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Build A Team With Corporate Culture.

2011/3/8 16:06:00 283

Cultural Beliefs And Values


corporate culture

Corporate culture, simply speaking, is the common values and behavior norms of the members of an enterprise.

To put it in a popular way, every employee knows how to do things that are beneficial to the enterprise, and voluntarily doing so, has formed a habit over time. After a certain accumulation of time, habits become nature and become a solid concept in people's minds.


Once formed, it will react to the behavior of everyone, and gradually become a "code of conduct" in the form of rules and regulations, morality and fairness.

It is an organization with its values.


Its unique cultural image is composed of rites, symbols and ways of doing things.

Enterprise is a profit oriented economic organization, so corporate culture is a special form of organizational culture, but it can not be completely equivalent to organizational culture.

Corporate culture is the general term for the enterprise's individual consciousness and connotation. It refers to the sum of the highest goal, value system, basic belief and organizational norms of enterprise which are formed by the whole staff in the course of the operation of the enterprise, which are related to the organizational behavior of the enterprise and actually become the mainstream consciousness of all employees.

Enterprise culture is the basic belief and cognition that the organization thinks is effective and shared by the organization, and it is the common belief and the common belief that the enterprise set up to solve the problems of survival and development.

Corporate culture embodies the core proposition of an enterprise's management and its organizational behavior.

Therefore, we should understand the corporate culture from the following aspects:

(1) corporate culture is the basic rules of the game in the process of solving the problems of survival and development. Therefore, it is always a matter of "solving problems".

(two) corporate culture is shared by people who think it is effective, and is shared and maintained consciously.

(three) corporate culture is formed by the members of an enterprise who have completed one goal after another. Without a team goal, there will be no corporate culture. Without experiencing success or setbacks, there is no real sense of corporate culture. Corporate culture is not planned but precipitated and accumulated by team.

(four) corporate culture is the driving force for the sustainable development of enterprises. Corporate culture is not a real slogan, but rather a result of the experience of members of enterprises and enterprises.

(five) corporate culture enables every team to know what to do, understand what can not be done, and never touch the bottom line and standards of the company and individuals.

Corporate culture is attached to the enterprise, and it will disappear with the emergence of the enterprise and disappear with the death of the enterprise. Even if there is no summary or presentation of external manifestations, corporate culture will still exist.

The successful corporate culture has a certain attraction to the outside world, and has a certain internal cohesion. Excellent corporate culture should have the following six characteristics:

(1) it can get widely recognized and supportive values of employees.

It is true culture that employees identify with corporate culture.

In the actual management of enterprises, many bosses or supervisors do not agree with their employees, but also require employees to execute them. This can not be regarded as a real corporate culture.

(two) work under the guidance of corporate culture.

There is a company's values like this: to be a real person and to be honest.

But when the company and staff do it, it changes completely.

Enterprises often do not pay wages on time, and their commitment to employees is not fulfilled, so the boss fooled employees, employees cheat the boss, cheat customers, and their practices are quite different from their "real life, honest work".

(three) a strong sense of responsibility for employees.

Excellent corporate culture not only enables employees to create a sense of mission and responsibility, but also motivates employees to work positively, so that employees are full of vision for the future. Otherwise, employees will be negative, pessimistic and even suicidal.

This is demonstrated by the recent jumping off events in Foxconn.

There are three main reasons for Foxconn employee jumping: one is low EQ in the individual workplace; the two is social competition pressure; three, there is a problem in enterprise management, this is the most direct and the most important reason, that is, Foxconn's corporate culture construction is not in place.

It causes some employees to have negative pessimistic psychology and behavior.


(four) concise and convincing.

Two, enterprise system and system culture

The system is the rules or rules of action that require everyone to observe.

Enterprise system is the criterion of people's behavior in the enterprise.

Employees rely on the system to measure their behavior.

Including: moral standards, laws and regulations, conduct oneself, etc.

There is a Chinese saying: no rules, no Cheng Fangyuan.

It means that without rules, the business will be in chaos.

Nobody can think of such a simple and important idea as incorrect, but it has always been neglected in life.

So what are the basic systems in our business?

(1) promotion system.

The development of an enterprise needs continuous development to retain talents. This culture of promotion is a typical culture of retaining talents. Imagine that an enterprise without development space has no chance of promotion, so that employees are not developed, and the promotion system of enterprises is formulated on the premise of stable and continuous development of enterprises.

A good enterprise, the enterprise itself will let the staff see the space for development. Only a company with no prospects for development will have to rely on the staff to take the direction of development. Finally, the employees should only go out of the way. But at the same time, we should pay attention to the fact that if a developing enterprise is developing the enterprise promotion system, we must also pay attention to the fact that the promotion system must be fair and impartial, and what kind of standard employees can be qualified for, and some enterprises have a lot of promotion mechanisms. But in the process of implementation, they often lead errors and execute partiality, which completely blows the enthusiasm of the staff.

Therefore, a good promotion system can achieve good results.


Design career planning for employees, let employees see the development and progress of this job and company, and hope for the future, and the direction of personal efforts.


Improve the enthusiasm and enthusiasm of the employees, and the motivation to tap their potential.


In the process of continuous improvement, employees' sense of responsibility, sense of mission and values are enhanced.


Let employees position themselves and design their goals according to the general direction of the company, so that the company's goals are naturally pformed into employees' goals.

If the promotion system has been carried out for a long time, and employees have completed the goals stipulated in the promotion mechanism, and eventually the employees have got what they want, then the promotion mechanism has gradually become a culture.

(two) incentive system (competition culture)

Motivation is the stimulation of human potential. Motivation is the internal factor that only arises from the work itself. It includes: challenging tasks, heavy responsibilities, achievements and prospects.

Only motivating factors are the fundamental factors that make employees satisfied, so as to really beat employees' enthusiasm for work.

Incentives are divided into positive and negative incentives.

Positive motivation is usually the way we encourage people through positive rewards, and encourage them to criticize the way of education, so that one can constantly serve their own shortcomings and finally achieve the goals of the business and themselves.

However, positive and negative incentives are a double-edged sword.

How can we integrate and apply positive and negative incentives?


Reward must be willing to be punished.


Rewards need to be planned ahead of schedule.


The awarding ceremony must be grand.


Regular and irregular bonus.


Reward and punishment institutionalized {page_break}


According to the company's position registration, rewards and punishments are very clear.


The reward of money is endless, and its maintenance cycle is short.


Spiritual encouragement is the best.

In fact, different companies, different leaders and different teams have different ways and methods of punishing and rewarding, and there are many different ways of dealing with them. There are different ways to deal with different people. But the most important thing is to make rewards according to needs, and do rewards and punishments according to the results.

Long term implementation, and people have been rewarded in such a system, and people continue to touch the bottom line of the system in the process of being punished. The rewards will be more and more, the punishment will be fewer and fewer, and everyone will be more aware of the goals and directions of the work. In this way, the culture of the company's competition has already been formed.

(three) post system

Everyone has their own roles in the company, that is, jobs.

The post system tells the post personnel what kind of work they should do and what kind of responsibility they should take. Finally, through this system, each member of the enterprise will do his duty and bear his responsibility.

Of course, in addition to the above basic system, there are many enterprise systems. Here is not one introduction. The most important thing is that the system should be implemented and implemented.

Three, leader culture

We talked about how to be a leader, the qualities that leaders should have, leaders' behaviors and principles and principles. In fact, this is the culture of leaders. Leaders, as the highest power holders in enterprises, are naturally emulated by their principles and methods of doing things. Therefore, leaders should attach importance to their own codes of conduct. Some shortcomings of leaders may lead an enterprise into perdition.

The culture of leaders includes:

(1) leaders do things and do business attitudes and responsibilities.

It is a very important corporate culture for a leader to devote himself to his career wholeheartedly, and always insist on his own business.

(2) leader's attitude towards being human.

Treat their partners, treat their employees with a sincere heart, care about their employees, tolerance and love the hearts of children, these are good corporate culture.

(3) crisis management, good attitude and resolute attitude and determination to never give up, let employees follow him no matter what time.

Therefore, leader culture is an indispensable part of corporate culture. It is a guiding culture of a company, and the culture of an enterprise starts and evolves from the leader culture.

Four, thanksgiving culture

Since ancient times, Thanksgiving is a fine tradition of the Chinese nation. A society needs to be grateful. An enterprise needs a culture of gratitude. A successful employee has a heart of gratitude. Everyone learns to be grateful, grateful for everything he has today, less complaints, and a little more understanding.

The goal of general gratitude culture is:

(1) every employee is grateful to the enterprise.

This is not what everyone can do, because enterprises can never satisfy all employees, nor can all employees achieve their desired goals, because values are different. In many of our enterprises, whether employees who leave, or employees who have not left, must be grateful to the enterprises.

Although there may be some people who are not satisfied with the enterprise, we should see that during the period of this enterprise, the enterprise will bring more progress and awareness to itself, so that it will complain and blame less.


(2) every employee is grateful to his boss, who has helped everyone in his life. Some may say that they are not very good now, but without them, they may be worse than they are now.

Thank them for their on-demand in the process. We can see that some employees left without tears, because he could not bear the team and could not bear those who helped him.

(3) every boss and manager should be grateful to his subordinates. Because without them, you can't have such a success today. They create your success, they let you have everything you have now, so treat them sincerely and blame them less, they will make you more successful.

(4) everyone in the enterprise should be grateful to our customers. Because of their support, only today's enterprises can serve the customers well.

When customers have emotions, we should restrain ourselves and have more patience.

(5) being grateful to every competitor of our company is the fact that they have created the enterprise today. They will make your company and your employees more powerful by your so-called punishment.

Kangxi said in his 60 birthday: "the reason why the Great Qing Dynasty is today, why I have today, I want to thank my mortal enemy, Ao Bai, Wu Sangui, Zheng Jing, Ge Er Dan", so Kangxi became an eternal emperor.

Five, innovation and passion culture

Innovation is competitiveness, and the success of an enterprise needs a heart that never fails to speak. It is an attitude and a spirit of enterprise at all times. It is also a spirit of an enterprise. At the same time, it encourages the innovation of the power system, gives advice to the development of the enterprise, and establishes a fair communication and dialogue environment and soil. Innovation will enable enterprises to move forward.

In addition to the above, in fact, we mentioned the culture of learning and collaborative culture in front of us. They are all very important cultures of enterprises. We should inculcate this culture in continuous implementation and implementation, and do things steadfastly, not to promote culture for culture, but to really conform to the needs of enterprises.

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