Reflections on corporate culture

Reflections on corporate culture (generally 6 articles)

After reading a book, everyone must have new insights and views on life, and then it is necessary to write My thoughts after reading this article! Don’t think that you can just deal with it casually. Here are the reflections on corporate culture that I have compiled for you (generally 6 articles). You are welcome to share them.

Thoughts on corporate culture 1

I believe that we must first adhere to "people-oriented" and create a learning corporate culture.

First, we need to optimize the employment mechanism. Competition in the 21st century is ultimately a competition for talents. Whoever is good at managing talents will be the final winner. Therefore, our credit cooperatives must reform the employment mechanism, truly "promote the capable, let the mediocre, and demote the mediocre" and establish a "merit-based" employment culture;

The second is to establish a scientific and reasonable incentive mechanism . Only by establishing a scientific and reasonable incentive mechanism and objectively and fairly evaluating the value creativity of employees can we fully mobilize the enthusiasm and creativity of all employees to participate in corporate activities; third, we must create a clear, specific, and powerful cohesive goal value-oriented mechanism, Guide the will and behavior of Xinhe employees in the same direction and goal, so that everyone can think in one place, use their energy in one place, and use their strength in one place, so that employees can have the same language, and * A common sense of honor and disgrace, * A common sense of responsibility, thereby enhancing the cohesion and centripetal force of the credit union, enhancing the employees' sense of mission and belonging, thereby continuously improving the credit union's management level and economic benefits, and creating a new rural credit union brand.

Secondly, we should focus on service and innovation and strengthen our business philosophy with our own characteristics. First, an excellent corporate culture must have a distinctive personality. For example, the service philosophy of Haier Group is "the customer is always right." In other words, there is nothing wrong with customer needs, so companies must always innovate to meet customer needs, so that companies can maintain strong vitality.

As a credit cooperative serving "agriculture, rural areas and farmers", it is necessary to focus on the word "agriculture", put the interests of farmers first, constantly innovate service methods, and continue to introduce "small credit loans" and New financial products such as "Farmer Joint Guarantee Loans" are designed to meet farmers' needs for financial services, thereby cultivating their own customer market and golden customer base; the second is to standardize service behavior and service quality.

We must establish the awareness of "survive by quality and develop by service", implement "one-stop" service, "promise limited time" service and "one-stop" service to customers, and continuously strengthen and extend it. Service culture radius, serve with a smile, spread civilized services in the streets and alleys, warm thousands of households, so that farmers can get real convenience and benefits; thirdly, create "credit users, credit villages, credit townships (towns)" as the carrier , create a social atmosphere in which "it is honorable to be creditworthy, and it is shameful not to be creditworthy", and further deepen the relationship between credit cooperatives and farmers, thereby achieving a win-win situation for society and farmers.

Finally, we must focus on the overall situation, start with small things, and promote the construction of corporate culture steadily and harmoniously. Our purpose of strengthening the construction of corporate culture is to form an elite team to shape the corporate culture in the credit cooperative, cultivate excellent employees with corporate culture, create a management brand with excellent employees, promote scale development with management brand, pursue corporate benefits with scale development, and use enterprise A good corporate culture that brings together outstanding talents.

However, the corporate culture construction of our credit union is a step-by-step and gradual upgrade process. Only when the foundation is well established can we move forward step by step. We cannot rush it, let alone "there is not enough rice to make up for it." ” idea, we should start from scratch, from a bright spot, a window, and a greeting to be committed to the promotion of the credit union’s service purposes, values, and cultural ethics. Once a true Xinhe culture is nurtured, our credit union will The joint cause will

ride thousands of miles of wind and waves and become a ship that can withstand the wind and waves and move forward bravely.

After-reading thoughts on corporate culture 2

The new corporate culture has been announced. As a newcomer to the Internet, I have a clearer understanding of the company's positioning, goals, direction and development ideas. One person cannot create culture, and one thing cannot form culture. Internet culture cares about everyone and everything. While learning the corporate culture, I also had some impressions of the management and team.

But in actual work, there are also some practices that are not in line with the spirit of corporate culture. I would like to share my views here.

Regarding the issue of inter-departmental coordination.

Our customer service department often comes into contact with the operations management, finance, and qualification groups. I found that in the coordination work of the department, we often encounter the person in charge with a bad attitude, slow speed, complex and changeable processes, and siled work. Such situations lead to an invisible wall between different departments. For example, once again, when a customer had to apply for a renewal at short notice, I went to the finance department to issue an invoice, but the prerequisite for invoicing was that the order had been reviewed. The finance department of the customer's head office would report the promotion fee once a month. If I missed it, it would be until the next month. When the communication on hi failed, I went to the transportation management department to explain the situation, but they said that I went up to them every time to urge the order, which I didn't understand.

It is recommended to establish an emergency mechanism and include such situations in the emergency process to protect the interests of customers. Cross-department work is normal, but if communication barriers are not broken it will affect the efficiency and operating speed of the entire company.

Regarding the issue of defining the scope of job responsibilities.

Last time at the company’s customer appreciation meeting, one of my customers agreed to renew the fee at the venue to receive gifts, and the renewal contract was signed at that time. I took the contract to the finance department and applied for gifts, but the finance department insisted that the amount of my contract was written on by myself temporarily and it didn't look real. They refused to give me gifts, which made me passive at work. It took a lot of trouble to solve the problem. I think the job responsibility of finance is to confirm the contract immediately after seeing it. If the contract is false, I should bear the consequences. If I handed over the contract and he didn't confirm it, it means he didn't understand his job responsibilities.

It is recommended that the company clarify the scope of responsibilities of each position. Employees on the job should know exactly what they should do and should not use their own subjective judgment to affect the normal work of each department.

About the continuity and stability of company policies.

The company’s renewal gift policy is often interrupted without reason, or the gift levels are changed. Gifts are an effective way for our customer service to improve customer relations, and some customers value them very much. We often confirm gifts with customers before renewal, but the policy changes after the customer completes the payment, and it is difficult for us to explain to the customer. On the one hand, it affects the image of customer service in the minds of customers, and on the other hand, it also hinders our work progress.

It is recommended to enhance the stability and continuity of company policies and fully demonstrate them. Orders are changed day after day, making it difficult for front-line personnel to correctly understand and implement them. It will not only fail to achieve the set goals, but will also affect the company's external image.

A new corporate culture has been released, which requires all employees of the company to study deeply, understand deeply, and practice the requirements of corporate culture in their daily work. The blueprint has been drawn and the trumpet has been blown. I will improve and contribute more in the company's new development trend! Thoughts after reading Corporate Culture 3

When I finished reading the "Corporate Culture Declaration Manual", I was shocked at first! This measure represents the company's concept of becoming bigger and stronger. Corporate culture is the soul of an enterprise, the foundation for its survival, the way for it to stand, and the competitiveness on which it depends for its survival and development; it is the image displayed to the outside world, and also reflects the cohesion of the enterprise, its sustainable development capabilities, and Responsibility to society, etc. Building corporate culture is a long-term strategic task and an unshirkable responsibility for all employees. The moment I received the "Corporate Culture Manual", I was very happy. I flipped through the contents of the manual and saw the company's development status, the interpretation of the logo, the origin of the name, a clear understanding of the company's development planning, and the core content of the company's corporate culture.

From it, I learned about the company’s development history and current situation, and also learned about the struggle of corporate leaders in the past years. He overcame difficulties with his intelligence and wisdom, broke through difficulties with persistence of ideas, and shouldered social responsibilities with a sense of responsibility. Family responsibilities, repaying the country and society with gratitude, and achieving work honors and achievements with firm will and self-confidence. His fighting spirit is worth learning and emulating. At the same time, in the core content of corporate culture, I can see the company's responsibility to society and employees, the management philosophy of running an enterprise with ethics, the spirit of people-oriented service and dedication, and creating *** and winning *** with *** We share the core values ????to create customer value, promote employee development, and promote social harmony and progress, and use the entrepreneurial spirit of united hard work, perseverance, pragmatism, innovation, and the courage to strive for excellence to encourage us to do a good job in corporate development planning and complete the work. The goal of corporate reform and development; at the same time, we build the company's brand image with the business philosophy of being pragmatic, honest and win-win, and unite, respect and develop people with fair and just social ethics.

After studying the corporate culture manual, I understood that corporate culture is a unique culture with values ??as the core formed by the company in its own development process. It relies on the power of culture to unite people's hearts to realize employees' self-worth. , stimulate employees' enthusiasm and self-motivation, clarify their own development goals, and enhance their awareness of self-management responsibility. Only when employees go far can the company go further, which is an intangible force that enhances the competitiveness of the company. The main content of the core concept of company culture includes corporate philosophy, corporate vision, corporate spirit, corporate ethics, values, business philosophy and purpose, as well as the ethical code of conduct that corporate employees must abide by, etc. This is a systematic management project and is by no means A slogan or a slogan, but a process of practice and recognition. Therefore, the company must lead the team with a deeply rooted corporate spirit, common values ????and advanced corporate culture, unite employees, and form a harmonious atmosphere in which employees and the company can progress together regardless of honor or disgrace. I think this should be the company's The fundamental purpose of spiritual and cultural construction.

The core concept of corporate culture is the soul of corporate culture and the source of power for the company's survival and development. It has clearly announced the company's goals and direction, important responsibilities, existential values ??and cultural construction, indicating its service spirit and sense of responsibility to society. We must integrate the core concepts of corporate culture and the responsibilities we assume, and convey this value concept to All employees of the company have become the guidelines that employees must follow at work. Therefore, we must follow the company's core concepts of corporate culture and integrate the company's corporate culture into our daily work, shape the corporate brand, improve the company's soft power, core competitiveness and social influence, and contribute to accelerating corporate development. . Thoughts after reading "Corporate Culture" 4

When I finished reading "Corporate Culture", I was shocked at first! This move represents the company's philosophy of becoming bigger and stronger. Corporate culture is the soul of an enterprise, the foundation for its survival, the way for it to stand, and the competitiveness on which it depends for its survival and development;

It is the image displayed to the outside world and also reflects the cohesion of the enterprise. Sustainable development capabilities, and social responsibility, etc. Building corporate culture is a long-term strategic task and an unshirkable responsibility for all employees.

When I received the "Corporate Culture", I was very happy. I read through the contents of the manual and saw the company's development status, the interpretation of the logo, the origin of the name, the company's development planning, and the company's corporate culture. Cultural core content, etc. From it, I learned about the company's development history and current situation, and learned about the struggle of corporate leaders in the past years. He overcame difficulties with his intelligence and wisdom, broke through difficulties with his persistence in ideas, shouldered social and family responsibilities with a sense of responsibility, and returned with gratitude. The country and society have achieved work honors and achievements with firm will and self-confidence. Their fighting spirit is worth learning and emulating.

At the same time, in the core content of corporate culture, I can see the company's responsibility to society and employees, the management philosophy of running the enterprise with ethics, the spirit of people-oriented service and dedication, and the spirit of innovation and excellence. ***Win*** shares the core values ??to create customer value, promote employee development, and promote social harmony and progress.

And with the entrepreneurial spirit of united hard work, perseverance, pragmatism and innovation, and the courage to strive for the first place, we are encouraged to do a good job in corporate development planning and complete the goals of corporate reform and development; at the same time, we must be steady, pragmatic, and honest. Win-win business philosophy, build the company's brand image, and unite people, respect people, and develop people with fair and just social ethics.

After studying the corporate culture manual, I understood that corporate culture is a unique culture with values ??as the core formed by the company in its own development process. It relies on the power of culture to unite people's hearts to realize employees' self-worth. , stimulate employees' enthusiasm and self-motivation, clarify their own development goals, and enhance their sense of self-management responsibility. Only when employees go far can the company go further.

The intangible force that enhances the competitiveness of enterprises. The main content of the core concept of company culture includes corporate philosophy, corporate vision, corporate spirit, corporate ethics, values, business philosophy and purpose, as well as the ethical code of conduct that corporate employees must abide by.

This is a system management project, not a slogan or a slogan, but a process of practice and recognition. Therefore, the company must lead the team with a deeply rooted corporate spirit, common values ????and advanced corporate culture, unite employees, and form a harmonious atmosphere in which employees and the company can progress together regardless of honor or disgrace. I think this should be the company's The fundamental purpose of spiritual and cultural construction.

The core concept of company culture is the soul of corporate culture and the source of power for the company's survival and development. It has clearly announced the company's goals and direction, important responsibilities, existential values ??and cultural construction, indicating its service spirit and sense of responsibility to society. We must integrate the core concepts of corporate culture and the responsibilities we assume, and convey this value concept to All employees of the company.

Become a guideline that employees must follow at work. Therefore, we must follow the company's core concepts of corporate culture and integrate the company's corporate culture into our daily work, shape the corporate brand, improve the company's soft power, core competitiveness and social influence, and contribute to accelerating corporate development. . After-reading thoughts on corporate culture 5

Corporate culture is an intangible asset, and it is the most important intangible asset. It is more important than tangible assets or brand and other intangible assets. Corporate culture is an investment, and it is an important long-term investment. It is an investment with huge returns. However, if it is not used properly or constructed improperly, assets will turn into liabilities and investment will turn into costs. Under the pressure of liabilities and costs, enterprises will survive or even go bankrupt. The sun god set, the giant fell, three trees withered... There are numerous cases of going from unknown to famous and then disappearing, telling such stories all the time.

In many articles and books about corporate culture, we can often see at the same time what is the root of corporate culture, what is the soul, foundation and core of corporate culture, etc., which makes people feel confused. In the fog; other classifications of corporate culture such as "corporate culture is entrepreneur (boss) culture", "innovation is imitation", "corporate culture cannot be built" and "tough guy type", "system type", etc., are not All in all, it’s breathtaking. The reason for the emergence of many problems in corporate culture, in addition to the reasons of the enterprise itself, a lot of "credit" should be attributed to the theoretical circles' understanding and advocacy of corporate culture in various ways, and to the efforts of those senior participants in the construction of corporate culture. "Insights and insights."

For a long time, most of the people who "research" corporate culture in China have never been in business. They have read some books, visited several companies for research, piled up some messy theories, and combined corporate spirit and corporate ethics. , corporate philosophy, corporate purpose and almost all-inclusive concepts, will you become an expert in corporate culture? If you look at the books on corporate culture on the market, there are thousands of them with the same content: yours is the same as mine, and the current one is the same as the one ten years ago. Regarding this phenomenon, I summarize it as a "reflection after reading" corporate culture and a "reflection after viewing" corporate culture. In addition, there is also a "completely based on self-feeling" corporate culture. Now, let's see what they look like.

"Post-reading" corporate culture

Most of these corporate culture commentators are scholars. They like to read books and have plenty of time. They have strong logical reasoning skills and rich association skills. Through their own induction, analysis and summary, they transform the knowledge in books into their own understanding and form their own corporate culture theory. . Their most obvious feature is that they have many concepts and keep up with the trends of the times. They know exactly what new ideas have emerged abroad and what new opinions are popular in China. Maybe some ideas were initiated and promoted by them. So, you find that the same person advocated the pursuit of excellence last year and built a lasting business this year, but recently he emphasized implementation. You don’t know what he will preach next. But if you ask about the connection between their views and their understanding of the internal logical relationships of the corporate culture system, there is no answer.

They believe that corporate culture is the corporate spirit or corporate values, or the core philosophy or behavioral norms of the company, etc. In fact, corporate culture covers all the thoughts and behaviors of the company and its people. It is the value concept that the company and its people believe in and put into practice. It is a set of values ??that all team members share and pass on to new members. **Same vision, mission and way of thinking. It represents the widely accepted way of thinking, ethics and behavior in an organization.

"After-view" corporate culture

Most of these corporate culture commentators are people who have seen the world, and some have visited world-renowned large companies. Some have worked in famous domestic companies. Therefore, in their eyes, corporate culture has become a list of specific corporate cases, corporate culture is the company's practices, and the innovation of corporate culture has become the imitation of corporate culture. They also have some ideas and concepts, but these are mostly derived from specific corporate cases, and the backs of familiar companies can be found in them. GE's one voice, HP's way, Haier's services, Changhong's national spirit, etc., have become totems of corporate culture in their eyes, and have also become their unique weapons.

When they meet those who don’t know, they will show off their experiences and scare people; when they meet those who know, they will quote the practices of one company after another to show that they are knowledgeable and well-informed. If you ask one or two more questions and make some counter-questions, you will show that you are "failed to make plans". But if you ask them about the level, core, and conduction of corporate culture, they will be at a loss and just think about it.

For this type of people, in the construction of corporate culture, there are many slogans and forms but little subjective spirit. They float on the level of image and cannot sink. Although they do not have much insight, they influence a large number of people. They don’t know the difference between 3M’s corporate culture and Apple’s corporate culture in the same pursuit of innovation; the difference between HP’s corporate culture and Haier’s corporate culture in the same pursuit of service.

"Completely based on self-perception" corporate culture

This type of corporate culture theorist still has some real talent and learning. They pay attention to the combination of theory and practice, and the combination of facts and logic. Therefore, they are obviously more sophisticated than the above two types of corporate culture theorists. But this skill was so profound that it harmed them at this time. In their eyes, only they have mastered the truth and are the ones who can truly solve problems. A well-known professor from a well-known domestic university said: Others cannot consult others about corporate culture. Only long-term contact with entrepreneurs and superb writing skills can help companies build corporate culture. As the saying goes, "If Butcher Zhang dies, he will eat pigs with hair on them." I wish them (them) long life.

These three types of corporate culture commentators have one thing in common, that is, most of them have never been in business. In this way, corporate culture has truly become a virtual and formalistic thing, and it has been floating in the air. If you want to ask how to promote the construction of corporate culture and how to implement the construction of corporate culture, then you "don't know." As a result, corporate culture is indeed “beautiful to look at, sweet to say, but difficult to implement.”

In fact, corporate culture is not imported, it has been in China for a long time, such as the "Daqing Spirit", "Ansteel Constitution", etc.

Now, the management of enterprises has gradually developed to the stage of cultural management. Culture has become the internal driving force for the survival and development of enterprises. Corporate culture penetrates and affects all aspects of enterprise management, operation and interpersonal relationships. After-reading thoughts on corporate culture 6

It has been several months since I came to work at XX. I am very lucky to be able to join a united and harmonious team, and to meet the right people. A leader who cares about his employees, he is lucky to have so many kind and enthusiastic colleagues. Although the time is not very long, the leaders’ pursuit of excellence in work and the friendly and harmonious working attitude among colleagues...the good corporate culture of these companies makes me feel that joining the company is the right choice. Working in such a corporate culture atmosphere , I believe that my abilities will be brought into full play, and I will be more passionate, diligent and devoted in my work.

As a new employee who enters a new working environment, although he has already had some preliminary understanding of the company in the early preparations, on the first day of entering the company, he still has to be familiar with the surrounding environment. I felt curious and unfamiliar. However, this nervousness quickly disappeared under the care, help and infection of the company leaders, colleagues and corporate culture. When I entered the new department, the first thing I felt was the warm welcome and the warm welcome from the leaders. , every enthusiastic smiling face from various colleagues gives me a sense of warmth in my heart. A strong corporate culture atmosphere hit me, which is exactly what I yearn for.

During this period of time, I fully felt the good working atmosphere of unity and sincere cooperation in the ×× family. Whether it is leaders or ordinary employees, everyone cooperates and cares for each other. At work, We support each other. Whenever I ask questions from my leaders or colleagues, I get patient and meticulous answers. Working in such a working atmosphere, I feel relaxed physically and mentally, and I can better explore my potential and develop my abilities. ability.

In the corporate culture of XX, the characteristics of being pragmatic, unassuming, and down-to-earth work are very prominent. Under the leadership's leadership and demonstration, every employee of XX is dedicated to the enterprise. culture.

Work in your position in obscurity and strive to contribute your own strength to the enterprise. It is precisely because of the persistence of a down-to-earth, rigorous and serious work style over the years that XX has always been on the track of steady development regardless of changes in the environment. This is a long-term process of hard work and accumulation. As a member of the XX team, working down-to-earth and conscientiously is the most basic requirement for oneself.

×× attaches great importance to employee training. It not only arranges a fixed time every month to conduct targeted theme training for all employees, but also creates all possible conditions to provide employees with various learning opportunities. Through training, it can not only improve the comprehensive quality of employees and improve their knowledge structure, but also promote employees to continuously strengthen their own learning in all aspects, improve employees' understanding of their own value, enhance employees' ability to create value for the enterprise, and achieve the goal of employees and the enterprise. A win-win situation.

Corporate culture is the soul of an enterprise, reflecting the cohesion and sustainable development of the enterprise; corporate culture is the fundamental direction of enterprise development and is also the responsibility of all employees. As ×× people, we have the obligation and responsibility to publicize and explain our company's culture, especially the corporate culture concept, at all times, implement the corporate culture into every work we do, continue to learn and make progress, and strive to achieve the best for both individuals and the company of mutual development. ;