How to talk about corporate culture

question 1: how to talk about corporate culture well? 1. Have a deep understanding of the corporate culture, especially have original views on values and concepts, either in-depth or extensive; 2. Learn the classic literature about corporate culture, and master the latest trends in the theoretical research of corporate culture in China; 3, combined with the enterprise's own case, using the cultural cases of some industries and domestic enterprises of the same type to explain the theory or inspire understanding; 4. Life, visualization and concretization; 5. Prepare carefully, give a trial lecture, and then formally teach

Question 2: How to interpret corporate culture Recently, a colleague left the company for personal reasons and went to a nearby company to develop. At first, he didn't adapt to the new environment. He called me and said, "The management here is too strict. It is clear that the system is to go to work at eight o'clock, but in fact, you must arrive at work at seven forty. There is a clear distinction between employees and staff. There is a yellow warning line between the office area and the work area, and employees are not allowed to step half a step ... "Later, he spoke of the various benefits of being strong and strong, and what he said was infinite nostalgia. I have also heard such a distortion: "Corporate culture is deceptive. Deceive you with a sense of belonging and accomplishment, work for the enterprise, give more and take less, and you will be successfully transformed. " I asked him at that time, so what if you don't work for the enterprise, give less, take more, and live or die without being transformed? When recruiting, we often "judge people by their appearances", which is actually quite important. For example, some people are not serious, sitting in a chair and shaking, answering questions and laughing; Such a person, even if he has more technology and ability, can't take it. What I want to show here is that the corporate culture of almost every company is characterized by dedication and dedication. Pay and gain may not be completely equal, but they must be in direct proportion. Sometimes there are some unreasonable situations, but that is the problem of individual execution in the work. The development history of Lenovo Group, a famous enterprise in China, can be described as profound. When Lenovo Group encountered unprecedented difficulties for some reason, the senior leaders decisively put forward the decision of "substantial layoffs". For a time, employees could not accept the reality of layoffs. Some employees said: "Lenovo has always advocated that everyone should take the company as their home, and suddenly laid off employees ... Family culture and humanization have suddenly been replaced by' wolf culture' ... which is unacceptable." I give this example to tell you that a company's culture really needs constant improvement, and we need to interpret it correctly with our heart. Only when it is correctly interpreted can we understand the corporate culture of the company. When the company is in trouble or in a special period of development, we need to firmly believe in our corporate culture. With the continuous growth of the company, the corporate culture continues and evolves gradually, but it is obviously irrational to want to transform it overnight or to completely change the corporate culture. Some people think that corporate culture refers to the * * * same cultural phenomenon owned by various departments and functional departments in an enterprise. I basically agree with this view, but in fact, corporate culture can even be said to be the corporate values and business practices shared by top managers. Why do you say that? The execution of the company is the best proof! This is like a ship, you can't decide, you have to listen to the captain. As a sailor, you just have to do your job well. I dare to think so here: the so-called corporate culture is the enterprise first, and then the culture. For example, let's just say that the enterprise is the same as ours, but the boss will tell you, "You are employees of my enterprise, and you should abide by my corporate culture." What are the things we agree with and abide by, and what are the rules and regulations we implement? What are our business principles, business style, enterprise spirit, ethics and development goals? These problems must be kept in mind. Because this is our corporate culture. Everything has a causal relationship; No pains, no gains. Only with good obedience can there be good management. There is dedication, there is achievement. This is my little knowledge of corporate culture, almost smiling and generous.

question 3: how to do a good job in corporate culture and how to do a good job in corporate culture construction (I)

background information: I was fortunate to be invited to a Guangdong enterprise (a well-known brand in washing industry) for a two-day investigation with corporate culture as the theme. What we know in advance is that the enterprise has been doing a great job in corporate culture construction, and from the first moment we arrived at the enterprise and contacted the relevant personnel, we had doubts about its cultural effect. The following is an article compiled after the trip, based on the investigation of corporate culture construction and combined with the cases of contacting other enterprises. First, don't lightly promise

To attract excellent employees, enterprises must meet certain requirements put forward by employees, and even make certain commitments to employees for some future behaviors. However, what we need to remind enterprises is that you should never make a promise to your employees easily, because once this promise cannot be fulfilled, employees will doubt the personality of the enterprise. As you can imagine, the corporate culture and its construction on the basis of honesty cannot be reached between enterprises and employees, just like walking dead, which will only make employees feel tasteless, indifferent and even disgusted. For example, the employee satisfaction survey conducted by the human resources department of a chemical enterprise we have contacted shows that employees are highly satisfied with the enterprise. As a result, the company thinks that all employees feel the warmth of corporate culture. But in fact, what we learned through the grass-roots staff forum is that although enterprises advocate the culture of honesty and * * *, they don't care about the proposals of grass-roots staff at all, don't honor them, or the speed of improvement is too slow, and grass-roots staff are indifferent to such investigations, and even have a bored attitude. Even if employees have something to go to the human resources department, they always postpone it because they are busy. When we asked them why they didn't put their opinions into the suggestion box set up by the enterprise, the answer given by the employees shocked us greatly: we never saw them open the suggestion box, maybe they didn't open it at all because the locks were rusted.

we believe that even if we promise, we should treat them differently. For managers, you have made a promise to them. Even if they can't satisfy all the results they have achieved or achieved, they are not unable to understand and tolerate them because of their relatively high quality and understanding, and they also know the principle of putting the overall situation first. But for grassroots employees, they may not be able to make such expectations. Because they are very simple, and their feelings of love and hate are very clear. Therefore, if you don't keep your promise to them, or put them off, or hide something from them artificially, they will have the psychology of being cheated. After that, if you push anything, they will psychologically have suspicious and hostile knowledge and emotions, and every product of the enterprise needs them to handle. Many enterprises always attribute the unstable quality to the quality and sense of responsibility of employees. In fact, in the final analysis, there is something wrong with your culture (that is, communication with employees).

It doesn't mean that you can't talk to the grass-roots employees about big principles or theories, but it's very difficult for them to reach an agreement in this way, because few of them will understand this and don't care about it. What you need to do is to honor those promises that are not too high and difficult, or admit that you lied or that you didn't do it, so that they can at least have an honest understanding of you. Second, don't be hierarchical

Culture should be * * * of a group, so corporate culture should be consistent and equal to all employees. We don't want to talk about humanization, but artificially divide the employees of the enterprise into grades on the basic daily system construction that all employees of the enterprise should abide by. For example, it is divided into management and employees, which makes the corporate culture policies and systems enjoyed by the two levels different. There is no doubt that this will cause great psychological imbalance to the whole staff level, so as to seriously dispel their enthusiasm for work.

214 Examination for Practitioners to Guide Clinical Practitioners, Oral Practitioners and Chinese Medicine Practitioners

This phenomenon occurred in a foreign-funded iron and steel enterprise I contacted. The company has prepared 2 umbrellas for employees in front of the office building. At first glance, you find it very human and worthy of praise. Looking carefully, we can see that six of the 2 rain flashers have been labeled as "manager-level use" by the human resources department, and these six flashers are the ones that don't need to be folded, and the quality is also better than the other 14 flashers (all of which are very common) ... > >

question 4: how to effectively promote corporate culture? Three steps to implement corporate culture

1. Diagnosis of corporate culture

The method and principle of diagnosis are: gather the 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 out the people and events that can represent this idea after hearing the ideas. If most people can think of representative figures 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 say 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.

second, the refinement and design of corporate culture

the first step: first, let the enterprise find 1 people who participated in the whole process from entrepreneurship to development, and let each of them tell three stories. 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 who have just been in the enterprise for about a year, preferably college students, and tell them the sorted stories. Step 4: Concentrate the experts and relevant business leaders, 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 that reflect the spirit or idea, re-adapt the story, create literature on the premise of respecting history, and write the enterprise's own story that reflects the core words intensively.

iii. strengthening and training of corporate culture

first, all employees are trained in corporate culture. Secondly, establish and cultivate typical figures. Thirdly, the management system is formulated with the corporate culture concept and values as the guidance.

corporate culture construction methods

1. Morning meeting, evening meeting and summary meeting are to spend some time preaching the company's values before going to work and before leaving work every day. Summary meetings are monthly, quarterly and annual departmental and company-wide regular meetings, which should be fixed and become a part of the company's system and corporate culture. 2. Summary of ideas Summary of ideas is to regularly let employees compare their own behaviors according to the content of corporate culture and self-judge whether they have achieved the requirements of the enterprise and how to improve them. 3. Post a slogan to promote corporate culture. Write the core concepts of corporate culture as slogans and post them in a prominent position of the enterprise. 4. Establishing an advanced model sets up a visual behavior standard and concept sign for employees. Through typical employees, they can clearly understand "what is positive work", "what is active work", "what is professionalism", "what is cost concept" and "what is high efficiency", thus improving employees' behavior. These behaviors are difficult to describe quantitatively, and only concrete images can make employees fully understand them. 5, website construction website timely guidelines, ideas, cultural propaganda, corporate website construction expert rice culture CEO pointed out that looking for a professional website construction company related to corporate culture is more in line with and closer to the company's corporate culture. 6. Authoritative preaching Introducing external authority to preach is a good way to build corporate culture. 7. Visiting and studying abroad is also a good way to build corporate culture, which undoubtedly implies to the employees that the requirements put forward by the enterprise management authorities for employees are reasonable, because others have already done this, and we have not done this because we have not worked hard enough. We should improve our work and learn from others. 8. Stories Stories about enterprises are circulated within enterprises, which will play a role in building corporate culture. 9. The showroom of enterprise entrepreneurship and development history displays all items related to enterprise development. 9. Cultural and sports activities Cultural and sports activities refer to singing, dancing, sports competitions, National Day parties, New Year's parties, etc. In these activities, the values of corporate culture can be carried out throughout. 1. Introducing new people, new culture and new employees will inevitably bring some new cultures, and the integration of new culture and old culture will form another new culture. 11. Carry out mutual evaluation activities. Mutual evaluation activities are that employees evaluate their colleagues' working status in public according to the requirements of corporate culture, and also evaluate how they have done in public, and colleagues evaluate how they have done. Through mutual evaluation activities, they can clarify contradictions, eliminate differences, correct shortcomings, carry forward advantages, and distinguish between right and wrong, so as to achieve the optimization of working status. 12. The role model of leaders has a great influence on the formation of corporate culture. 　13......> >

question 5: talking about corporate culture' how to communicate corporate culture with customers is the way to operate, which is the consistent proposition of the new advantage company. Therefore, all aspects of enterprise management are the actual embodiment of enterprise culture. Therefore, how to communicate with customers is the concrete expression of the company's corporate culture.

question 6: how to talk about corporate culture training? first, sort out the three main contents of corporate culture, and then tell them to employees.

Three main contents of corporate culture: corporate mission, long-term goal and core values

Question 7: What kind of corporate culture does an enterprise need? Ma Yun said, "Being a business is the same as being a man, you must have faith." Ma Yun, the founder of Alibaba, said at the Chongqing Private Economy Development Forum on July 8, "Only confidence, faith and gratitude are the key driving forces for the survival of enterprises, and enterprises must learn to be grateful for yesterday and admire tomorrow."

as the founder of Alibaba and the first entrepreneur in Chinese mainland to appear on the cover of Forbes, an international authoritative financial magazine, Ma Yun is a leader in the field of e-commerce in China. His marketing ideas and business thinking have a great influence on today's entrepreneurial elites.

When talking about the future economic situation at this forum for the development of private enterprises, he said that people who do business should not talk about the economic situation, but only do their own thing. Ma Yun said, in fact, the crisis may never pass. I firmly believe this. We are either living in a crisis or on the way to a crisis. Because pain is always long-term, and happiness is short-lived. The process of running towards the goal is happy, and happiness is an experience.

Be grateful for yesterday, fear tomorrow, and create today

"Being a business is the same as being a man, you must have faith.