How to carry out the construction of spiritual civilization in non-public enterprises

Corporate culture is the embodiment of the comprehensive strength of an enterprise, a reflection of the degree of civilization of an enterprise, and the source of the transformation of intellectual productivity into material productivity. Facing new situations, new tasks, new opportunities, and new challenges, if we want to win in the fierce market competition, make the enterprise bigger and stronger, and achieve leap-forward development of the enterprise, we must establish the concept of "managing the enterprise with culture" , the concept of "building an enterprise through culture", actively promotes the strategy of strengthening the enterprise through culture, strives to use advanced corporate culture to promote the reform and development of the enterprise, improve the innovation, image and core competitiveness of the enterprise, and create a "vibrant enterprise and valuable products" The development environment of "fame, leaders with integrity, and employees with morale" provides inexhaustible power for the company to achieve its strategic goals of leap-forward development, and this implementation plan is specially formulated.

1. General idea

In order to improve the level of corporate management and the quality of the workforce, complete the company's strategic development planning goals, and explore a corporate culture construction idea that is consistent with the actual situation of the company, At the same time, it conforms to the requirements and process of building a modern enterprise system, which is mainly reflected in the construction of four major parts: spiritual culture, institutional culture, behavioral culture and material culture. The so-called spiritual culture is to shape the "soul" of the enterprise, explore and promote the connotation of the enterprise spirit, and form a set of values ??and concepts that all employees can abide by; institutional culture is to establish a standardized and complete institutional system and scientific and effective assessment System, strengthen the level of institutional construction, guide enterprise development into a scientific management track, thereby improving the standardization and scientificity of enterprise management; behavioral culture means vigorously promoting behavioral management standards, making employees' behaviors standardized, and formulating and improving the "Employee "Manual", and promote the implementation, promote the distinctive "Moral Style"; material culture, implement the CIS (Corporate Identification System) strategy, and use the means of material image construction to create an overall cultural atmosphere of the enterprise and enhance the overall image of the enterprise. Strive to form an atmosphere in one year, see results in two years, and see practical results in three years.

2. Guiding ideology

Adhere to the "people-oriented" management philosophy, actively explore new rules for corporate culture construction under the current situation, and build a culture that meets the needs of the times and the needs of modern corporate systems. system, in order to enhance the company's core competitiveness, improve corporate economic and social benefits, and create a good cultural atmosphere and a strong source of strength.

3. Construction Principles

1. The "people-oriented" principle

Treat employees as the main objects of management and the most important resources of the enterprise, and the corporate culture model We must always be people-centered and fully reflect the ideological and cultural awareness of employees. Only through the active participation of all employees in the company and their creative spirit can the company have vitality and the company's corporate culture develop healthily. On the one hand, it emphasizes the management of people and organically integrates the emphasis on "people" into the pursuit of corporate goals; on the other hand, it emphasizes that employees are not only the main body of the company, but also the owners of the company. The company must respect and understand employees to unite people, stimulate enthusiasm, develop potential, greatly mobilize the enthusiasm and creativity of all employees, and make the management of the enterprise more scientific and cohesive. Correctly handle the relationship between corporate leaders' advocacy and employees' active participation, ensure that employees participate in every link, and every policy is recognized by employees, forming a situation of full participation and mutual integration from beginning to end, and ultimately realizing the value of employees themselves The organic unity of the sublimation and vigorous development of the enterprise, and the organic unity of maintaining and increasing the value of enterprise assets and the all-round development of employees.

2. The principle of emphasis on practical results

In line with the current actual situation of the enterprise and its positioning, everything should be based on reality, without formalism, and formulate practical plans with the help of necessary carriers , establish and gradually improve a standardized internal management and control system and an effective incentive and restraint mechanism. We should adopt a scientific attitude, seek truth from facts, carry out cultural shaping, highlight the key points, and advance steadily.

3. The principle of systematic operation and emphasis on leadership

Corporate culture construction is a strategic and long-term work. It is a huge and complex project and is impossible. To achieve success in one go, we must adhere to the concept of “fighting a protracted war”. In the process of corporate culture construction, it is necessary to use the method of system theory to make an overall design, advance it step by step, and implement it hierarchically. Clarify the overall goals and phased goals, and carry out specific operations and construction according to the goals. Leading cadres take the lead, not only in terms of ideas, but more importantly, in transforming leading ideas into the company's ideas, mechanisms, and rules.

In the process of building corporate culture, management must be advanced, in-depth, take the lead, be innovative and make achievements. Clarify their role positioning, assume their due responsibilities, concentrate the wisdom of every employee, mobilize their enthusiasm and creativity, and devote all employees to the construction of corporate culture.

4. The principle of highlighting characteristics and pursuing excellence

The key to building corporate culture is to highlight the distinctive personality of the company and pursue distinctive features, advantages and differences. During the construction process, we must pay attention to excavation and refinement based on the actual situation of the enterprise, sort out the cultural connotation with the distinctive characteristics of the enterprise, and follow the path of corporate culture construction with "moral and high" characteristics. At the same time, we must reflect the advanced level of the times, and let all employees appreciate our corporate culture model, so as to resonate with the company in this advanced and outstanding corporate culture. Everyone pursues excellence and creates outstanding performance. However, we must not be satisfied with the status quo and stand still. We must always persist in the pursuit of excellence. Exciting goals appear one after another. We are never satisfied and constantly pursue perfection and first, thus promoting the continuous and healthy development of corporate culture. This also reflects the idea of ??firmly establishing a scientific outlook on development and advancing with the times.

IV. Implementation goals

1. Planning goals

Long-term goals: According to the overall development strategy of the enterprise, follow a planned, step-by-step, from shallow to deep, A set of scientific and complete corporate culture construction system has been established through procedures from the outside to the inside. Starting from the four aspects of spirit, behavior, system and material, we will comprehensively promote and operate systematically to build a practical and easy-to-operate corporate culture construction system, which will be incorporated into the overall development strategic goals of the enterprise and become an important part of the overall corporate planning.

Mid-term goals: two-year plan outline

(1) The corporate philosophy (corporate purpose, corporate vision, business philosophy, corporate strategy, etc.) with the characteristics of the company is deeply rooted in the hearts of all employees. Be familiar with the corporate philosophy and be able to consciously practice it in specific actions.

(2) Form the core concept system of the enterprise and insist on taking the concept as the starting point, focus and foothold of all actions.

(3) Build a learning system, form a standardized learning system and consciously practice it, learn from and apply advanced management models and theories, learn and absorb advanced science and technology and industry operating techniques, and improve all employees, especially It is the overall quality of management.

(4) The visibility, credibility and reputation of the company should be further improved. The recognition of the corporate logo and corporate brand image within the company and the same industry must reach 100%, and the recognition of corporate customers must be To achieve more than 95%.

(5) All employees should be familiar with and consciously practice corporate image standards, manager image standards, and employee image standards, and their compliance with behavioral norms should reach more than 99%.

(6) The enterprise’s visual recognition system, concept recognition system and behavior recognition system should be standardized, programmed and personalized.

(7) Reach the standard of corporate culture construction demonstration base within a certain geographical scope.

Two-year work focus

2011: Form a complete "Employee Handbook", gradually implement the construction of system standards, summarize and refine the connotation of corporate spiritual culture. The company's visual identity system standardization work has been completed, and employees' behavioral standards have achieved initial results. The core concepts of the company are recognized by more than 90% within the company, and the learning system is well established and skillfully operated.

2012: Integrate and improve the corporate culture system to form a mature corporate culture management system. Further enhance the company's visibility and reputation, create a good corporate image, and reach regional corporate culture construction demonstration standards.

Short-term goal: one-year action plan

Highlight the shaping of corporate core values ??and unify three systems - the corporate philosophy identification system with corporate spirit as the core, and the corporate logo as the core The core visual identification system and the behavioral identification system with employee image as the core introduce the CIS concept and organize its implementation and gradually standardize it. Focus on institutional culture, material culture and spiritual culture, establish a cultural system with high moral character, meet the development needs of the times, and adapt to the requirements of modern enterprise systems, shape a good corporate image, and promote the healthy and sustainable development of enterprises.

Extend from perceptual culture to pear-shaped culture, from intangible culture to tangible resources, and from management culture to cultural management, comprehensively optimize the corporate image, product image and employee team image, make the enterprise bigger and stronger, and strive to create new competitive advantages for the enterprise. Achieve continuous enhancement of enterprise management efficiency and continuous improvement of economic benefits.

V. Specific measures

(1) Implement and publicize the corporate philosophy, so that the corporate purpose, vision, strategy, talent concept, business philosophy, code of conduct and action slogans are deeply rooted in the hearts of the people and become the The majority of employees accept and recognize the concept of corporate spirit as the core, and improve the centripetal force and cohesion of employees.

(2) Formulate and improve the "Employee Handbook", issue it and organize all employees to study and implement it in depth, so that all work can be followed by rules, accountability and responsibility-sharing management are implemented, the system is strict, and Through comprehensive assessment, we improve management level and let the system become the carrier of culture, so that employees can gradually complete the ideological sublimation from "I am asked to comply" to "I want to comply", and realize the transformation from "I am asked to do" to "I want to do it" in action. "do" the leap. In order to achieve truly good results, you can organize "Employee Handbook" knowledge contests, prize-winning quizzes, etc. after learning and training.

(3) Promote the VI identification system as a whole, hang corporate concept promotion signs in the office area and dormitory area; set up nameplates with the company name in the office area; office supplies, image promotional materials, conference and reception supplies, Printed documents, electronic magazines, envelopes, conference table signs, slogans, video boards, work clothes, sun hats, including disposable paper cups for daily drinking water, etc. must all bear the corporate logo and be strictly supervised.

(4) Do a good job in the construction of corporate publicity boards, employee activity centers, corporate newspapers, reading rooms and other cultural carriers and positions to form a strong atmosphere for corporate culture construction.

(5) Create internal corporate publications to further promote corporate culture, establish a positive image of the company, enhance employees' sense of belonging, and promote the sustainable and healthy development of corporate culture construction. Reward outstanding employees in all departments to increase employees' enthusiasm for participation and create a positive atmosphere.

(6) Organize management personnel to carry out large-scale discussion activities to discuss the question: Why does the company unite people's hearts? Use this opportunity to solicit input from all sides and avoid relying solely on position and money as the sole way to reward employees.

(7) Advocate an execution culture without any excuses, achieve the rigidity of work goals, establish the concept of "must execute, immediate execution, and in-depth execution", so as to be loyal to the enterprise, act resolutely, pay attention to the process, and obey overall situation.

(8) Advocate the culture of family affection, realize humanized management of the enterprise, find ways to solve problems for employees, adjust the working hours of married employees, establish employee birthday files, formulate and improve the "Interim Regulations on Employee Condolences", and treat employees Regarding family weddings, weddings, illnesses, hospitalizations, children's studies, etc., we must conscientiously implement the regulations so that employees can feel the warmth of the corporate family.

(9) Standardize the daily behavior of employees, pay attention to etiquette, improve employee taste, promote civilized language and be polite to others. You can invite some professionals in this field to give "Lectures on Modern Etiquette Common Sense" to promote all employees to do so. "Understand etiquette, know etiquette, use etiquette, and be good at etiquette."

(10) Give full play to the role of the party organization in the process of corporate culture construction, and correctly handle the relationship between corporate culture construction and employees' ideological and political work, spiritual civilization construction and daily management of the enterprise. Carry out ideological and political work and spiritual civilization construction work as soon as possible through the enterprise party branch. Make use of your own advantages in corporate public opinion to establish correct public opinion guidance and fundamentally change employees' thinking.

(11) Organize and carry out various skills competitions and cultural and entertainment activities that meet the needs of the company's work, such as marketing strategy competitions, employee tug-of-war competitions, employee social evenings, etc., New Year's Day and outstanding employee awards evenings, etc., and Follow up after the activity so that the activity can achieve real results in terms of promoting employee relations and improving employee work enthusiasm.

(12) Establish a corporate culture construction leading group to strengthen leadership. Leaders of each department of the company serve as the main responsible persons to enhance the appeal. It also helps to steer the construction of corporate culture according to the overall strategy of the company. , plays a guiding role.

Corporate culture construction is an important, long-term strategic task. We must persevere and persevere to achieve results. In the process of formulating various specific implementation plans, we must be practical and feasible. We are so high-spirited that we can’t just do it half-heartedly.

The leading group must strictly implement each plan, supervise and inspect in a timely manner, conduct timely evaluation and guidance on various activities carried out, and complete various work processes according to stages. At the same time, the implementation plan of corporate culture is open, and its specific content needs to be adjusted in time as the external environment and changes in the implementation process, and continuously developed and improved, so as to truly keep pace with the times, pioneer and innovate, and Firmly establish the scientific outlook on development and form a corporate culture with Degao characteristics.