How to improve the company's corporate culture? Specific measures. Thank you.

The content of corporate culture construction mainly includes four levels of culture: material layer, behavioral layer, institutional layer and spiritual layer. The shaping of a learning organization is the purpose and goal of corporate culture construction, thus constituting an important part of corporate culture construction. 1. Material culture is an artifact culture composed of products and various material facilities. It is a surface culture expressed in material form. The products produced and the services provided by an enterprise are the results of its production and operation and are the primary content of material culture. Secondly, the company's production environment, corporate appearance, corporate architecture, corporate advertising, product packaging and design, etc. also constitute an important part of the corporate material culture. 2. Behavioral culture Behavioral culture refers to the activity culture generated by employees in production, operation, learning and entertainment activities. Refers to cultural phenomena arising from business operations, education and publicity, interpersonal activities, cultural entertainment and sports activities. Including the norms of corporate behavior, norms of corporate interpersonal relationships and norms of corporate relationships. Corporate behavior includes behavior between companies, between companies and customers, between companies and the government, and between companies and society. 1. Standards of corporate behavior refer to the basic behavioral norms formed around the company's own goals, corporate social responsibilities, and protection of consumer interests. The norms of corporate behavior are divided into the behavior of entrepreneurs, the behavior of corporate model characters and the behavior of employees in terms of personnel structure. 2. Corporate interpersonal relationships are divided into two parts: internal relations and external relations. External relations mainly refer to the relationships formed by business operations facing different social classes, market environments, state agencies, cultural communication institutions, competent authorities, consumers, distributors, shareholders, financial institutions, peer competitors, etc. 3. Corporate public relations planning and specifications. 4. Service behavioral norms: refers to the behavioral norms formed by enterprises in the process of providing services to customers. It is an important guarantee for the quality of enterprise service work. 3. System-level culture mainly includes three aspects: corporate leadership system, corporate organizational structure and corporate management system. Corporate system culture is a culture in which an enterprise places certain restrictions on employees' behavior in order to achieve its own goals. It has strict and strong behavioral norm requirements. It regulates everyone in the enterprise. Enterprise process operation procedures, factory disciplines and regulations, economic responsibility systems, assessment rewards and punishments, etc. are all contents of the enterprise system culture. 1. Enterprise leadership system is the general term for enterprise leadership style, leadership structure and leadership system. 2. The organizational structure of an enterprise is the internal components and their relationships that are planned and established by an enterprise to effectively achieve its corporate goals. The choice of corporate organizational structure matches the orientation of corporate culture. 3. Management systems are various regulations or regulations with mandatory obligations and guarantees of certain rights formulated by enterprises in order to obtain maximum benefits in production management practices, including the enterprise's personnel system, production management system, democracy Management system and all other rules and regulations. The institutional culture of an enterprise is the guarantee for the implementation of behavioral culture. 4. Core-level spiritual culture refers to a spiritual achievement and cultural concept formed over a long period of time under the influence of a certain social and cultural background and ideology during the production and operation of an enterprise. Including corporate spirit, corporate management philosophy, corporate ethics, corporate values, corporate style, etc., it is the sum of corporate ideology. 1. The corporate spirit of "participation, dedication, and collaboration" is a group consciousness that combines modern consciousness with corporate personality. It is a concentrated expression of the enterprise's business purpose, value principles and corporate creed. It forms the cornerstone of corporate culture. It is usually expressed through images such as factory songs, factory emblems, factory mottos, and factory regulations. 2. "Market-oriented" business philosophy: refers to the worldview and methodology improved in the business process. It is an ideological and cultural phenomenon formed by enterprises in dealing with the relationship between people and 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: It is the basic belief and goal pursued by enterprises in the process of pursuing business success. It is reflected in the relationship between shareholders, employees, customers, the public and other interest groups, including profit values, business management values ??and social mutual benefit values.

Operation Management

1. Corporate culture, as a contemporary corporate management theory, lies in penetrating corporate values ??into all aspects, levels and entire processes of corporate operations and management, using cultural means, cultural functions, and cultural power to promote the improvement of the overall quality, management level, and economic benefits of the enterprise.

The operation of corporate culture includes: (1) Incentive mechanism. The primary task of corporate culture management is to mobilize people's enthusiasm. The motivation methods include: target motivation, participation motivation, strengthening motivation, and leader's words and deeds motivation. (2) Disciplinary restraint mechanism. There must be clear norms, and they must be implemented without distortion, and the corporate philosophy should be integrated into the system, disciplines and behavioral norms. (3) Cohesion mechanism. Establish corporate values ??recognized by the majority of employees, establish corporate goals, and establish corporate interpersonal relationships. 2. In terms of corporate culture management, firstly, we must properly handle the relationship between reference and innovation, and grasp the personalization and characteristics of corporate culture; secondly, we must properly handle the use of cultural means to manage culture, and insist on using culture to guide and cultivate people; thirdly, we must handle We cherish the relationship between the virtual and the real, the intangible and the tangible, and adhere to the combination of internal and external cultivation and soft and hard management.

Principles

1. Strengthen people-centeredness. Culture should be carried by people, and people are the first element in the generation and carrying of culture. People in corporate culture not only refer to entrepreneurs and managers, but also to all employees of the company. In the construction of corporate culture, we must emphasize caring for, respecting, understanding and trusting people. The formation of corporate group consciousness requires that all members of the company have the same values ??and goals. Only then can they form a centripetal force and become a combative whole. 2. Be consistent inside and outside, and avoid formalism. Corporate culture belongs to the category of ideology, but it must be expressed through the behavior and external form of the company or employees, which can easily lead to inconsistencies between the inside and outside. To build corporate culture, we must first start with the ideological concepts of employees, establish correct values ????and philosophies, and form the 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 individuality. Individuality is an important feature of corporate culture. Culture is originally formed in the historical process of the organization's development. Each enterprise has its own historical traditions and operating characteristics. Corporate culture construction must make full use of this and build a culture with its own characteristics. Only when an enterprise has its own characteristics and is recognized by customers can it be unique in the enterprise and have a competitive advantage. 4. Economics cannot be ignored. An enterprise is an economic organization, and corporate culture is a microeconomic organizational culture, which should be economical. The so-called economy means that corporate culture must serve the economic activities of the enterprise, be conducive to improving the productivity and economic benefits of the enterprise, and be conducive to the survival and development of the enterprise. Although the various contents of corporate culture discussed above do not involve the word "economic", the ultimate goal of constructing and implementing these contents will not be separated from the realization of the enterprise's economic goals and the pursuit of the survival and development of the enterprise. Therefore, corporate culture construction is actually a corporate strategic issue, which is called cultural strategy. 5. Inheriting the essence of traditional culture Marxism believes: "People create their own history, but they do not create it as they please, but create it under the conditions inherited from the past that they directly encountered." ("Selected Works of Marx and Engels" No. 1 Volume, page 603) The same is true for the construction of Chinese corporate culture. It should be value-added development based on traditional culture. Otherwise, corporate culture will lose the basis of existence and have no vitality. Value-added development means learning from traditional culture, discarding its dross and taking its essence. People-oriented thinking, equality thinking, pragmatic thinking, etc. in our traditional culture are all content worthy of value-added development. China's people-centered ideology has been quite strong since ancient times and has restricted authoritarian behavior to a certain extent. In a socialist enterprise, workers are the owners of the enterprise. The construction of corporate culture naturally takes people-oriented thinking as an important source of thought. Through the development and utilization of this idea, the employees can develop a strong sense of ownership and consciously participate in the enterprise's management. Democratic management. The Chinese nation insists on the equality of people and believes that "all people are like Yao and Shun". This is the ideological basis of the past Chinese revolution. The value-added development of this idea and its application in the cultural construction of modern enterprises will provide equal competition opportunities for enterprise employees and will be conducive to advocating an operating mechanism of distribution according to work and equal pay for equal work. The pragmatic spirit requires people to seek truth from facts, be modest and prudent, guard against arrogance and impetuosity, work hard, and work hard. If this can be carried forward, an entrepreneurial spirit of hard work and innovation will be formed. The "Iron Man Spirit" of Daqing's "Three Elders and Four Stricts" is the result of the value-added development of this national spirit.

Function

Successful corporate culture has a certain gravitational effect externally and a certain degree of cohesion internally. Generally speaking, an excellent corporate culture should have the following six characteristics: 1. Values ??that can be widely recognized by employees. Employees agree that corporate culture is the real culture. In actual business management work, many business owners or managers require employees to implement things that they do not agree with. 2. Successful practice and verification under the guidance of values. There is a company whose values ??are as follows: being a real person and doing things conscientiously. But when this company and its employees work together, it completely changes. Companies often fail to pay wages on time and fail to fulfill their promises to employees, so the boss deceives the employees, and the employees deceive the boss and customers. Their approach is completely different from their "being a real person and doing things seriously". 3. Give employees a sense of mission and create positive factors for the company. Excellent corporate culture can not only give employees a sense of mission and responsibility, but also motivate employees to work actively and make employees full of longing for the future. On the contrary, it can make employees negative, pessimistic and world-weary, and even commit suicide. The recent incidents of people jumping off buildings at Foxconn prove this point. There are three main reasons why Foxconn employees quit: first, low personal emotional intelligence in the workplace; second, high pressure from social competition; third, problems with corporate management. This is the most direct and main reason, which means that Foxconn’s corporate culture is not well established. in place. This has led to some employees developing negative world-weary psychology and behaviors. 4. Simple, clear and convincing. The core proposition of corporate culture must be concise and clear. We can look at famous corporate cultures at home and abroad, and they can all be shortened to one sentence or one word, such as Haier's integrity culture - sincere forever, Philip's enterprising culture - we Always working hard. 5. It can enable enterprises to generate irreplicable competitiveness. In fact, corporate culture has transcended the scope of management. It is essentially a competitive culture that cannot be copied. The competition among modern enterprises, in the final analysis, is the competition of corporate culture, or the competition of brand culture. Excellent corporate culture is the most powerful competitive weapon of an enterprise, and it cannot be copied. 6. It can make employees have deep feelings for the company. Corporate culture can not only improve employees' sense of ownership and noble sentiments, but also enable employees to develop deep feelings for the company. No matter where they go, employees are always nostalgic for the company's plants and trees. They always feel a sense of intimacy when they hear or see company representatives, logos, advertisements, products, etc.

Three steps for corporate culture construction

The first step: A corporate culture strategy committee and other relevant departments should be established within the company, with a dedicated person in charge (preferably the top leader of the company), and work with them Professional consulting agencies cooperate to form a corporate culture execution team; Step 2: Investigate and analyze the current situation of the company, industry trends, competition conditions, ultimate goals of the company, etc., and obtain the necessity of the existence of the company and company development requirements; Step 3: Scientific and artistic Summarize the corporate vision, corporate mission, corporate spirit, corporate philosophy, corporate strategy, corporate slogan, etc.; The fourth step is to design corporate behavioral norms based on the extracted concepts and actual corporate needs, including employee behavioral norms, service norms, Production specifications, crisis management specifications, ceremonies, rituals, etc.; Step 5: Carry out corporate image system planning, usually by hiring a professional design agency. To ensure that the design complies with artistry, internationalization, high recognition, industry requirements, etc.; After the above part of the design planning is completed, the enterprise should first implement the application of the corporate visual image system. Through the implementation of the visual image system, the corporate image can be improved in a very short time Huge changes have occurred within a short period of time, which will undoubtedly have great repercussions in society, the industry, and the psychology of the employees of the company. Employees will become interested in new images, new concepts, and new strategic goals. From this arises a sense of pride. At this time, implementing the corporate spirit, corporate philosophy, corporate rules and regulations will achieve twice the result with half the effort. This is supplemented by long-term training and cultural activities to commend outstanding representatives and advocate heroic deeds. The corporate atmosphere and corporate environment have taken on a new look. Employees' personal goals must be consistent with the company's strategic goals. Corporate culture is also gradually moving towards a strong culture. But at the same time, the company is required to have a leadership team that is brave enough to change, able to constantly update and change the corporate culture (i.e., the repositioning of corporate culture), create high-quality professional managers who respect talents, create a good working environment for talents, and make the company Culture always plays an active role in the execution of corporate strategies and the creation of core capabilities.

Corporate culture construction methods

1. Morning meeting, evening meeting, summary meeting 2. Thought summary 3. Post slogans to promote corporate culture 4. Establish advanced models 5. Authoritative presentation 6 , Visiting and studying abroad 7. Stories 8. Business entrepreneurship and development history exhibition room 9. Cultural and sports activities 10. Introducing new people and introducing new culture