What is the reason why corporate culture has become an "empty slogan"?

Corporate culture is reduced to "empty slogan" because of the result-oriented management thinking of profit-seeking organizations, which leads to the failure of corporate culture to match the objectives of management assessment.

Corporate culture is defined as a unique cultural image of an organization, which consists of its values, beliefs, rituals, symbols and ways of doing things.

But in practical application, the common expression of corporate culture is slogan, because from a certain point of view, slogan is easier to implement, for example, it can be shouted at morning meetings or printed in photo albums.

Since corporate culture is the embodiment of organizational values and ways of doing things, that is to say, corporate culture should be a cultural accumulation formed by founders and employees after business activities, even for a long time, rather than a pre-agreed goal or ideal.

The formation of corporate culture is often influenced by many factors, including but not limited to: enterprise scale, competitive environment, industry position, regional position, founder's personality and cultural accomplishment, social environment, national policy and the composition of employees.

It can be seen that it is not the personal ideal of the founder that can determine the company culture. In fact, in many cases, the founder of the company has little influence on the real culture of the company.

For example, the current chestnut: Teacher Ma's personality charm is equal to that of the world, and the corporate culture is perfect. The corporate culture law, known as the six-pulse sword, can't resist the hidden rules of the company, but it has become a counterexample of corporate culture and has been ridiculed by countless people.

This is because profit-seeking organizations often choose the path of maximizing profits to plan their actions. Once corporate culture becomes an obstacle on this road, the best way is to cross it, change it, ignore it or even reshape it. ?

Results-oriented is a common management mode in enterprises now, which determines that corporate culture is only an auxiliary role, because corporate culture often forms obstacles to short-term results and is replaced by hidden rules.

What role does corporate culture play in enterprises? If the corporate culture is positive, then if it can become the will of all employees, it can guide the company to consciously move closer to the correct goal and actively correct the deviation, so as to realize the long-term goals and interests of the enterprise.

Therefore, in order to truly form a benign and positive corporate goal, we must overcome the result-oriented management model, regard corporate culture as a part of management, and make corporate culture a part of employee consciousness through internal practice (corporate management) and external improvement (social contribution).