First of all, we should understand the three concepts of enterprise culture, enterprise philosophy and enterprise philosophy, and the relationship between them. Corporate culture refers to the sum of the behaviors of most members of an enterprise, is the concrete expression of ideology in the enterprise, and reflects the values recognized by enterprise members and the gradually formed work attitude. Enterprise concept refers to the values recognized by enterprise members. When these values are put into practice, corporate culture is formed. The ideas put forward by enterprises are not necessarily recognized by enterprise members and put into practice, so there is a problem of landing. Therefore, the implementation of enterprise concept includes two processes. First, the ideas put forward by enterprises are generally recognized and accepted by employees and become real enterprise ideas; The second is to put the enterprise concept into action. When these ideas are accepted by employees and put into action consciously or unconsciously, a real corporate culture is formed and corporate ideas are put into practice.
To do a good job of corporate philosophy, we must first find out where the corporate philosophy comes from. The refinement of enterprise concept is an important step in the construction of enterprise spiritual culture. The core of enterprise culture construction project is spiritual and cultural construction, that is, unified thinking. The so-called ideological unity is actually to admit that the current thinking is not completely unified. The refinement of corporate philosophy is to find ideas suitable for the company's development and express them in refined language. The concept suitable for the development of the company may already be the values recognized by the members of the enterprise. The refinement of this thought is mainly to express it clearly, which belongs to the category of recessive cultural expression. The concept itself is rooted in the ground and grows out. If we want to land, we will push it wider, which is relatively easy, and we can operate normally according to our corporate culture management system. At the same time, some ideas may only be the ideas of a few people, but they have not been accepted and pursued by the vast majority of people. After discussion, it is considered helpful for the company's development, so it is established as an enterprise idea. This idea is difficult to realize, which is exactly what we need to focus on.
The landing work of enterprise concept can be divided into six steps, forming a cycle.
1, landing planning, find out the key points of concept landing.
This step is to solve the problem of "how to do it", which is very important. The construction of enterprise culture begins with diagnosis. Corporate culture covers a wide range. If you don't highlight the key points and grasp the beard and eyebrows, you can only get twice the result with half the effort under normal circumstances. The diagnosis of corporate culture is to find out which ideas have not been generally accepted by corporate members and have not been well implemented. Of course, if this is a complete consulting project, we have made clear the advantages and disadvantages of corporate culture at the beginning of diagnosis and analyzed the reasons. In the process of refining corporate ideas, we have made clear which ideas are put forward for the reasons of bad culture, but they are not widely accepted, so this step can be omitted. Those ideas that have not been widely recognized and implemented are the focus of corporate philosophy.
2, the leadership takes the lead, attaches great importance to and implements.
Knowing the key points of enterprise ideas clearly, we know that the reason why those ideas have not been widely recognized is directly related to enterprise leaders, which may be due to misunderstanding, neglect or improper promotion methods of leaders, which will lead to their failure to be widely recognized and implemented. Therefore, leaders should not only pay attention verbally, but also actively participate in the process of corporate culture construction. First of all, they should change their ideas, take the lead in putting them into action and play an exemplary role. This concept can be accepted by enterprises and clearly put forward, which shows that the leaders of the company have a unified understanding, at least in the process of communication and discussion, that this concept meets the needs of enterprise development. However, their understanding of the concept may not be deep enough, and they have not formed a habit when implementing it. Leadership is the power center within the company. Who will influence, coach and correct the behavior of leaders? Consultants play a very important role. First of all, consultants should respect leaders. At best, consultants are only military advisers and aides, and leaders are the chief officials. Secondly, the consultant should attract the attention of the leaders, and make it clear that the consultant is here to help the enterprise, capable and trustworthy. Consultants should have direct communication channels with the top management of enterprises. Third, we should pay attention to guiding methods, help leaders to conduct case analysis and teach leaders to reflect. The construction of corporate culture is a long process, and we can't rush for success. Business leaders take the lead, and the following things will be easy. There is no question of whether it can be popularized, only the speed of popularization.
3. Training and publicity
Make use of corporate culture organization system, training system and communication system to conduct extensive and in-depth training and publicity for middle-level and grass-roots employees. Only by entering their eyes and brains can they enter their hearts. Training must be targeted, not boring articles. Direct guidance should be given to employees' actual incomprehension and inconsistent behavior. Companies should use cultural walls, publicity columns, internal publications, etc. Widely publicize the enterprise concept, pay attention to the detailed concept and its connotation. Only big ideas are easy for people to recite, but they don't know how to implement them.
4. Retrial system and process
Some people list the system as a level of corporate culture to highlight its importance. Although I don't agree with this grading method, the important influence of enterprise system on employee behavior can not be ignored. Especially in some companies with relatively perfect systems, employees basically act according to the system, and there is room for free play outside the system. Enterprise systems and processes contain their initial ideas and thoughts. Therefore, after the new concept system is established, the old system and process should be reviewed systematically and comprehensively, and the places that do not conform to the existing concepts should be modified. Enterprise system involves a wide range, which requires consultants to have comprehensive management knowledge and strong comprehensive strength of consulting institutions to do this work well. I think MPOPC method is a good way to combine ideas with process and evaluation.
5. Case study
Case analysis is widely used in the field of training, and its vividness is incomparable with other methods. The best situation should be around and within the enterprise. In the process of enterprise operation, there are often places where ideas conflict, where ideas are not implemented in place, and where ideas are well implemented. These are all very good cases. First, business leaders should take the initiative to find these cases, explain them on the spot, and submit typical cases to corporate culture specialist for selection, and compile them into case sets for internal training. Corporate culture specialist should mobilize everyone to choose and provide cases, and analyze and spread them from the perspective of corporate philosophy.
6. Inspection and monitoring
Establishing a corporate culture monitoring system, checking the phased corporate culture construction, and summing up the achievements and shortcomings are the key points to be improved in the next stage.