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Corporate culture loyalty experience 1

After listening to Mr. Wei's two courses, I gained a lot. In life, each of us is faced with many choi

Six articles about loyalty to corporate culture

Corporate culture loyalty experience 1

After listening to Mr. Wei's two courses, I gained a lot. In life, each of us is faced with many choi

Six articles about loyalty to corporate culture

Corporate culture loyalty experience 1

After listening to Mr. Wei's two courses, I gained a lot. In life, each of us is faced with many choices. We can choose our own career or plan our future. Because everyone's experience is different, everyone has a different understanding of life and different ideas. People are like this all their lives! Therefore, some people choose to take and enjoy, others choose to pay and contribute, and there are a large number of ordinary people who are very kind but have been wavering in their mentality and actions. This also forms daily cultural differences.

Mr. Li proposed that the core of our Daewoo management is "people-oriented". Some people say that an enterprise should be a school, an army and a family. This metaphor really makes sense. He told us that an enterprise should have an environment where employees can continuously improve their own quality through learning, which may be the best way for enterprises to source talents. First of all, we must realize that what kind of talents are outstanding talents of enterprises? An outstanding talent of an enterprise should know the culture of the enterprise like the back of his hand, be able to integrate into the culture of the enterprise ideologically and become a whole, and at the same time have the ability to finish his work creatively and brilliantly, especially the former.

When we come to work in Daewoo, each of us has an expectation: we hope to realize our self-worth through our own struggle and get a reasonable and fair return. This kind of reward is not only material, but also spiritual. Sometimes, there is no absolute fairness, but if the basic fairness is lost, it is impossible for a team to unite, and it is only a matter of time before it collapses. How to make Daewoo's team twist into a rope and play the biggest and best effect is an urgent problem we need to think about!

In the process of work, we should implement the principle of "being honest and doing things seriously", instead of taking it as a slogan, we should really integrate it into the specific work and the company's business activities.

Innovation, transcendence, unity and pragmatism are a manifestation of Daewoo's corporate culture, which is based on corporate values and culture of obedience to organization, teamwork, responsibility and dedication, honesty and self-criticism. This kind of culture and management is the accumulation and precipitation of many years' experience in the company's development process and the crystallization of Daewoo's collective wisdom.

I think there is no fixed model for an enterprise to establish its own corporate culture. We should continue to learn through work practice, actively absorb the advanced ideas of other enterprises, and establish a culture with our own employees in combination with the company's reality. Such as business philosophy, management philosophy, service philosophy, risk philosophy, talent philosophy and so on.

An enterprise with excellent culture can survive and develop in the future market competition, and its capital can continuously increase in value and become truly valuable capital. Otherwise, no amount of capital is just a pile of waste paper, because it will be gradually lost in the future market competition.

The company's corporate culture is open, inclusive and constantly developing, so as long as we inherit and carry forward this culture, we have reason to believe that Daewoo's tomorrow will be better!

The Experience of Loyalty to Corporate Culture (2)

200x is the "Year of Corporate Culture Construction" of Tianyuan Development Co., Ltd., and the era of innovation requires us to strive to cultivate advanced corporate culture. What kind of expectations should we have for corporate culture shaping, and what kind of achievements can corporate culture bring to enterprises? I believe that the purpose of corporate culture construction is to ensure the sustainable development of enterprises in the ever-changing environment.

First of all, corporate culture shaping is to make enterprises adapt to the ever-changing environment. In shaping corporate culture, it is mainly through implementing * * * values and concepts to enhance internal cohesion. In Tianyuan, you always feel respected. Don't worry about what you can't learn being reused. The constant pursuit of bigger, stronger and better enterprises shows that we are making progress and pursuing Excellence. The core idea of pursuing Excellence is innovation. The pursuit of Excellence shows the endless spiritual realm of Tianyuan people who are never complacent, always enterprising and always innovative. As a member of Tianyuan, corporate interests are above everything else.

Secondly, corporate culture is for the improvement of corporate performance. Corporate culture should be "visible" and Tianyuan corporate culture should be displayed in every corner of the company. We should not only have the office environment, buildings and facilities that can reflect the company culture, but also pay attention to publicize and explain our company culture, especially the corporate cultural concept, in the office area, conference room, blackboard newspaper, internal magazines and other media and public places. Corporate culture should also make employees "feel". Employees' feelings come from personal work, and the related factors are leadership style, performance appraisal, incentive mechanism, team relationship, training system, system and norms. For enterprise managers, cultivating a learning culture constitutes a learning atmosphere, advocating teamwork, communicating with subordinates frequently, and reflecting and feeling regularly can truly understand the true meaning of culture; The enterprise culture should make employees "do it themselves" and let employees take action. Even if it is mandatory, they must do it according to the requirements, that is, to have a "cultural experience". During the experience, think about whether you can give employees some benefits, such as a simple communication environment and a more flexible incentive mechanism. These details can make employees feel the power of culture in practical work, just like our "taste" in promotion.

Third, corporate culture is to extend the life cycle of enterprises. In the process of paying close attention to company management, we should always run through the construction of company culture and carry out a series of activities such as employee concerts, poetry readings and sports competitions to help employees cultivate their sentiments and entertain themselves. Commercial warfare is ruthless. With the continuous entry of foreign supermarkets, retail competition is filled with smoke. We Tianyuan chain should assess the situation in the face of challenges, face up to difficulties, slowly and steadily, step by step, and strive to become a self-expanding brand from three aspects: goods, enterprises and services. Taking "high quality, variety and low price" as the business purpose and "building a chain brand of Shijiazhuang people and being a low-priced store of Shijiazhuang people" as its own responsibility, we will build the core competitive advantage of chain supermarkets and create industry and regional Excellence. At the same time, it is necessary to build a scientific management mechanism and successfully take building a learning team, cultivating modern corporate culture and improving the quality of employees as an inexhaustible source of enterprise innovation and development. This not only enhances the team spirit and cultural taste of the enterprise, but also constitutes Tianyuan's unique centripetal force and cohesion, which stimulates the learning ability and creativity of employees who are proud of the enterprise.

In the new year, we should pay more attention to the growth of employees in enterprises, hold regular business training, share the experience and learning experience gained in business with them, and take various forms such as going out to visit, following classes and organizing cultural activities to improve the overall quality of employees and bring development to the platform. At the same time, through training and the edification of corporate culture, we should be strict in self-discipline, study hard and work hard to realize our own value in ordinary posts. Because only with wisdom and passion can our employees have lasting charm. Enterprises without cultural support can't do great things, and enterprises without learning organizations are likely to be eliminated by the times. Therefore, it is of great benefit to combine the establishment of learning organization with the construction of corporate culture. Cultivating progressive corporate culture and giving full play to people's main role are the leading links of enterprise management. In this corporate culture atmosphere, we Tianyuan people learn from each other, trust and support each other, and strive to "learn new knowledge, create new achievements, advocate new fashions and build a new life", so that everyone can give full play to their personal potential, explore and innovate calmly, enhance their own life value and make the enterprise bigger and stronger.

Corporate Culture Loyalty Experience Chapter 3

Let's talk about enterprise spirit first. According to the requirements of soliciting opinions, it should be the internal attitude, will and ideological realm of all members of the enterprise. What I put forward is "the unity of knowledge and practice, love for profit, and effectiveness for victory". I think enterprises must have a mechanism to adjust themselves in time to cope with changes in the internal and external environment, and self-adjustment determines competitiveness. Especially in large enterprises or state-owned enterprises, there is often a big gap between cognition and action, and it is difficult to improve efficiency. At the highest level, knowing and doing should be synchronized as much as possible, so as to have vitality, efficiency and harmony. At the same time, enterprises must correctly treat the relationship between social interests and economic interests. In the past, we often emphasized that we should not only pay attention to economic benefits, but also pay attention to social benefits. In fact, we still believe that the interests of enterprises are contradictory to those of customers and society. The current situation is that there may be conflicts between economic benefits and social benefits at the micro level, but there is no difference between economic benefits and social benefits, corporate interests and social harmony at the macro level.

I am also thinking that when there is a contradiction between the interests of enterprises and social interests at the micro level, it just proves that there is something wrong with your management, and that will not happen when the management is perfect. Moreover, don't always treat the insiders as opponents. Why do Chinese enterprises always take friends in the industry as rivals when they sell KFC to work? We must resolutely oppose mahjong culture in business. We should advocate universal love, win-win and win-win, and realize the maximization and long-term interests of enterprises in the same interests. Efficiency is a key issue. Many enterprises with large assets are not as good as those with small assets. The reason, whether it is system, mechanism, talents, culture, market, industry, etc., is ultimately reflected in efficiency. Our enterprises must constantly improve their efficiency through various means in order to maintain their advantages and win. I think, as an enterprise spirit, it should be feasible to solve the problems of decision-making and action, understand the market and enhance competitiveness. Is it possible to design enterprise spirit in this direction?

Core values are also within the scope of soliciting opinions. I wrote about four articles. First, "the heart should act more, and efficiency determines efficiency." We are often touched and thought of, but in fact it is very slow and the decision-making process is very complicated. We must have a sense of risk, but to overcome risks, we can only rely on practice and rely on responsibility to decompose and quantify. At the same time, employees should also have this habit, and what they think must be verified by actions, giving up rhetoric, being more down-to-earth and more active. Efficiency determines efficiency, so we should be clear about the core factor of efficiency. In particular, it is very difficult for enterprises to go bankrupt to a certain extent, and the benefit depends on your efficiency. At the same time, you can also understand that you have to pay for the results, which is conducive to mobilizing the enthusiasm of work. The second is "long-term consideration, solving immediate worries." The current assessment is a target assessment, and the leaders are busy calculating this year's profits. The best they can do is calculate the situation next year. As for a few years later, they don't have to worry. Insufficient foresight and research on the future, and even indifference to today's situation, make the problems constantly exposed.

If we had noticed the difficulties we are encountering a few years ago, we might not have appeared at all. Third, "the interests of customers determine the interests of enterprises". With this article, our management and service can change from competing with ourselves to docking the market. Enterprises and customers are interdependent. It doesn't mean that your discount is in the interest of customers. The interests of customers should be all-round, which is a business opportunity for enterprises. Fourth, "meet the demand first, and create the demand first." Now many enterprises in an industry are doing it, and everyone's products are often similar. So can't we achieve differentiation? Of course, as long as you take one more step than most enterprises in the industry, you may form an advantage. Similarly, at present, enterprises should not only meet the demand, but also discover and guide the demand. In this respect, you have taken the lead in developing and occupying the market. For example, bras are not always available, but were invented by working British women, which created a huge market. You must wear a suit on formal occasions. Why can't we develop a half-sleeve formal suit for summer wear? Does a formal suit have to be a suit? Therefore, this article is very important, and it is actually about innovation.

As for the corporate mission and corporate vision, I find it hard to come up with anything new. But I think this idea must be not only the voice of business leaders, but also the voice of employees and the market. Corporate mission tells employees what we want to do, and opinions explain how to do it. Corporate vision is a blueprint, which can be said to be "what is our goal", and its essence is to tell employees "what should I do". In fact, the mission of an enterprise should start with product quality, service and pursuit, and put forward its own characteristics, and the vision can only be put forward by relying on strategy. It is best to make your own enterprise become a famous enterprise. Of course, in the case of more business, it can only be abstract. I also put forward an abstract vision, which is called "creating city dreams and investing in a better life". City dream can be understood as the concentrated expression of your product value and creativity, while beautiful life can be aimed at customers and employees. Customers who use our products have a good life, and employees who join this enterprise are also creating a good life.

The mission of an enterprise is not necessarily spiritual or emotional, but can be based on management. The corporate mission of China Petroleum and Natural Gas Group Company is "continuous and stable energy supply", "clean and safe production and operation" and "promoting staff development", which scientifically explains the main purpose of enterprise management. Personally, I also think that the "real" corporate mission is more conducive to influencing employees and customers.

I think the concept of corporate culture must be in line with the market. Corporate culture should not only have the function of cohesive team until development, but also have market penetration efficiency. There are many enterprises engaged in cultural marketing at home and abroad, and the cultural ideas of enterprises can first become advertising language and logo, which can be directly printed on big brands to infect people.

I didn't know it was far from simple until I finished writing it. For a large enterprise, while mobilizing its own employees, it should actively introduce some outside wisdom to do a good job. Haier believes that "corporate culture is a value advocated by enterprise leaders and recognized by all employees", which shows that corporate culture needs to be formulated and implemented with great efforts to be advocated by leaders and accepted by employees.

Corporate Culture Loyalty Experience Chapter 4

Companies, like people, have a trunk and a soul. A trunk without a soul is a walking animal. Similarly, a soulless company is just a bunch of machines, a tool for making goods. The soul of the company is the company culture, which is intangible but actually exists in the company. It is the norm of the company's code of conduct and the driving force for the company's harmonious development.

Through the training of the general manager, I learned that the company culture is a kind of human culture, a comprehensive embodiment of the personal qualities of any team, and an external expression of the company's comprehensive qualities. Therefore, corporate culture is closely related to the cultural quality of employees. Improving the quality of employees and strengthening the construction of team culture have become the top priority of corporate culture construction, in which the quality of employees can be summarized by the word 12, that is, thought, ideal, morality, tenacity, discipline and innovation, and it is also the innovation and development of four new talents advocated by the state. This word 12 is the highest state of human quality advocated by the two worlds of man and god. The road to repairing the truth is full of thorns and the environment is harsh. This is why there are ascetic monks. If God wants to demote Sri Lanka, he must first suffer his mind, his bones and muscles, starve his body, empty his body and confuse his actions. So he has been patient and benefited from his incompetence. The road to sanctification is very difficult. We may not be able to do that much, but it will be of great benefit if we can stick to a few of them in our work and life.

Jiangsu Satellite TV's "If You Are the One" has a male guest, a national famous trainer, who said that he would surpass New Oriental in a few years, but after careful understanding, he found that he had been famous for so many years, and he had no savings and no house. So I think, no matter how good a person's theoretical quality is, he knows a lot of truth. If he doesn't keep his feet on the ground and seek truth from facts, no matter what he does, he will only be a castle in the air, and will not bear any fruit, and eventually he will lose his reputation as a liar. Therefore, we demand that we take corporate culture as the goal, consolidate the road of corporate culture construction, practice the task of corporate culture construction, and be serious, realistic, conscientious, overcome difficulties and bravely climb the peak in our work.

Through the general manager's detailed, humorous and rich explanation of our company's corporate culture, I suddenly understood its connotation from a simple identification level. The corporate culture goal of the company is to make every employee's life better, which highlights the mind and feelings of the chairman as a manager. In the classical theory, what is the company's goal? It is to maximize shareholders' rights and interests. Our company goal is contrary to the classical theory, but it better illustrates the people-oriented development concept of Jialong Real Estate. The company's business purpose is to work hard every second and live a happy life every day. Working hard is the premise of a happy life and a good life. Serious work is not rigid and hard work, not superficial falsification, but happy work and efficient work. Work is not a kind of pressure, nor is it a crustily skin of head task. It is our life, and it is regarded as a part of life. Only by working happily can we be happy, can we regard this happiness as a habit, and can we live happily every day. The company's business philosophy is unity, pragmatism, innovation and high efficiency, which is the requirement for the whole company and every employee. Jialong is a team and an organization with goals and souls. Unity and pragmatism are the basic requirements of this organization, and innovation and efficiency are the goals of team efforts. Therefore, in the basic work, we should focus on one thing, exert ourselves in one place, twist into a rope, seek truth from facts and work in a down-to-earth manner, and realize the long-term development goal of the company through employees' conscious performance of doing the right thing, doing the right thing and doing the right work style. Through this study, I seriously standardized the work of human resources center, and practiced the goal of corporate culture construction by improving the professional quality of employees in this department.

Corporate Culture Loyalty Experience Chapter 5

On April 1 day, I came to the big family of Net New with great excitement and enthusiasm for work. During this time, I learned a lot of knowledge, from a student who just left school to a real staff member, which made me get great promotion and progress in all aspects. Here, I am very grateful to all the leaders, partners and colleagues for their selfless help and care in my daily life and work.

The corporate culture goal of the company is to make every employee work better, with a clearer direction and higher salary, which also highlights the chairman's mind and feelings as a manager. Personally, the company's aim should be to work hard every second and have a good time every day. Working hard is the premise of a happy life and a good life. Serious work is not rigid and hard work, not superficial falsification, but happy work and efficient work. Work is not absolute pressure, nor is it a task of crustily skin of head. It is also a part of our life. The company's business philosophy is teamwork, pragmatism, innovation and high efficiency, which is also the overall requirement of the enterprise and the requirement of every employee.

Net Xin is a team, an enterprise with goals and souls, and innovation and efficiency are the goals of team efforts. Therefore, in the basic work, we should concentrate on one thing, work hard on one thing, twist into a rope, and work in a down-to-earth manner to achieve the company's long-term development goals. In the process of brand building, Netcore has gradually become an international and professional company from the overall situation of the national energy strategy.

An enterprise consists of different departments. Only when all departments cooperate with each other, strictly abide by the rules and regulations of the enterprise and focus on the overall situation can the enterprise develop better. We should give full play to the spirit of "there is no perfect individual, only a perfect team" and be a positive, energetic, honest, caring and team-oriented young man. Give full play to the ownership spirit of "My Internet is new, my home", regard the Internet as your home, cherish it, protect it, build it, always maintain a high sense of responsibility and mission, selfless dedication, enthusiastic work, serious work, down-to-earth life, so that you can make a qualitative leap from thought to practice and truly become a qualified employee.

The company is a team, and every new person needs a sense of team. Unity is strength, and so is work. When we finish the work, we embody the team spirit among our colleagues. Cooperation between enterprises can be win-win, and so can colleagues. Cooperation can make progress, and mutual communication between colleagues is also the embodiment of our unity. You have an idea and I have an idea. If we exchange ideas with each other, we will have two ideas.

With the development of the enterprise, our working environment has improved, our salary and welfare have improved, and our development space has been broadened. We should be grateful and explain the new gratitude culture of the Internet from a deeper perspective. "Fiona Fang is our home, and gratitude pays off". "Fiona Fang is home" embodies the perfection and breakthrough of the family culture of "from the round to the square and Fiona Fang helping each other" in the new development stage. "Grateful return" is the highest realm of net new home culture, and it is an important demand to solve the main contradictions in the new period and cultivate the core competitiveness of enterprises. It is said that those who know how to be grateful are happy, those who repay are rewarded, and those who pay are blessed. Finally: I sincerely thank the new network leaders for their expectations and care for our new employees.

The cultural concept, cultural form and behavior pattern with enterprise characteristics formed in the process of material production, as well as the corresponding system and organizational structure, embody the value standard, business philosophy, code of conduct, common belief and cohesion of the enterprise and its members.

Therefore, as long as the enterprise exists for one day, corporate culture will coexist. Encouraging morale, cultivating sentiment, shaping knowledge-based employees and cultivating dedication have provided strong spiritual motivation and intellectual support for improving grassroots cohesion and combat effectiveness. To achieve this function, we must constantly improve the attractiveness and appeal of corporate culture. This is because the extent to which corporate culture can play a role ultimately depends on whether culture can attract and inspire people, whether it can be accepted by employees and transformed into a powerful spiritual motivation.

Corporate Culture Loyalty Experience Chapter 6

20xx65438+1On the afternoon of October 23rd, the company organized middle-level and above personnel to attend a special lecture on corporate culture held by Xinjiang Electric Power Company, with Professor Tsinghua University Liu Yufeng as the keynote speaker. Mr. Liu Yufeng mainly elaborated the function of corporate culture, the meaning of corporate culture and how to build it. The lecture was easy to explain, which gave me a deeper understanding of corporate culture construction. The leaders of Hotan Electric Power Company attached great importance to the construction of corporate culture, and made corporate culture construction plans from 20xx, which formed the general idea of corporate culture construction of Hotan Electric Power Company and put forward the entrepreneurial spirit of Hotan Electric Power Company. Corporate culture: responsibility (harmony), safety (harmony) and harmony (harmony); Enterprise spirit: everyone is responsible and everything is excellent; Ideological and moral values: doing things in a down-to-earth manner, being an honest man and other related contents all mention "responsibility" Now on these issues, combined with the actual work, now I talk about my own experience in combination with the corporate culture construction of Hotan Electric Power Company:

Deeply understand the connotation of responsibility. The "responsibility" explained in the dictionary is an obligation. It is an innate mission that will accompany you until the end of your life. The "Overall Vision of Corporate Culture Construction" clearly points out: "Everyone who lives in society bears responsibilities, responsibilities to himself, responsibilities to his family, responsibilities to the enterprise and responsibilities to the society. A responsibility is on the shoulder, which breeds infinite strength. As employees of Hotan Electric Power Company, we must establish a strong sense of professionalism and responsibility, do our jobs well in our respective posts, work hard, and assume due responsibilities for the company's development. "

As far as responsibility is concerned, it is extremely sacred to say that it is too big, and to say that it is too small means that everyone should do every little thing within their own responsibilities; Is a principle of doing things for yourself; It is a heartfelt request, even demanding; It is the spirit of never giving up if you can't do a thing well; It is a spirit that dares to take responsibility. Without a sense of responsibility, the difference between the two is Wan Li. Although the sense of responsibility is invisible, the result can be proved; Although the sense of responsibility cannot be measured, time can witness it; Responsibility, big or small, is a spirit, a style, a responsibility, a constraint, a motivation and a charm.

Power system employees have high technical content and high requirements for safety production, and their responsibilities are very important. Employees with a strong sense of responsibility can be down-to-earth, carefully observe every problem, be good at thinking, find hidden dangers of accidents at work in time, nip accidents in the bud and avoid accidents; Employees with weak sense of responsibility are careless in observing problems and are not good at thinking about observed problems, which will eventually lead to accidents. If employees have a high technical level, but a weak sense of responsibility, they cannot find problems in time. How can he talk about solving problems in time if he can't find them in time? In normal work, the relevant rules and regulations are not strictly implemented, the safety helmet is not worn when entering the site, the inspection is sloppy, the supervision is not attentive, the procedures are not fulfilled during the shift change, the implementation of "two votes and three systems" is not in place, and the defects are not eliminated in time. Although this is only a small matter, it reflects the sense of responsibility of employees. Looking through each issue of safety briefing, the word "misoperation due to employee's sense of responsibility" is common. If the parties concerned have a stronger sense of responsibility and operate carefully, maybe the accident can be avoided. As the saying goes, "a levee of a thousand miles, collapsed in the ant nest." Imagine that there is a loophole in the firewall of employee responsibility. How did the virus penetrate everywhere? On the other hand, if employees have a high sense of responsibility and take the rise and fall of the enterprise as their own responsibility, it will cast a solid barrier for the enterprise, and it will be difficult for the virus to invade, in other words, the probability of accidents will be reduced.

The sense of responsibility is embodied in every detail of work and in daily chores. Everyone's work is made up of small things, but it must not be perfunctory, but should form the habit of doing things with heart. Each process has made another process, and only the interlocking whole will be harmonious and perfect. Only when a person has a sense of responsibility can he be dedicated, consciously remember what is within the scope of his post responsibilities, and know what to do and how to do it; With a sense of responsibility, you can do your duty and concentrate on your work; Only when you have a sense of responsibility can you make progress, and you can't stick to the rules, stick to the rules, and stand still. So we should take everything seriously, be responsible for everything, be careful and earnest, and do everything well.

To improve the sense of responsibility of employees, in addition to the constraints of the system, the power of culture is very important. It can unite people's hearts, stimulate employees' enthusiasm and self-drive, define their own development goals, and enhance their sense of self-management and responsibility. The farther employees go, the farther enterprises can go. We should lead employees, unite employees, motivate employees and form a team spirit with enterprise spirit, unified values and advanced corporate culture, and form a harmonious atmosphere in which employees and enterprises * * *. The corporate culture of Hotan Electric Power Company reflects this role.

History has turned to the beginning of 20xx, and all the work is closely linked on the basis of last year. A year's plan lies in spring, and the sense of responsibility of employees is more important. As the saying goes: details determine success or failure. To this end, we should firmly establish the idea that being responsible for the enterprise means being responsible for ourselves, take the enterprise as our home, unite as one, and seriously devote ourselves to all work to contribute to the development of the company.

20xx65438+1October 26th