Urgent need for corporate culture papers

On the Construction of Enterprise Culture

This paper summarizes the meaning, content and characteristics of "enterprise culture". Summarized the role of corporate culture; This paper focuses on the problems existing in China's corporate culture and the aspects that need attention in the process of corporate culture construction. It is hoped that enterprise managers will improve their understanding of "enterprise culture" and strengthen the construction of enterprise culture.

Corporate culture; Construction subject; family business

First, the connotation of corporate culture

Nanqi Wang Rong said: "Set the spirit to the scenery, and give culture a soft distance." In a narrow sense, it refers to the ideology of the society and the corresponding institutions and organizations, and at the same time, it shows that the organization must have a culture that adapts to and develops with it. It is the reflection and embodiment of politics and economy. From the enterprise's point of view, enterprise culture is the highest realm of humanistic management theory and a cultural value that enterprises rely on. An enterprise is an independent accounting unit that engages in production and business activities and obtains economic benefits. Corporate culture, also known as corporate culture, is the collective name of * * * consistent ideals, basic values, styles, living habits and behavioral norms formed by enterprises in the medium and long term, and it is also the sum of spiritual wealth with its own characteristics created by enterprises in the process of operation and management. It has appeal and cohesion to employees, and can unify people's interests, thoughts, concepts, needs and purposes and the resulting behaviors, thus forming a culture that will last for a long time in the enterprise. Therefore, corporate culture is a unique value system formed by educating and integrating the basic values of enterprises in the process of entrepreneurship and development. It is a series of norms and behaviors that affect enterprises' strategies to adapt to the market and deal with internal contradictions and conflicts. It permeates the basic assumptions, values and world outlook of human nature formed by entrepreneurs and socialization, and also embodies the business philosophy formed in the development process of enterprises.

Second, the main body of corporate culture construction

The formation of corporate culture depends on the main body of the enterprise and on every employee they pass on to the enterprise. The main contents of corporate culture include three parts:

1. Labor culture. The main body of labor culture is laborers. Laborers are the basic elements of production. It is the most basic enterprise human resource. Labor culture covers the core strength of basic labor and the whole process of labor force transforming into productivity. Specifically, it is the skills, quality, norms and concepts of employees. Only by respecting labor and establishing a good labor culture can the labor force be better transformed into productive forces, thus completing the production tasks of enterprises. It is the core subject that can best reflect the production capacity of enterprises.

2. Production culture. The main body of production culture is the manager. It includes middle-level and grass-roots managers of enterprises. The middle and grass-roots management of enterprises is the core of enterprise management, and it is the carrier to carry out the spirit and plan of the company and deal with and coordinate many problems in the process of production and operation. Production culture is an important part of planned and organized production and the overall goal of an enterprise.

3. Business culture. The main body of business culture is the decision-making level. It is the decision-maker of enterprise strategy, planning, business direction and major issues, which is related to the profit and loss and development of enterprises. At the same time, the decision-making level of the enterprise is the founder and source of the enterprise culture, and it is a cultural system formed by the enterprise culture in the long-term production and operation process.

Third, the role of corporate culture.

As the reaction of superstructure to economic base, it is very common to have a rational understanding of corporate culture. However, corporate culture plays a huge role in the development of enterprises, mainly in the following aspects:

(A) corporate culture has a guiding role in the development of enterprises.

It points out the development direction of the enterprise and guides the employees to advance towards the exact enterprise goals. What is the development direction of the enterprise? What is the development goal of the enterprise? What does the enterprise advocate? Worship what? What will employees' subjective consciousness inevitably turn to? What is the code of conduct for employees? What's your attitude towards work? Only when the development direction and thinking of the enterprise are clear, and all employees have a goal to strive for, will they work towards this goal. In China and abroad, the modern and future are inseparable from the extraordinary role of corporate culture. Especially in today's fierce market competition, this culture affects the decision-making, organizational structure, management system, financial analysis methods and management leadership art of enterprises. For example, the concept of "harmony, sincerity and pioneering" pursued by Japanese enterprises. "Harmony" means that all employees value "harmony" and have mutual affinity, advocate informal discussions and form an internal atmosphere. The company received 42 10000 suggestions within one year. "Honesty" is the attitude of employees towards customers, treating each other with sincerity, being honest and trustworthy; "Pioneering" requires a strong fighting spirit of being brave in innovation and striving for greater achievements, and mobilizing employees' feelings with the spirit of "challenging new fields and perseverance". Hewlett-Packard Company of the United States takes "doing business" as its spiritual pillar. In our company, the slogan of corporate culture is from office to workshop. For example, "the learning ability of enterprises comes from the competitiveness of enterprises; The competitiveness of enterprises comes from the execution of enterprises. " "You create opportunities for the company, and the company will give you opportunities; You create space for the company, and the company will give you space; Only when you create wealth for the company will the company give you wealth. "

(B) corporate culture can promote the development of enterprises.

Advanced corporate culture plays a role in promoting and promoting enterprises. Excellent corporate culture can promote the formation and development of excellent enterprises. Ordinary corporate culture is at a general or low level. Employees make up excuses, pass the buck, and get confused. Employees of excellent enterprises are practical and realistic; Have a sense of ownership and responsibility; Actively participate in work practice; Be good at analyzing and solving problems in time. Their leaders do everything possible to mobilize the enthusiasm and intelligence of employees, serve the development of enterprises, give employees room for personal development and realize their ambitions. A good corporate culture can make an enterprise have an excellent team and rely on the team's collective cooperation spirit to achieve the company's work indicators. The president of Ford Motor Company in Britain believes that no enterprise can be attributed to a certain person, and the factor that constitutes an enterprise is the group. Enterprises rely on the strength of the group to realize profits and promote the success of enterprises.

(C) Corporate culture has a further role in reflecting corporate cohesion.

A corporate culture recognized by employees, like a banner, makes employees consciously surround themselves, attracts the latter to follow, and also attracts corporate partners and consumers. Employees of enterprises need to be recognized by society and enterprises, and have a personal sense of accomplishment and belonging. They rely on the environment to realize their own value, take the enterprise as their home, integrate into the enterprise team, strengthen communication and contact, closely focus on a goal, and work together with advanced thinking mode and standardized behavior mode, thus embodying the overall cohesion of the enterprise.

Four, the problems existing in the construction of corporate culture in China

Although some achievements have been made in the construction of modern enterprise culture in China, there are still many problems that restrict the development of enterprises to some extent. The main problems are as follows:

(A) the family business culture

As peter drucker, a famous American management scientist, pointed out: "Management is culture-oriented and dominated by its social values, traditions and customs." Therefore, any enterprise organization and management model is based on a unique cultural background, and it is branded with the imprint of history and culture. "Family business culture" embodies the outstanding features of China traditional culture. China people attach great importance to "home" and regard it as the center and fortress of life. Nature also pays attention to the affection between "families", pursues the realm of "filial piety", "caring for women" and "long-term kindness and obedience", and emphasizes the style of "harmony is precious" and "harmony is precious". With the development of "family business culture" after the reform and opening up and the development of private economy as the main body of enterprises in China, the development of "family culture" has been promoted to a greater extent. According to statistics, 90% of private enterprises in China are family businesses. In this way, the concept of "starting a business depends on family members, success depends on relatives, inheriting the father's business, and outsiders are unreliable" is formed invisibly, and then a deep-rooted national consciousness is formed, which gradually evolves into the "family culture" of enterprises. The management mode of family business is that the organizational structure is imperfect or perfect, but the boss attaches importance to it, and the ideas remain in the original state. The main positions of the company are held by the boss's relatives and friends, and they are not managed and hired according to the modern enterprise management mechanism. They tend to pursue immediate interests rather than long-term considerations. Family enterprise culture has hindered the good development of enterprise culture to some extent.

(B) pay attention to the form of corporate culture and ignore the connotation

In the process of corporate culture construction in China, the most prominent problem is to blindly pursue the form of corporate culture and ignore the connotation of corporate culture. Only through various activities and forms can the business philosophy and value formed by corporate culture be relatively complete. If we only use the slogan of corporate culture construction, we will lose the true meaning of corporate culture construction. It will not only make the excellent corporate culture difficult to maintain, but also hinder the promotion and development of enterprises. For example, some enterprises hold meetings every day to publicize the "quality" of products, but they are dealing with product quality problems every day. Failure to implement the problem, cut off the root of quality problems and fundamentally analyze the reasons, that is, failure to subdivide and implement the main contents of corporate culture has an impact on the development of corporate culture.

(C) corporate culture and corporate management practices out of touch

Corporate culture is the bible to mold the spirit of enterprise, which is closely related to enterprise management. Enterprise organization is an entity organization, which is different from the church belief. It is evaluated according to the production and operation status and certain business performance. The positioning, promotion and development of an enterprise and the cohesion within the enterprise are not the result of individual actions, but are permeated in the enterprise management system, incentive mechanism, management system and strategy. It is also a running process of business philosophy and corporate values. Therefore, when the internal and external environment of an enterprise is in complex variables, it is impossible for the enterprise culture to become a blank sheet of paper without the practice of enterprise management.

(D) Ignoring the innovation and individuality of corporate culture

Corporate culture is a unique management mode of enterprises under a specific cultural background. Corporate culture is also influenced by geography and customs, and has personalized characteristics. In fact, the development process of each enterprise is different; The production mechanism of enterprises is different; The market structure of products is different; Different management modes of enterprises have different coping strategies for the environment. Therefore, according to different enterprises, we must adopt a unique cultural management model, so that enterprise management can be flexible and flexible, and can better meet the development needs of our own enterprises. However, at present, the business philosophy of the enterprise is a consistent and symbolic slogan "honesty, pioneering and development". One enterprise follows this concept, and another enterprise follows this concept. Fundamentally lost the significance of corporate culture construction. Enterprises must combine their own internal structure system, their own advantages and cultural atmosphere to build "corporate culture", which is also a key to corporate culture construction.

Verb (abbreviation of verb) Problems needing attention in the process of enterprise culture construction

(A) corporate culture is not an executive organization, it needs to be reflected in a certain form, but also needs certain material and financial resources to ensure.

Corporate culture is not a colorful ball that is shelved, nor is it a grandstanding display. It is rooted in employees and dissolved in the thoughts, words and achievements of all employees. But it needs to be reflected in an easy-to-understand form, such as introducing corporate image planning CI; Such as ball games and other cultural activities, the cost of manpower and material resources is also essential. For another example, the cultural slogans of enterprises need managers to mark the relevant positions of enterprises according to inspiring slogans that conform to their own corporate cultural connotations, which not only consumes energy and time, but also pays the production costs of making these slogan plaques. Therefore, enterprises should plan special funds for corporate culture construction.

(B) corporate culture construction should pay attention to details

A valuable and unique cultural factor contained in an enterprise will exist objectively in the process of its establishment and operation. If some employees like learning very much; Some employees are particularly frugal; Some employees always want to change the performance of products. These details need to be discovered and advocated by managers. It is necessary to grasp typical examples in enterprises and call for "all staff" to learn. Push the excellent corporate culture atmosphere into concrete practice. This requires us to pay attention to details.

(C) to find the advantages and cultural origins of their own enterprises, and to cultivate corporate culture by "tailor-made" methods.

Enterprises can create culture, and culture is a form of reaction of enterprises. However, the form of each enterprise is different, and the content of corporate culture adopted is also different. We should be good at discovering the positive factors of corporate culture and brewing them to meet the needs of our own enterprise development. For example,? The persistence, efforts and contributions of Red Dragonfly Group in culture have always been praised by Chinese people. However, it is not a whim for the red dragonfly to engage in culture. 1995 At the beginning of the business, Red Dragonfly began to tell cultural stories and beautiful stories, because this brand came from a childhood dream of Qian Jinbo, the founder of the enterprise: when he was a child, the company that accompanied him most was the red dragonfly flying by nanxi river. They often communicate with their hearts and play together in fragrant fields and hillsides. Qian Jinbo made a wish at that time: the future. When he grew up, when he was able to create a business, he did not hesitate to name the business and brand "Red Dragonfly". Kangnai's corporate core values are: "brand leadership, customer first, advocating knowledge, harmony and people-oriented, sincere and accurate, comfortable and fashionable." Only by identifying the cultural origin of the enterprise and the pulse point that the enterprise needs to advocate or pay attention to, can the culture bred from it be meaningful and reflect the connotation and atmosphere of its own corporate culture.

(4) Strengthening the organization, implementation, leadership and supervision of corporate culture construction.

The construction, organization and implementation of corporate culture need to be planned, deployed, promoted and implemented in advance. At the same time, strengthen supervision in this process. Don't take the form, pose, have up and down; Or can't wait to see the effect in a short time, so that the dust has lost the brilliance of corporate culture for a long time. It is necessary not only to designate a person to be responsible for the implementation of the project, but also to track the specific construction situation, make overall plans and arrangements, and take corporate culture construction as an important project. We should not only know why. Need to know how to do it? When will it be done? Where to do it? Who will do it? What is the standard of doing it? What are the problems that need attention? Therefore, organization, implementation, leadership and supervision are particularly important in the construction of corporate culture.

(E) the implementation of corporate culture, should take the "lead by example, the typical way" approach. Set an example by taking the lead. "

Excellent corporate culture will generally find and respect the typical examples around you and set an example. This can reflect the charm of corporate culture, make corporate culture personalized and modular, and let employees see, learn, compare and imitate. At the same time, establish correct values and morality. Leaders take the lead and strictly abide by it. It is better to teach by example than by example. This has won the admiration and support of employees and made the construction of corporate culture go smoothly.

(six) the construction of corporate culture should start with "practical actions" and get out of the "slogan" voice.

Choose appropriate ways and means to convey the characteristics description, landmark events, typical cases and the characters and thoughts of representative figures of corporate culture to all employees, so that they can understand this cultural expression. Come out from the cry of "slogan" and infiltrate and intervene with practical actions.

(seven) into the staff's consciousness

Employees' acceptance, understanding and recognition of corporate culture. It should be reflected in the business activities of the enterprise, that is, in the daily working state. It may be passive at first, and employees will restrain themselves and regulate themselves according to the requirements of corporate culture. If this passivity and constraint cannot be transformed into the conscious action of employees, the construction of corporate culture will fail. Therefore, the construction of enterprise culture must make employees act consciously and not be bound by the outside world, so that this culture can continue. It is necessary to provide cultural education and business training for employees in various ways, and education should guide employees to establish the concept that "customer" is God and "market" is effect. Strengthen their team spirit, integrate employee consciousness and improve enterprise cohesion.

(8) Pay attention to the "theme"

The main body of enterprise culture construction is workers, producers and decision makers. They are the carriers of corporate culture construction. Emphasizing highlighting and relying on the main body is to advocate absorbing the characteristic cultural raw materials created by employees in long-term practice, paying attention to discovering their bright spots and constantly enriching cultural connotations. Only with a tough leadership team and the participation of all employees can the construction of corporate culture be successful.

(9) Corporate culture construction should be constantly "innovative"

Innovation is the soul of an enterprise. Innovation is the characteristic and vitality of enterprise culture construction and the inner core of enterprise values. It keeps pace with the environmental changes of the times, and it can't suffocate or stagnate at all. Without an innovative culture, there will be no innovative ideas and employees. In other words, without innovation in technology, management and service, enterprises will lose the foundation of their social value. Implant the core of innovation into corporate values, integrate all aspects into the elements of corporate culture and the whole process of corporate culture construction, cultivate employees' innovative spirit, and turn it into motivation and support, so as to improve the core competitiveness of enterprises and improve their operating efficiency.

(10) The construction of corporate culture should be all-round.

Corporate culture consists of four layers: material layer, behavior layer, system layer and spiritual layer. Therefore, in the process of cultural construction, we must face up to the mask and not ignore it. Otherwise, the effect of corporate culture construction is not ideal. This is also a problem that is easily overlooked in the construction of modern corporate culture. Some enterprises think that engaging in cultural slogans is the construction of corporate culture, which is a very one-sided understanding. The construction of enterprise culture not only includes the construction of enterprise spirit, enterprise management concept, enterprise ethics, enterprise values and enterprise style, but also includes enterprise objectives, production environment, advertising, packaging design, code of conduct, rules and regulations, etc. They are closely related and interact with each other, forming a complete corporate culture system.

(eleven) corporate culture construction should pay attention to "etiquette culture" and "learning culture".

Confucius said, "If you don't learn manners, you can't stand." . That is, there is no man, no thing and no country. He showed the importance of etiquette in the construction of corporate culture. Etiquette is not only a quality of employees, but also a reflection of corporate culture. 1990. Peter, Massachusetts Honorary College. Peter Shengji published the book "The Fifth Discipline-Art and Practice of Learning Organization", which set off an upsurge of organizing learning and creating learning organizations. He emphasizes lifelong learning, whole-process learning, all-staff learning and team learning. It is proposed that we should not only surpass ourselves, but also improve our thinking and establish the vision of unity and team learning. Learning can not only strengthen the understanding, improve the theoretical level, but also change the ideological concept of enterprise employees. Therefore, modern enterprises must take "learning culture" as the focus of corporate culture construction. Aokang Group advocates "all-staff learning" from top to bottom.

(12) Emphasize the concept of "people-oriented" and develop corporate culture.

The main content of management is to manage people, who live in an objective environment. Although they also work in an organization and department, they may be inconsistent with the organization in thought and behavior. To attach importance to human factors, we should pay attention to human sociality and study and explore human needs. Under certain conditions, try to meet their needs, so as to ensure that all members of the organization, Qi Xin, work together to achieve organizational goals and make contributions consciously. We advocate not only institutionalizing the management of employees, but also humanizing the management of employees. It truly embodies the connotation of "people-oriented management". For example, Zheng Tai Group's "people-oriented culture" when using talents is: "Having both ability and political integrity is the real thing; Virtue without talent is inferior; No virtue is drugs; Without talent and virtue, it is waste. " Another example is Aokang Group adhering to "having both ability and political integrity, promoting and reusing; Have virtue but no talent, cultivate and use it; Talent without virtue, limited right to use, no virtue, no talent, no retention ";" "Kangnai Group's talent view is: talents are inconclusive. Connor is just a brick talent. Therefore, we must attach importance to talents, regard the competitiveness of talents as the core competitiveness of enterprises, and establish a perfect talent management mechanism. It is imperative to emphasize the concept of "people-oriented" corporate culture construction.

To sum up, corporate culture is the thought and behavior norm with values as the core. Corporate culture is of great significance to the planning, leadership, control and overall development of enterprises. The success or failure of enterprise culture construction is related to the rise and fall of enterprises. Therefore, the construction of corporate culture has become the core project of enterprises. We must correctly understand "enterprise culture", implement it in a planned and organized way, and strengthen the construction of enterprise culture, so as to standardize it in material, set an example in behavior, standardize it in system and standardize it in spiritual realm, so that enterprises can step into a healthy and rapid development environment.

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[3] Wu Jinfa. Management [J]. China News Media Group Publishing, 2005, (3).