How to write corporate culture identity?

How to write the degree of identification between the work report and the corporate culture concept?

The higher the individual's identification with the corporate culture, the better the company's internal problems are solved. It is a driving force for the future development of the company

A brief discussion on how to make employees identify with the corporate culture

In fact, what really makes core employees loyal to you is not money or promotion, but recognition . The reason is simple: people's desire for money and promotion is unlimited - can you give him your business? The culture of any company is unique and inimitable. Once he agrees with your corporate culture, it will be difficult for him to truly accept another corporate culture. The essence of identity is the integration of values, and values ??determine "nature". Only loyalty based on identity of values ??is sustainable and difficult to change, and it is a kind of spiritual following from the heart.

You don’t need to give up your “kingdom”, nor do you need to worry about him “missing” your “kingdom”, as long as your corporate culture can continue to gain his recognition. To win the recognition of core employees, consider starting from the following three aspects.

1. "Like-minded" people are the first priority in selection

The first is to select "like-minded people" through "recruitment". "Different people do not share the same ideals". Through recruitment, potential "susceptible groups" and "commoners" can be screened out from the source, laying the first foundation for corporate culture to be recognized. Only when the values ????of the company and its employees are "similar" and "similar" can there be a basis for mutual integration, and then it will be easier for them to identify with each other. Values ??are essentially formed slowly during the growth process of each subject, and are relatively solidified in their respective personalities. As the saying goes, "A country is easy to change, but a nature is hard to change." A good recruitment process can, on the one hand, accurately select potential cultural identity recipients, and on the other hand, it can also conduct preliminary value indoctrination and radiation to these potential cultural identity recipients.

The second is to cultivate a sense of identity through training. The company's training for core employees is not mainly about technical skills, but about values. The purpose is to systematically instill corporate values ??into employees and cultivate their identification with corporate culture in a targeted manner. There are many ways of training, such as entrepreneur speeches - one of Jack Welch's priorities during his tenure was to tour GE's headquarters and branches around the world to give speeches on values. This has achieved extraordinary results, not only making GE one of the most respected companies in the world, but also earning itself the honor of being the "world's number one manager". In addition, you can also engage in special education, expansion training and a series of related activities, but storytelling is one of the most effective ways. By turning corporate values ??into stories and conceptualizations, and combining them with effective publicity, it has an excellent effect on cultivating employees' sense of identity.

Third, the words and deeds of veteran employees and the employees’ influence in the work process can help cultivate employees’ recognition of corporate values. The stronger the corporate culture, the more obvious the effect.

2. "Pictures" and "system construction" to "trap" employees

The first is vision guidance and atmosphere rendering. Vision is the visualization and concreteness of values, as well as the long-term direction of the subject's behavior. If the organizational vision can incorporate the employee vision in the interaction process with employees and provide employees with a clear goal-oriented system (including: material interests, emotional belonging, desire for achievement, etc.), it will greatly enhance employees' commitment to the company. Sense of identity. The clearer and clearer this direction is, the more closely it is integrated with employees' needs and pursuits, the stronger it is attractive to employees, and the more it can strengthen employees' sense of identity. Because the same goals and pursuits are the only reason for employees to cooperate with the company, and they are also the only link between employees and the company. Over time, corporate vision becomes increasingly important. Nothing is more attractive than a clear vision, especially when a business is implementing its vision to achieve its goals. If employees believe that what they do is worthwhile, if they believe that they can accomplish things worth their time and energy through their work in the enterprise - things that they cannot accomplish on their own, then they will Identify with the company, follow the company's goals, and act proactively and diligently.

A good working atmosphere is the basis for forming the company's shared values.

Without a good working atmosphere, employees will not be able to fully communicate with each other, and it will be difficult to build trust, which will create obstacles to mutual communication and learning, and is not conducive to the formation of shared values. Practice has proven that a good working atmosphere is a strong "glue" that allows employees to work in an environment that is not necessarily relaxed but certainly enjoyable, and enables team members to trust and cooperate with each other. The stronger and longer-lasting this atmosphere is, the stronger and longer-lasting its "bonding" effect on employees will be. The subtle result of employees in this atmosphere must be a lasting recognition of corporate values.

The second is system promotion and organizational guarantee. It is to design systems and organizational forms that are conducive to cultivating employees' sense of identity. ......>>

What is used to measure employees’ corporate cultural identity?

Employees’ corporate cultural identity is measured using the “employee turnover rate” and “per capita labor efficiency” indicators. measure.

Improving "personnel's recognition of corporate culture" is an important indicator for the human resources department or office of many companies. This indicator cannot be evaluated directly, so we can determine it through a two-pronged approach. First of all, we need to look at the results: what is the ultimate result of the evaluation indicator "employees' identification with corporate culture". Our analysis shows that if employees strongly identify with the corporate culture, they will not easily change jobs, but will stay in the company for a long time and work proactively, and their work efficiency will also be very high. Therefore, "employee turnover rate", "per capita labor efficiency", etc. Indicators can well reflect "employees' recognition of corporate culture", and such indicators can make it easier to measure and evaluate. Of course, in order for these two indicators to be truly measurable, it is necessary to determine the overall company value and then subdivide it into each department. The human resources department and line managers each assume a portion.

How to understand the corporate identity, or the issue of corporate culture

Reprint

Corporate identity, also known as “organizational identity”, refers to employees’ understanding of The degree of trust, approval and willingness to strive for the various goals of the enterprise. Types of corporate identity There are several types of corporate identity: (1) Emotional identity. Mainly refers to the degree of employee support and participation in the enterprise; (2) Dependence and identification. Mainly refers to the degree to which employees feel it is necessary to stay in the company; (3) Normative recognition. Mainly refers to employees' sense of responsibility for corporate strategy and its various goals. The significance of corporate identity to businesses Corporate identity is of great value to businesses. The sense of identity can greatly reduce the supervision cost of the enterprise. Employees do not do things based on the eyes of their superiors, but follow their own inner voices and guidance. Then these guidance are unified by the same values, and higher work efficiency can be achieved. This Perhaps it is the direct benefit that recognition brings to the company. The more profound significance is that it can unlock the source of strength and value deep in people's hearts. The most important reason why Welch launched revolutionary changes to GE was that he firmly believed in one thing: the power hidden deep in people's hearts is infinite, and all the company has to do is to activate this power. source of. Corporate identity does not require employees to identify with the label of the company's performance and scale, or to identify with the agreed-upon rules and regulations, but rather comes from the identity of the heart and spirit (or cultural and value identity). Whether it is establishing a sense of identity, corporate culture, or a learning organization, if explained according to the principles of economics, it can only greatly reduce the supervision cost of the enterprise, that is, everyone does not do things based on the face of their superiors, but obeys With your own inner voice and guidance, and then these guidance are unified by the same values, you can achieve higher work efficiency. This may be the direct benefit that the sense of identity brings to the enterprise. The more far-reaching significance of establishing a sense of identity is that it can unlock the source of strength and value deep within people. The most important reason why Welch launched revolutionary changes to GE was that he firmly believed in one thing: the power hidden deep in people's hearts is infinite, and all the company has to do is to activate this power. source of. Therefore, even if an enterprise without a sense of cultural and spiritual identity can make money, it is destined to be a money-making machine that will not survive for a long time, because it is a desert of the soul, and people cannot find the nutrients necessary for life in the desert for a long time. of. And in our opinion. Enterprises should not become a spiritual wasteland.

How to enhance employees' sense of corporate identity. Bob Nelson, an internationally renowned management consultant, provides five cost-free methods: 1. Interesting and important work. That is, everyone must be highly interested in at least part of their work; 2. Keep information, communication and feedback channels open. Employees are always eager to understand how their jobs are performed and the company's operations; 3. Participation in decision-making and a sense of belonging. Involve employees in decisions about matters that matter to them. This approach shows respect for them and a pragmatic attitude towards handling things; 4. Independence, autonomy and flexibility. Most employees, especially those with experience and outstanding work performance, hope to have flexibility in their work. If these conditions can be provided to employees, it will relatively increase the possibility of employees achieving work goals, and it will also inject new ideas into the work. and vitality; 5. Increase opportunities for learning, growth and responsibility. For most employees, getting new opportunities to perform, learn and grow is the best way to motivate their bosses.

How to write the applicant’s identification with the company’s corporate culture and how to carry out the learning work

Corporate culture, or organizational culture, is an organization’s values, beliefs, rituals, and symbols. , ways of doing things, etc. constitute its unique cultural image.

Corporate culture is the soul of an enterprise and an inexhaustible driving force for its development. It contains very rich content, the core of which is the spirit and values ??of the enterprise. The values ??here do not generally refer to various cultural phenomena in corporate management, but the values ??held by the enterprise or its employees in the production and operation of goods.

Corporate identity, also known as "organizational identity", refers to the degree to which employees trust, agree with, and are willing to strive for the various goals of the company.

How to make employees identify with corporate culture

Business operators are paying more and more attention to the construction of corporate culture and the shaping of values. Corporate culture is becoming a powerful guarantee for the core competitiveness of enterprises. The road is invisible, corporate culture is something invisible and intangible, and many people feel it is "empty". ? Let employees participate in the construction of corporate culture 1. Broadly solicit opinions. Many people think of corporate culture as the culture of the boss and the culture of senior executives. This is one-sided. Corporate culture is not just the opinions of senior executives, but the values ????and behaviors of the entire enterprise. Only a corporate culture that is recognized by everyone is a valuable corporate culture. To gain everyone's approval, you must first seek everyone's opinions. Corporate senior managers should create various opportunities for all employees to participate and discuss the company's culture together. For example: During the company's high-level meetings (S-6 and other similar meetings), in addition to all the attendees who should attend the meeting, an internal employee of the company is invited to participate in each cycle meeting to discuss the company's development direction and culture together, so that Employees know how the company's direction is customized and how the corporate culture is created. 2. Integrate it with the daily work of employees? Leading by example is the most critical. 1. The role of corporate executives. As the architects of corporate culture, senior managers are responsible for the most important and direct work of corporate culture construction. Senior managers must shape themselves into role models for corporate culture! Some people always feel that corporate culture is to motivate and constrain employees. In fact, it is the senior managers who are the shapers of corporate culture who should be encouraged and constrained. Everything they say and do plays a vital role in the formation of corporate culture. I read an example in a book: A company is working on corporate culture. Their boss said that he attaches great importance to talents and hopes that the corporate philosophy will be reflected in this aspect. However, during the senior management meeting to discuss, it happened to be arranged to interview a middle-level manager. When his secretary told him that the interviewer was here, he said nonchalantly: "Let him wait for another half hour, I have something to do and I can't leave." A small thing is enough to reflect the importance he attaches to talents. Senior leaders of enterprises are often both shapers of culture and systems and destroyers of ideas and systems. 2. Start from scratch When shaping corporate culture, it is indispensable to carry out some activities, trainings and seminars. In fact, the essence of corporate culture is more concentrated in the daily management of the enterprise. As a business manager, whether you are a senior or middle-level person, you should start from your own work, first change your own concepts and style, start with small things, and start from the side. At GE Company, he has a values ??card that everyone must carry with them. Even the president takes out this card at any time to promote it to employees and explain it to customers. ? Propaganda of corporate culture 1. Story-telling of ideas, and story-telling of ideas.

In the long-term construction of corporate culture, the selection and promotion of outstanding employees should be centered on ideas, focusing on refining advanced figures and deeds from the perspective of ideas, and publicizing and reporting on figures and deeds that are in line with corporate culture. And it has been widely publicized within the company and related media (radio, etc.) to let all employees know why they are outstanding, outstanding and advanced, and what they have done is in line with the company's corporate culture. Such role models serve as examples for others. Employees set a banner and at the same time make the promotion of corporate culture concrete and vivid. 2. Communication channel construction? Execution is also a kind of culture. Execution is an important force that affects the success or failure of an enterprise. It is also an important mark that distinguishes mediocrity from excellence. It comes from the corporate culture of this company and is perfected by the almost dogmatic corporate belief of this company. Some of our colleagues were born in Suna. Although they have left the company for several years, they still maintain their belief in Suna culture: they insist that Suna lenses are the best company in the world, and insist on wearing Suna lenses. Holding the lens, when talking to others about Suna, it is still "our Suna...". Execution ability is born from the corporate culture, and also reflects on the corporate culture and becomes part of the culture. Execution should also be the most important job for leaders and managers at every level. It is a system that is integrated into every corner of the enterprise. The realization of corporate execution is actually the responsibility and obligation of every employee, but it should start with ourselves first. It is not difficult to see that in enterprises, what some employees often ignore is their own behavior. What should they do? And more attention is paid to what the company did? What did others do? In fact, management is a double-edged sword. When you manage others, you also manage yourself. If you can't manage, dare not, or don't want to manage people yourself, you must not expect to manage others or the company. In order to achieve... >>

How to write corporate culture

Corporate culture is established by enterprises to solve problems of survival and development. Basic beliefs and cognitions that are considered effective, shared, and followed by members of the organization. Corporate culture embodies the core proposition of an enterprise's operation and management, as well as the resulting organizational behavior. Corporate culture, or organizational culture, is an organization's unique cultural image composed of its values, beliefs, rituals, symbols, ways of doing things, etc. You can understand it this way: 1. When the company's profits are good, how to keep the cost of starting a business high: 2. When the scale is large, how to avoid the seriousness of the bureaucracy; 3. Where will the company go? What is its direction guide: 4. How will the company go far? What is the spiritual driving force for its development: 5. In the era of homogeneity, how to create lasting competitiveness: 6. Culture cannot become a slogan, and the problem of identity must be solved: 7. The seemingly nihilistic culture must be integrated with business management: 8. How will corporate culture be passed down from generation to generation? When writing a cultural system, you should start from the following aspects: 1. Cultural diagnosis: analysis of advantages and disadvantages, analysis of core value elements 2. Core cultural concept system design: clear organizational mission, vision and core values ??3. Applied cultural concept system design: clear The application concept of the organization in branding, operation and management 4. Design of behavioral norm system: manifest culture into the behavior of cadres and employees, and then solidify it in the industry 5. Design and implementation of cultural promotion implementation plan: visualize, institutionalize and story the cultural construction 6. Cultural assessment: Evaluate the effect of cultural implementation, find deficiencies, and continue to deepen them

Do you agree with corporate culture?

Agreed, corporate culture is a conceptual form of values. , is the stable cultural outlook, historical tradition and unique business spirit and style formed by an enterprise over a long period of time, including an enterprise's unique guiding ideology, development strategy, business philosophy, values, ethics, customs and habits, etc. The importance of corporate culture to the survival and development of an enterprise is mainly reflected in the fact that it clarifies the ultimate reason for survival and development (mission), the goal of survival and development (vision), and the core value elements (values) of survival and development.

Corporate culture is the synthesis of ignorance and spiritual culture in the enterprise, the combination of enterprise management software and hardware, and the specific reflection of various spiritual phenomena with material as the carrier. If an enterprise wants to remain invincible in future competition, it is very important to strengthen the construction of its own culture.

Reference: idea-action/Index

How to write corporate culture?

Read other people’s answers:

According to the definition of corporate culture, its content is very extensive, but the most important ones should include the following points:

1. Business philosophy

Business philosophy, also known as corporate philosophy, is a methodological principle unique to an enterprise for engaging in production, operation and management activities. It is the basis for guiding corporate behavior. In the fierce market competition environment, an enterprise faces various contradictions and multiple choices. It requires the enterprise to have a scientific methodology to guide it and a set of logical thinking procedures to decide its own behavior. This is the business philosophy. For example, Japan's Panasonic Corporation "emphasizes economic benefits, values ??the will to survive, and strives for survival and development in everything." This is its strategic decision-making philosophy. Beijing Landao Commercial Building was founded in 1994. It is guided by the business philosophy of "integrity-based, friendship first", "displaying righteousness with emotion, making profits with righteousness, and combining righteousness and benefit", making it three years after its establishment. Its internal turnover doubled, ranking fourth in the capital's business community.

2. Values

The so-called values ??are the existence, behavior and behavioral results of people (individuals and organizations) based on some utilitarian or moral pursuit. Basic perspectives for conducting evaluations. It can be said that life is the pursuit of value, and value concepts determine the pursuit of life behavior. Values ??are not the reflection of people in one moment, but the conceptual system of values ??formed in long-term practical activities. The values ??of an enterprise refer to the employees' evaluation of the meaning of the enterprise's existence, business purpose, and business purpose, and the collective and individualized group consciousness they pursue. It is the value standard shared by all employees of the enterprise. Only on the basis of the same value principle can the correct value target of the enterprise be generated. Only with correct value goals can there be behaviors of striving to pursue value goals, and only then can an enterprise have hope. Therefore, corporate values ??determine the orientation of employee behavior and are related to the survival of the company. Values ??that only care about the economic benefits of an enterprise will deviate from the direction of socialism, which will not only damage the interests of the country and the people, but also affect the corporate image; values ??that only care about immediate interests will lead to quick success and short-term behavior, causing the enterprise to lose its stamina and lead to perish. Lu Zuofu (the founder of Minsheng Steamship Company), an older generation national entrepreneur in my country, advocated that "individuals serve the cause, and the cause serves the society. Personal service is more than remunerative, and career service is more than economical." Thus establishing the concept of "service" Society, convenience for people, development of industries, prosperity and strength of the country", this value concept of serving the people and the country has promoted the development of Minsheng Company. The value concept of Beijing Xidan Shopping Center is centered on seeking truth, that is: "Real goods, real prices, and real services." During the operation process, the purchase of goods is strictly controlled to ensure the quality of the goods; the purchase is controlled Cost, increase the added value of goods; promote the concept of "customers are always the ones who need to understand, and you are always the ones who need to improve", improve service levels, and promote the development of enterprises.

3. Entrepreneurial spirit

Entrepreneurial spirit refers to the group of enterprise members formed by an enterprise based on its own specific nature, tasks, purposes, requirements of the times and development direction, and has been carefully cultivated. Mental outlook.

The spirit of enterprise should be reflected through the conscious practical activities of all employees of the enterprise. Therefore, it is also the externalization of the conceptual awareness and enterprising psychology of enterprise employees.

Enterprise spirit is the core of corporate culture and plays a dominant role in the entire corporate culture. Enterprise spirit is based on values ??and driven by value goals. It plays a decisive role in corporate business philosophy, management system, morals, group consciousness and corporate image. It can be said that entrepreneurial spirit is the soul of an enterprise.

Enterprise spirit is usually expressed in some philosophical, concise and clear language, which is convenient for employees to remember and use to motivate themselves at all times; it is also convenient for external publicity and easy to form an impression in people's minds, thus Form a distinctive corporate image in society. For example, the "fire" spirit of Wangfujing Department Store uses the light and heat of the people in the building to illuminate and warm every heart. Its essence is dedicated service; the "truth-seeking and enterprising" spirit of Xidan Mall embodies the past The core value concept is truth-seeking and the business style of sincerity, trustworthiness, pioneering and enterprising.

4. Corporate ethics

Corporate ethics refers to the sum of behavioral norms that regulate the relationships between the company and other companies, between the company and its customers, and between employees within the company. It evaluates and regulates enterprises from the perspective of ethical relationships, using moral categories such as good and evil, public and private, honor and shame, honesty and hypocrisy as standards.

Corporate ethics are different from legal norms and institutional norms. They are not as mandatory and binding, but they have a positive demonstration effect and strong appeal. When recognized and accepted by people, they have the ability to self-restrain. ......>>

How to improve employees’ sense of identity with corporate culture

Corporate culture can improve employees’ sense of identity from the following points: The honor given by corporate culture to employees I feel that everyone has the desire to be praised and appreciated. Being affirmed is also what corporate employees pursue. Every employee wants to make some achievements at work, so that they will be recognized by colleagues and managers around them. While you continue to complete your work well, you will also have a sense of honor as you are recognized by others. In the desire for honor, constantly improve your abilities. Excellent corporate culture will enhance employees' sense of honor and desire to be recognized by the company, which invisibly enhances employees' sense of recognition of the enterprise organization. Corporate culture realizes employees' sense of accomplishment. The operation and development of the enterprise are also related to the interests and development of each employee in the enterprise. An excellent corporate culture will make employees feel proud of the company's achievements and further inspire employees to be proactive. This kind of enterprising spirit prompts employees to obey the arrangements of the enterprise organization, complete their work seriously, and help the enterprise achieve greater achievements. Then the pride in the enterprise's achievements becomes stronger, and ultimately forms a virtuous circle. Corporate culture enhances employees' sense of belonging. Excellent corporate culture creates a harmonious working environment and atmosphere for corporate employees. In this kind of working environment and atmosphere, companies attach great importance to good communication with employees. In this environment and atmosphere, employees develop a sense of belonging to the company and integrate into the big family of the company. In subsequent exchanges, I slowly gained recognition from other employees. With a sense of belonging to the company, employees will quickly find their position and role in the company correctly, and develop a sense of identification with the company as an organization, and then develop a sense of identification with the company's goals. An excellent corporate culture will provide employees with a platform to support their development. Employees use this platform to improve their abilities and tap their potential. Enterprises rely on the development of their employees to achieve their own development. Corporate culture stimulates employees' sense of mission. Every enterprise will have its own goals and missions. The operation and development of the enterprise are all to achieve its own goals and complete its mission. An excellent corporate culture combines the pursuit of the enterprise with the career pursuits of employees, making employees believe that the development of the enterprise is their own development, and the enterprise's goals are their own goals. Corporate culture integrates the company's mission into the work goals of each employee. The company completes its mission during the work process, and the combined work of each employee will complete the company's mission. Corporate culture enhances employees' sense of responsibility. If a company wants to operate and develop smoothly, it must rely on the efforts of every employee. If we want every employee to work hard, we must enhance their sense of responsibility for their work and the company. An excellent corporate culture will, to a certain extent, enhance employees' awareness and understanding of responsibility. Excellent corporate culture will make employees realize that the company is an organization owned by every employee, and every employee needs to be responsible for the company. In taking responsibility for the enterprise, the sense of recognition of the enterprise will gradually increase. The impact of corporate culture on employee work engagement 4.1 Corporate culture has a great impact on employee cohesion. Employees are the smallest unit of an enterprise and are independent individuals. An excellent corporate culture can promote mutual help among employees and form healthy competition among employees. Employees constantly improve their abilities, cultivate excellent qualities, unite and cooperate in healthy competition, and contribute to the development of the enterprise. 4.2 The feelings and space of corporate culture have a great impact on employees' value development. When employees choose to work in a company, they not only consider the material conditions provided by the company, but also consider whether they can feel "home" in the company. ——The sense of belonging to the company is an important consideration. An excellent corporate emotional culture will bring a "family" feeling to employees. Employees believe that they are members of the big family of the company and believe that promoting the development of the company is their own development. The effect of emotional culture is better than those cold rules and regulations.

The purpose of employees working in the company is not only for material conditions, but also to realize their own value.