success of Haier's cultural management.

Obviously, it is a good inspiration to diagnose whether corporate culture is accepted and recognized by employees and whether corporate culture is playing a role among employees.

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 means that the corporate culture has been recognized by everyone; However, if most people can't speak or write representative figures or events, it means that corporate culture and corporate philosophy have not been recognized by employees, let alone played a guiding role in employee behavior.

According to this plan, we diagnosed five enterprises in Shandong. Coincidentally, the word "innovation" appeared in the creativity of four of these five enterprises. However, when I asked them to say "What people or events they thought of", only one company said some events, but different people said completely different events. Based on this, we judge that the culture and ideas of these enterprises have not been accepted and recognized by employees. This conclusion is basically recognized by enterprises.

Refinement and design of enterprise culture

Corporate culture must first be refined from history. In the development of enterprises for more than ten years, even decades, some ideas and spirits that support employees' thoughts will be precipitated. These ideas and spirits are contained in the process of enterprise entrepreneurship and development and hidden in some key events. Refine the spirit and ideas hidden in these events and process them, and you will find the deep-seated spirit and ideas that really support the development of enterprises. This is the spirit and concept of the enterprise.

According to this principle, we can design a method to refine enterprise spirit:

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: What do you think is the most important thing for the development of the enterprise in the decades of entrepreneurship? What is your most unforgettable thing? What moved you the most? Then let's talk about three people: who do you think has made the greatest contribution to the enterprise? What is the most precious spirit of this person? What inspired you the most? The story told by everyone has a special person record;

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 arranged stories. Then, ask them: Have you heard this story? What is your deepest feeling after listening to it? Which plot is the most touching and unforgettable? What spirit does this story embody? What words are used to express your feelings? Record their answers;

Step 4: Gather experts and relevant business leaders to study and process the recorded contents 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 reflecting the spirit or idea, the story is reorganized, literary creation is carried out on the premise of respecting history, and the stories of the enterprises reflecting the core words are written in a concentrated way. If we extract the word "struggle", we can interpret it with a story. Of course, there may also be "innovation" and "unity", and each word is interpreted with one or even several stories.

Of course, the construction of corporate culture should be designed from the future. Analyze the industry, analyze competitors, locate your own development goals, and find the gap between the status quo and the goals. Further answer: in order to shorten the gap and achieve the goal, what spirit must enterprises have and what ideas should they use to guide themselves? According to this requirement, design a future-oriented cultural concept.

The core concept of an enterprise is formed by combining the cultural concept extracted from history with the concept designed and processed from the future.

The specific performance of core concepts in each system is different. Guided by the core concept, the concept of each system is designed, and the corresponding typical cases, stories and characters are determined for each system concept, thus forming a cultural concept system composed of the core concept, the typical characters and events corresponding to the core concept, the concepts of each system and the corresponding typical characters and events.

Take Haier as an example. Its core spirit (enterprise spirit) is "dedication to the country and pursuit of Excellence". This spirit of pursuing Excellence is manifested in the production management system as "zero defect, Excellence" and "defective products are waste products"; In the marketing system, it is manifested as "selling reputation first, then selling products"; In the product development system, it is expressed as "customer's problem is the theme of development"; In the service system, it is characterized by "zero distance, zero complaint and zero complaint"; In the market development system, it is manifested as "creating demand, guiding consumption" and "making your own cake" ... Each concept has corresponding typical events. Therefore, Haier's corporate culture construction is closely linked with production and business activities, avoiding the simple formalization of general corporate culture construction.

Strengthening and training of enterprise culture

First of all, conduct corporate culture training for all employees. The way of training is to train storytellers first. It can be a business leader, a party to a story, a propagandist or an expert. However, no matter who it is, it is necessary to make the ideas expressed in the story profound and vivid according to the plan in advance, so that every employee can remember, understand and actively explain these ideas and stories to new employees. In this way, the story spread, corporate culture, ideas, and spirit lived;

Secondly, establish and cultivate typical figures. After refining and designing corporate culture and conducting publicity and training, some people can directly recognize and accept it and take concrete actions as a guide. This is the backbone of the enterprise. At this time, enterprises set this part of the backbone as a model, make full use of its demonstration effect, and visualize the concept, so that more people can understand and agree with this concept. Specifically, every month, each department is required to find a case that best conforms to the core spirit or system concept of the enterprise among the cases that occurred this month, and report it to the corporate culture center in writing; From the cases reported by various departments, the cultural center selects a case that best conforms to the core spirit of the enterprise as a typical case of the enterprise; At the end of the year, among 12 typical cases, one or two cases that best represent the core concept of the enterprise will be selected as typical cases for the whole year. In this way, with the development of production and business activities, the cultural patterns accumulated by enterprises have gradually increased, and employees' understanding of ideas has gradually deepened; More importantly, in order to find a more suitable case, each department will take the initiative to deal with the specific events encountered according to the requirements of the concept, and use the core concept of the enterprise to guide their work, so that the influence of the corporate culture concept on behavior can really be brought into play. Combine enterprise culture construction with production and business activities.

Thirdly, the management system is formulated under the guidance of corporate culture concepts and values. Through the implementation of the system, employees' behavior will conform to the enterprise's ideas and values, and in the process of implementing the system, the enterprise's ideas and values will be internalized continuously. Eventually become employees' own ideas and values.

Through the implementation of the trilogy of cultural construction, enterprises have formed a management environment of "close combination of management system and corporate culture". This management environment has two major functions: it has a great incentive effect on employees with the same personal values and corporate values; It has a great assimilation effect on employees with different personal values and corporate values. It is these two functions that make the "cultural construction trilogy" a very effective corporate culture construction model.