Construction enterprise culture construction?

The construction of corporate culture is very important. Architecture needs not only physical strength, but also brain power. Optimization of every detail can improve efficiency and project quality. Zhong Da Consulting will explain the construction of corporate culture for you.

Cultural construction of construction enterprises: integration of knowledge and practice.

The construction of construction enterprise culture runs through: let every employee know what the enterprise advocates, opposes, pursues, should and should not do.

Enterprise culture is the power source of enterprise development and the soft power of enterprise. At present, many construction enterprises lead the way with corporate culture, enhance their economic strength with cultural strength, and lay a solid foundation for sustainable development.

Cultural taste

Walking into Enterprise A, from the corridors and office walls, we found all kinds of powerful slogans such as "Unity and Hard Work", "Seeking Truth and Being Pragmatic" and "Striving for First Class" everywhere. But look at the employees' expressions. They lack essence, spirit and spirit. An employee told the author: the above only regards us as tools to complete tasks, and rarely understands, respects and cares about people. Leaders don't know what employees are thinking, and employees don't know what leaders are doing. Some grassroots workers even said, "The superiors are nobles, the employees are slaves, the assessment is regular, the work is day and night, overtime is unpaid, training is habitual, and the treatment is minimal." Corporate culture has become a "vase" and decoration.

In Enterprise B, this enterprise is implementing the "Ten Warm Heart Projects", one of which is that the enterprise tries its best to solve the housing problem of 2,000 households for employees in the form of group purchase. However, due to the disconnection of subordinate units in registration and payment, there are 100 sets of small apartments. In the face of sharp criticism from employees, the general manager of the enterprise said emotionally at a team meeting: "Employees work in other places and are exposed to the sun all the year round. We must not let them down! " To this end, the leaders have made many investigations among the employees and come up with a fully demonstrated modification plan. In order to meet the workers' demand for small-sized housing, the secretary of the Party Committee of the enterprise visited the mayor's office, the Land and Resources Bureau and the Municipal Construction Committee for many times, and repeatedly explained patiently, so that the problem of 100 small-sized housing construction was finally solved satisfactorily. At the mass appraisal meeting, 76 representatives from the grassroots voted for this team, with an average satisfaction rate of over 98%.

Why are the employees in the enterprise indifferent? The reason is that the basic work of corporate culture construction is not solid and has not formed a brand-new mental outlook. B the minister of corporate propaganda told the author: "If we don't solve practical problems for employees, corporate culture may become a' moon in the water, a flower in the mirror'." According to him, the "honesty culture" implemented by enterprise B for 10 was accepted by employees because leading cadres kept their promises and did practical things and good things for employees. The enterprise will implement the principle of "creating character first, recreating fine products" to everyone in the front line and every working procedure. By vigorously creating a "honest" living environment, the "advanced list of personal integrity" and "excellent list of engineering quality" have been established in various engineering project departments. Everyone is moving towards the goals of "I am the corporate image and I represent the quality of the enterprise" and "being an honest employee and building a quality project", so that the turnover income of the enterprise will increase year by year.

Cultural characteristics

To build an excellent corporate culture, we must accurately grasp the characteristics of construction enterprises.

In terms of layout, construction enterprises have the characteristics of scattered teams, many project sites, wide operation area, long construction front, large personnel flow and large management span. In operation, the construction period is tight, there are many cross-operations, and each process is cumbersome and difficult to manage. At work, the operation time is long, the labor intensity is high, there are many aerial operations, and the risk factor is high. In life, workers are far away from their families and bases, and they frequently move outside all the year round. The summer sun is like fire, the winter is cold, and life is monotonous. Therefore, they need understanding, respect and care most.

The core of corporate culture is people-oriented. If you leave people first, the corporate culture will be passive, rootless and rootless. The purpose of people-oriented is to form a state, a spirit and a powerful force for sublimation. The ultimate goal of corporate culture construction is to make employees feel the value through happy work, so as to gather strength and improve efficiency and effectiveness. Therefore, if an enterprise wants to develop continuously, it must rely on its employees and do everything for them. Only in this way can corporate culture become sunshine, air and water for employees. Otherwise, employees will not treat the enterprise sincerely.

Corporate culture should be simple, practical and operable, and should be easy for employees to know, remember and use, and reflect their own characteristics. The orientation of corporate culture should be an enterprise management concept with people as the core, enterprise spirit as the foundation, quality as the life, safety as the guarantee and efficiency optimization as the goal.

Corporate culture should have quality. It is necessary to create "integrity" first, and then create the "quality" of the project as the main line, open the market, and let enterprises make money on the right road.

Human life is more important than anything else, but in order to catch up with the construction period, safety culture is often "shouting is important, busy is secondary", which leads to safety accidents from time to time. Different construction teams in the construction site cross-operate, and employees face too many uncertain factors every day, and all kinds of risks are unpredictable. Any management oversight may lead to major safety accidents. Therefore, construction enterprises should put the personal safety of employees in the first place, and seamlessly connect the safety processes to achieve the goal of "not hurting themselves, not hurting others, not hurting others".

Close to reality

At present, although many large and medium-sized construction enterprises have printed exquisite cultural manuals, they have not received the expected results in promoting corporate culture construction because of ignoring the characteristics of enterprises.

Corporate culture is the unity of "knowledge" and "action", which requires not only correct theory but also practical practice. It is at the level of "travel" that some construction enterprises stay in the superficial forms such as posting slogans, running newspapers and periodicals, publishing picture books, building websites, distributing manuals, holding exhibition boards and giving speeches. Appearance propaganda is gorgeous, fashionable, enthusiastic and loud, but it does not pay attention to the implementation of corporate culture at the grassroots level. There is a phenomenon that only the superficial appearance is paid attention to and the substantive connotation is ignored. This kind of corporate culture without foundation only stays at the stage of "slogan slogan", and it will also play the role of propaganda and packaging, so it will not have obvious effects.

Some construction enterprises have a superficial and one-sided understanding of the connotation, function and significance of corporate culture, and have summed up a set of business philosophy or entrepreneurial spirit in the case of being divorced from reality. Because the ideas of leaders are far from those of employees, they can't be recognized by employees at all, making corporate culture work a castle in the air. Corporate culture is not a simple thought or artificial word, nor is it a forced connection between superiors and subordinates, but its profound connotation permeates all activities of enterprises.

Some leaders of construction enterprises have made clear the theory of corporate culture and the importance and necessity of corporate culture construction, but they are out of touch and lack specific measures to implement it, so that their cultural construction is only planned at a few management levels, without considering the implementation measures, even without budget, organization and assessment, and without really mobilizing the active participation of grassroots employees, which leads to employees' difficulty in recognizing and enthusiasm.

Corporate culture construction is not achieved overnight. However, some enterprises sent people out to learn advanced corporate culture experience, but they did not systematically absorb and digest it after returning, and did not really understand the connotation of corporate culture. They make enterprise plans only by feeling, put ideological and political work, spiritual civilization construction, democratic management, cultural and sports activities and other work contents into the "basket" of enterprise culture, and confuse the concepts of "purpose", "spirit", "idea", "norm" and "style" with each other.

Some construction enterprises have made great efforts in the construction of corporate culture, from putting forward and refining to the formulation of manuals and schemes. Its core values, enterprise spirit, enterprise mission, enterprise style, etc. Form a "cultural system", hold a mobilization meeting, and arrange implementation at different levels. However, because some decision-makers in enterprises think that enterprises are "profitable economic organizations" and profit maximization is their eternal goal, the construction of corporate culture is "important to shout, secondary to do, not busy", and its execution is greatly reduced, or even impossible to carry out.

Some construction enterprises do not bring corporate culture into the management category, and often avoid many problems in management. Although they sing the high-profile of advanced culture, they have no rules and regulations and are not connected with important links such as strategic management, operation management, construction management and process management. This phenomenon of "two skins" between culture and management makes the construction of enterprise culture lose its practical significance. It can be seen that cultural "software" depends on "management" hardware for support and guarantee, which is bound to be related to the operation of rules and regulations.

In short, cultural taste, cultural characteristics and cultural practice all need to proceed from reality, and all need the extensive participation and support of the workers and staff. This is the key for the cultural seeds of construction enterprises to take root and sprout. Therefore, as long as we grasp the key, explore persistently, develop in a down-to-earth manner, and create conditions to select and process step by step, we can form a unique corporate culture, constantly enhance the soft power of enterprises, and reach the other side of advanced "corporate culture".

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