1, corporate culture is everywhere, where there are enterprises, there is corporate culture, and social culture and corporate culture are a kind of unity of opposites that blend, restrict and develop with each other.
2. It is a comprehensive individual culture and an organic unity of "hard management" and "soft constraint". "Hard" is manifested in the creation of rules and regulations and cultural environment, while "soft" is manifested in the emphasis on creating atmosphere, establishing enterprise spirit, cultivating the values of organization members and strengthening emotional input among members.
3. Corporate culture is the unity of ideas and behaviors. Enterprise management concept is the deepest corporate culture, corporate values are the shallowest corporate culture, and things created by people, such as the structure of enterprises, are the most superficial corporate culture.
4. Corporate culture is the mechanism of communication among members. Enterprise culture is a special management philosophy, which takes people as the main body of management, takes the understanding of enterprise spirit as the core, takes the behavior of groups as the basis, and aims at forming the best management mechanism. People-oriented management needs effective communication mechanism, and effective communication mechanism promotes the improvement of communication mechanism.
Second, the role of corporate culture construction
1, boot function
Corporate culture can guide the value and behavior orientation of the whole enterprise and its members. It is embodied in two aspects: first, it plays a guiding role in the thoughts and behaviors of individual members of enterprises; Second, it plays a guiding role in the overall value orientation and management of enterprises. This is because once the corporate culture of an enterprise is formed, it establishes its own systematic values and norms. If the values and behavior orientation of enterprise members are contrary to the systematic standards of enterprise culture, enterprise culture will correct them and guide them to the values and norms of enterprise.
2. Constraint function
Corporate culture has a restrictive and normative effect on employees' thoughts, psychology and behavior. The constraint of corporate culture is not a hard constraint of the system, but a soft constraint, which comes from the corporate culture atmosphere, group code of conduct and moral norms of the enterprise. Different spiritual and cultural contents, such as group consciousness, public opinion, customs and fashion, will cause strong group psychological pressure and motivation, make individual behavior conform to the crowd, make enterprise members produce psychological buzz, and then realize self-control of behavior.
3. Coagulation function
The cohesive function of corporate culture means that when a value is recognized by employees, it will become a cohesive force, which will aggregate its members from all aspects, thus producing great centripetal force and cohesion. There are many ways to adjust interpersonal relationships in enterprises, including mandatory "hard adjustment", such as systems and orders; There is also the "soft adjustment" of persuasion education such as public opinion and morality. Corporate culture belongs to soft regulation, which enables all employees to acquire * * * knowledge in basic aspects such as corporate mission, strategic objectives, strategic measures, operational processes, cooperation and communication, and fundamentally ensures the harmony, stability and health of corporate interpersonal relationships, thus enhancing the cohesion of enterprises. It is precisely because of its firm "collectivism" values that the Japanese consortium Mitsui & Co., Ltd. was reorganized after more than 20 years of disintegration.
4. Incentive function
Corporate culture has the function of making enterprise members have high emotions and enterprising spirit from the heart. Corporate culture takes respecting people as the central content and people-oriented management as the center. Corporate culture meets the multiple needs of employees and can adjust all kinds of unreasonable needs with its "soft constraints". Therefore, positive ideas and codes of conduct will form a strong sense of mission and lasting driving force, and become a yardstick for employees' self-motivation. Once employees truly accept the core concept of the enterprise, they will consciously and voluntarily exert their potential and work harder and more efficiently for the company under the drive of this concept.
5, radiation function
Once the corporate culture has formed a relatively fixed pattern, it will not only play a role within the enterprise, but also have an impact on society through various channels (publicity, communication, etc.). The spread of corporate culture helps to establish a good public image of the enterprise and improve its social visibility and reputation. Excellent corporate culture will also have an important impact on the development of social culture.
6. Brand function
The brand image of an enterprise in the eyes of the public is a combination of "hardware" based on products and services and "software" based on corporate culture. Excellent corporate culture will play a great role in enhancing the brand image of enterprises. Unique and excellent corporate culture can produce great brand effect. Whether it is a world-famous multinational company, such as Microsoft and Coca-Cola, or a well-known domestic enterprise group, such as Haier and Lenovo, its unique corporate culture has played a huge role in shaping the brand image. Brand value is the accumulation of time and corporate culture.
Three, corporate culture construction has the following significance:
1, the construction of corporate culture is the inherent need for the survival and development of enterprises in the new century.
2. Building enterprise culture and giving full play to people's role is a trend of enterprise development in the world today, and it is also a new idea and concept of operating enterprises. It is an advanced choice for modern management to mobilize and scientifically organize the accumulation, wisdom and creativity of the broad masses of workers.
3. The fundamental strategy of building enterprise culture, enhancing enterprise cohesion and market competitiveness, and making enterprises survive and develop. It is urgent to build enterprise culture, enhance enterprise vitality, ensure the healthy development of market economy and push the economy to a new level.
4. It is an urgent need and inevitable trend to change the management mechanism, implement scientific management and win the competitive advantage of market economy to establish the strategic awareness of corporate culture, strengthen the strategic concept of corporate culture, emphasize the strategic decision-making of corporate culture and carry out the strategic implementation of corporate culture.
5, through the construction of corporate culture, cultivate corporate values, twist all employees into a rope, and strive to achieve corporate goals.
6. Corporate culture construction is of great significance to the formation and improvement of corporate cohesion, attractiveness, combat effectiveness and credibility.
There are many references about the construction of corporate culture. It is troublesome to name them one by one. Search on China HowNet, where all my papers are searched. If you want my paper here, you can stand short and tell you the specific contact information and send it to you.
How to write a theoretical summary of corporate culture construction? Literature review is an academic paper written by collecting a large amount of information on a certain topic and making comprehensive analysis. It is a scientific document.
Format and writing
The format of literature review is different from that of general research papers. This is because research papers focus on research methods and results, especially positive results, while literature review requires readers to introduce detailed information, trends, progress, prospects and comments in the above aspects. Therefore, the format of literature review is relatively diverse, but generally speaking, it includes the following four parts: preface, theme, summary and references. When writing a literature review, you can write an outline according to these four parts, and then write according to the outline.
The preface mainly explains the purpose of writing, introduces related concepts and definitions, outlines the scope, and briefly explains the current situation or focus of debate of related topics, so that readers can have a preliminary outline of the problems to be described in the full text.
The theme part is the main body of the summary, and the writing methods are diverse and there is no fixed format. It can be summarized in chronological order and compared from different angles according to different problems. No matter which format is adopted, the collected documents should be summarized, sorted, analyzed and compared, and the historical background, present situation and development direction of related topics and comments on these issues should be made clear. In the theme part, we should pay special attention to representative, scientific and creative references and comments.
The summary part is somewhat similar to the summary of the research paper. It briefly summarizes the theme of the full text, and authors who have studied the summarized theme had better put forward their own opinions. Although references are placed at the end of the article, they are an important part of literature review. Because it not only shows the respect for the author of the cited literature and the basis of the cited literature, but also provides clues for readers to discuss related issues in depth. So take it seriously. The arrangement of references should be clear, easy to find and accurate. Regarding the use of references, the recorded items and formats are the same as those of research papers, and they are not repeated.
What are the hot and difficult issues in the current corporate culture construction? The core part of enterprise culture construction is people, and the personality of an enterprise leader or leadership class directly determines the survival and development of an enterprise. Huawei's "wolf culture" and ZTE's "cow culture" all illustrate this point.
For the corporate culture construction of entertainment catering, I will give you a few key words:
Health, hygiene, nutrition, happiness and convenience-this is based on the needs of consumers;
Dedication, innovation, unity, execution and courage to take responsibility-starting from team building;
The so-called corporate culture construction is mainly based on the internal atmosphere, working atmosphere and interpersonal relationship of the enterprise, combined with the special needs of the industry itself. For example, catering emphasizes hygiene and entertainment emphasizes happiness. ...
Incorporating these elements into the work consciousness of every employee has become a subtle norm of thinking and action outside the rules and regulations-such a corporate culture has been formed.
Debate Competition: I'll help you with corporate culture construction. I hope it works. If you are an opponent, it is difficult to distinguish logically. So your opponent's starting point can't be formal. We can adopt the strategy of breaking the foundation, expanding culture and building two key words. With a wider scope, there are naturally more things to discuss.
First of all, to have a meaningful debate, there must be a clear standard and a clear definition of debate. According to the authoritative Chinese dictionary (nonsense, opponents can bluff on the field), culture is the material entity, values, meaning system and behavior mode created and shared by human groups, and it is the overall living state of human groups. Therefore, culture is the state of our life, and its embodiment lies in the values in our life and the material entities created. The definition of architecture is to create a new career; Add new facilities; Enrich the new spirit. Whether it is a new undertaking or a new facility or spirit, we all know that what is built must be new and actively created, added and enriched. Based on the cultural interpretation and the constructive interpretation as the breakthrough, the opposing argument is easy to argue, but it is actually sophistry, so be careful not to let the judges hear it when arguing. )
The reason why we don't agree that the development of enterprises needs cultural construction is based on the following three points.
First, an enterprise is a profit-making organization, and all its activities must be based on weighing the gains and losses of interests. We don't deny that the cultural construction of enterprises has a certain influence on the development of enterprises, but we believe that changing people's previous lifestyles and creating people's attitudes and values in the future will adapt to the development of enterprises. This so-called corporate culture will require a lot of manpower, material resources and financial resources to achieve. Secondly, not every enterprise has the conditions and ability to achieve it. Finally, the construction of corporate culture must change a person's world outlook, values and outlook on life from birth to adulthood. From a democratic point of view, this is spiritual oppression and obedience. In a practical sense, changing a person's three views can not be achieved in one day or two, and it requires long-term investment, planning and follow-up to achieve negligible results, which is seriously inconsistent with the cost-effectiveness of corporate profits.
Second, the economic base of an enterprise determines the superstructure of the enterprise. Although corporate culture has a decisive influence on the strategic objectives and organizational forms of enterprises, this influence is often more reflected in a few large enterprises like Fortune 500. The enterprises we discuss here should represent the vast majority of small and medium-sized enterprises in the world. If the key word enterprise can be changed to the concept of a few large enterprises in the world, then today's debate should be changed to "Do you want to establish a big enterprise culture?" . In fact, for a newly established or small and medium-sized enterprise, the cultural construction of the enterprise is nothing more than adding another burden to itself in an already competitive society. In the process of enterprise development, as long as we manage our employees well and let them do their jobs well, the enterprise has taken a big step towards success. Of course, these can't be called corporate culture, because in this process, employees have three views before entering the enterprise.
Thirdly, the formation of corporate culture is natural and subtle, and it is not transferred by individual will, so the construction of this subjective verb is not suitable for advocating in the formation of corporate culture. Let's take the cultural background of our Chinese nation as an example. Looking back on China for 5,000 years, is our national culture slowly established by a manipulator who can survive for 5,000 years, or is it that generations of children and grandchildren deliberately took over the fire from their parents and told them how to follow our cultural development plan for the rest of their lives? Of course, these absurd words can't be established. Similarly, within the enterprise, culture is naturally formed, which exerts a subtle influence on every employee. Here, we must solemnly declare that the training, rules and regulations and organizational structure within the enterprise are not the means of corporate culture construction. In fact, these methods are far from cultural construction, because these subjective factors are not aimed at the formation of culture, but better and faster. Only these factors promote the formation of corporate culture, which is the unconscious behavior of managers and the infrastructure that an enterprise must realize. It is not subjective and dynamic, so it cannot be regarded as the category of construction.
Based on the above three points, we firmly believe that corporate culture does not need to be built.
Hehe, if we don't build corporate culture, we don't need to build corporate culture. These are two concepts. The former completely denies the existence of corporate culture, so there is no way to argue. If we think from another angle, we don't need to build this means to realize the formation of corporate culture, then the space for discussion between opponents will be expanded. This trick is to steal arguments. You can hide it if you use it well. If it is not used well, it will be exposed. If the above point of view is ok, Lz will find its own example. I've been writing for more than an hour, hehe, I'm going to rest.
There is nothing particularly good about seeking reference from the construction of corporate culture. People who write books and consult are also blind.
Key points of corporate culture;
1, corporate culture is the soul of an enterprise.
2. It is the corporate image.
3 * * * Basic beliefs, values, professional ethics and mental outlook.
4. It is the embodiment of enterprise management concept, enterprise spirit, enterprise ethos, enterprise goal and enterprise ethics.
Problems and countermeasures in corporate culture construction of Dalian Machine Tool Group? Train workers into a group of professional robots with "speed".
The problem is: you want the horses to run, and you don't want them to eat more grass.
The solution is simple: feed more grass and tell it (not just tell, but also do it) that as long as you run more, there will be more grass.