How to create an environment for corporate culture construction

the environment has a profound influence on the construction of corporate culture. When constructing corporate culture, we should pay attention to the construction of corporate culture construction environment. Generally speaking, we can comprehensively consider the influence of management behavior, incentive mechanism, assessment orientation and material edification. Creating an environmental atmosphere is the effective use of artistic expressions such as spatial layout, color and shape, not only by setting up various work and living facilities, physical objects, photo exhibitions, billboards, advertisements, slogans, etc., but also by using the subtle role of management. The environment of enterprise culture construction must be simple, generous and comfortable, giving people a sense of beauty. They are silent languages, reflecting certain cultural concepts and value orientations, and playing the role of rendering enterprise culture. First, management behavior will affect the value orientation of the enterprise. Carefully understand the cultural concept of management put forward by the enterprise and take it as the guiding ideology of daily management. In the process of management, it highly embodies the corporate cultural concept and implements the spirit of the concept. Improve the training mechanism, especially for new employees, and instill the management concept into employees, so that employees can deeply understand and consciously abide by it. Improve the reward and punishment mechanism, commend and reward advanced individuals and individuals who practice corporate values, and criticize and punish people and things that violate corporate values, thus playing a guiding role in employees' practice of corporate values. Managers should set an example, take the lead in setting an example, strive to make their own behavior a direct embodiment of corporate values, and influence employees with exemplary behavior. Second, to carry out various forms of incentive mechanisms, first of all, target incentive, enterprise goal is the core of enterprise cohesion, and target incentive is to let employees see the bright future of the enterprise and themselves, thus stimulating a strong sense of professionalism and mission. The key to goal motivation is to combine the goals of enterprises with the personal goals of employees. Secondly, work motivation, that is, the attraction of work itself, such as meaning, fun, creativity, challenge, sense of accomplishment and so on. Design on the career path to increase employees' satisfaction. Honor incentive, honor is a high evaluation of individuals or groups by people or organizations. Enterprises can stimulate employees to strive for progress by satisfying their sense of honor and respect. Thirdly, we should participate in incentives, respect and trust employees, fully communicate the actual situation of the enterprise with employees, let them participate in decision-making at different levels and to different degrees, and actively absorb their rational suggestions. Care for employees, strengthen emotional communication with employees, establish equal and cordial feelings with them, and let employees realize the care of leaders and the warmth of enterprises, thus inspiring the sense of responsibility as masters and the love for enterprises. Finally, training incentives, training has an incentive effect, which can meet the needs of employees, especially young employees, to learn knowledge. Through training, employees' ability to complete their goals can be improved, and conditions can be created for taking on greater responsibilities, more challenging work and being promoted to more important positions. Third, carry out the construction of corporate culture oriented by performance appraisal. As an organization, enterprises use their unique values to guide their strategic implementation, so as to achieve their work goals in scientific enterprises, technical support and comprehensive services. As individuals, employees act according to their basic beliefs and values when facing important moments in their work. Therefore, the activities of all departments and employees of an enterprise must be consistent with the values of the enterprise, so as to ensure that all the work activities of the departments and employees of the enterprise can support the realization of the enterprise goals. In order to turn values into a conscious behavior and successfully establish a strong corporate culture, human resources policy is the natural way to implement values within enterprises, among which the assessment of values is the key. However, it is not easy to incorporate values into the performance appraisal system. The evaluation of values is different from the general performance appraisal, and the evaluation indicators should be set up from reality. Fourth, let the construction of material environment and the construction of corporate culture be carried out simultaneously. The material environment of an enterprise refers to all the explicit substances existing in the enterprise and its people, as well as the sum of products and various material facilities created by its employees. They constitute the outermost layer of corporate culture-material culture, which mainly includes corporate working environment, employees' rest and entertainment environment and employees' cultural facilities. Material culture is a concrete reflection of employees' ideals, values and mental outlook, so although it is the outermost layer of corporate culture, it focuses on the external image of the enterprise in society and is the starting point of the overall evaluation of the enterprise by the society. When its performance is consistent with the core concept and values pursued by the enterprise, it is conducive to the implementation of corporate culture in the enterprise. When it hinders the core concept, it should be rectified and revised to make it conform to the overall cultural construction. V. Establishing a learning organization A learning organization can systematically and continuously combine learning and work to support the development of individuals, work teams and the whole organizational system. The main idea is that the way to cope with emergencies lies in learning, which is the basic law of competition for survival.