In our daily study and work life, everyone will come into contact with papers to some extent. A thesis is an article to discuss or study a problem. What kind of paper can be called an excellent paper? The following is my research paper on the role of organizational culture in the development of Haomai Company for reference only. Welcome to reading.
abstract:
Enterprises are the fruits of human civilization, and organizational culture is an important link that can effectively connect enterprises and stakeholders. Organizational culture plays an important role in enterprise development. Various types of cultures have accumulated in enterprises, forming a unique organizational culture. Different cultures lead to different values and behavioral characteristics. Good organizational culture can effectively stimulate the internal motivation of enterprises, enhance the cohesion of enterprises and improve their competitiveness. Excellent organizational culture is a powerful spiritual force and secret weapon for enterprise success.
Key words:
Organizational culture; Enterprise development: static; Maximize benefits;
Introduction:
Organizational culture is the same value recognized and shared by all individuals in the organization, which is formed in the long-term production and operation management of enterprises. Organizational culture includes four levels: material culture, behavioral culture, institutional culture and spiritual culture. Organizational culture comes from historical traditions, common values, ethics, management principles, moral standards, development goals and codes of conduct. The connotation of organizational culture is very extensive. It includes both the mutual recognition of the enterprise concept within the enterprise and the observable behavior outside the enterprise. With the establishment and development of enterprises, each enterprise has formed its own unique values, behavior norms, product image, brand image and so on. Therefore, organizational culture is an important feature that distinguishes an enterprise from other enterprises. Organizational culture is an important intangible asset, an important potential productivity and plays a very important role in enterprise management. Generally speaking, the functions of corporate organizational culture mainly include six kinds: guidance, restraint, cohesion, encouragement, innovation and radiation. Let's take Haomai Company as an example to discuss the role of organizational culture in enterprise development.
1, Haomai Company and its organizational culture
1. 1, introduced by Haomai Company.
Shandong Haomai Machinery Technology Co., Ltd. (hereinafter referred to as Haomai Company) was established in 1995, located in gaomi city, Shandong Province. We mainly develop four categories of products: tire molds, special CNC machine tools for tire molds, tire puncture stabilization systems for automobiles, and natural rubber processing equipment. The company was established by the joint investment of Chairman Zhang Gongyun and three partners. At the beginning of the company's establishment, it was difficult to operate. 200 1, the company began to enter the tire mold manufacturing industry. In the past 20 years, the average annual growth rate of Haomai Company has exceeded 20%, the total assets have exceeded10 billion yuan, and the employee income, shareholder income and tax payment have all achieved coordinated growth. At present, Haomai Company has become an R&D and manufacturing base for tire molds, with 4 high-tech enterprises and more than 30 molecular companies. Seven overseas companies have been established in the United States, Thailand, Hungary, India, Indonesia, Brazil and Viet Nam, and have been included in the list of potential enterprises in China for eight consecutive times. In just over 20 years, Haomai Company has developed from a workshop on the verge of bankruptcy to an industry leader with total assets exceeding 10 billion. Such rapid growth and dazzling performance are inseparable from its unique organizational culture. "The * * * values established by the heroic people have produced great centripetal force, cohesion and creativity." It can be said that organizational culture is the secret weapon for the success and rapid development of Haomai Company.
1.2, organizational culture of Haomai Company
The core of the organizational culture of Haomai Company is "to make the enterprise an ideal platform for every employee to realize self-worth and contribute to society". Zhang Gongyun, the chairman of the company, believes that being an enterprise is a platform. On this platform, enterprises should gradually form three bodies: interests, career and spirit. Adhering to the innovative concept of "improvement is innovation, and everyone can innovate", we will create an atmosphere of "encouraging innovation and tolerating failure", constantly innovate and improve, strengthen internal management, actively seek global cooperation, and stride forward towards the grand vision of "becoming a first-class company". Specifically, it includes the following three aspects: (1) partnership, honesty-oriented; (2) Joint venture, continuous production and perseverance; (3) Respect labor and care for employees.
2. The role of organizational culture in the development of Haomai Company.
2. 1, guiding role
If organizational culture becomes the demand and motivation of company employees, it will have a goal-oriented effect. The guiding role is not only reflected in the company's production and operation activities, but also in the value orientation and behavior orientation of employees. Employees will measure and adjust their behavior based on organizational culture to meet the basic requirements of the company. More importantly, it can guide employees to work hard for a long time to achieve the goals of the enterprise.
Like Huawei, Haomai advocates the partnership system. Haomai Company gives four conditions for partnership: equality, voluntariness, honesty and mutual benefit, among which honesty is the foundation and premise. In Haomai, first of all, honesty is manifested in the fact that the enterprise treats employees honestly, does not deduct wages and overtime pay, pays "five insurances" on time and issues various subsidies, and gets paid immediately after leaving the company. Secondly, mutual trust is emphasized between employees and enterprises, and between employees. Finally, the company sincerely cooperates with upstream and downstream customers. In the cooperation, both parties should pay attention to "respecting contracts and keeping promises" and resolutely oppose the behavior of "shopkeepers bullying customers" or "customers bullying shopkeepers".
2.2, constraint effect
The constraint function of organizational culture is mainly embodied in two aspects: behavioral constraint and moral constraint. Behavior constraint mainly comes from the company's values and organizational culture, and is realized by implementing specific rules and regulations. Compared with the two, moral constraints are more acceptable to employees than behavioral constraints, and can also achieve better results. Because behavioral constraints need supervision, it will increase employees' resentment and resistance, while moral constraints only need employees to do it themselves. The constraint of organizational culture can improve employees' consciousness, enthusiasm and initiative, and then improve their sense of responsibility and mission.
In Haomai, there are few rules and regulations to restrict employees' behavior, and any distribution system and selection method involving employees' interests are decided by employees themselves. At the same time, employees can also determine and modify various work processes and operating specifications by themselves. In Haomai, most of the company's systems and norms are independently participated and formulated by employees. Due to the extensive participation of employees, their opinions and suggestions have been absorbed to the maximum extent. It can not only ensure the fairness of the system and improve the execution of the system, but also reduce the resistance and resistance in the process of system implementation because it widely reflects the demands of employees. "In Haomai, the appointment, transfer, promotion and stay of employees are all based on the concept of partners and decided by employees through democratic appraisal. "Commenting on others is self-discipline, and it also promotes the landing of organizational culture concepts.
2.3. condensation
Organizational culture provides employees with shared values, so it has great cohesion to employees. Under the influence of conceptual identity, all employees are willing to closely link their own interests with the survival and development of the company. The cohesion of organizational culture brings all employees together, resulting in great centripetal force and cohesion. Employees will love the company's business, maintain the company's reputation and image, strive to achieve the company's goals, and sometimes even make necessary sacrifices.
In Haomai, the company not only has the same interests as employees, but also has the same career and spirit. Through the scientific and reasonable salary distribution system and the equity mechanism of "combination of capital and personnel", Haomai makes the company and employees "share interests and risks", and employees have a sense of identity and belonging to the enterprise, thus forming a sense of ownership of "my company is my master".
2.4, incentive effect
Organizational culture can motivate employees. A good working environment and good expectations will inspire employees to have a heartfelt enterprising spirit, and organizational culture can give employees a sense of belonging, self-esteem and accomplishment, thus mobilizing their spiritual strength. Because it meets the needs of employees and adapts to human nature, the incentive function of organizational culture is more effective than any other form. Organizational culture meets the spiritual needs of employees through incentives.
In some private enterprises, the centrifugal force caused by the separation of capital and labor between employers and employees is becoming more and more obvious, and the labor relationship is becoming more and more tense. Since its establishment, Haomai Company has been committed to promoting the integration of capital and labor, and extensively attracting outstanding employees to become shareholders. At present, employee stock ownership has become a "label" of identity and value, and the qualification of stock ownership and the number of stock options have become symbols of heroic employees' working ability. With the help of capital integration, Haomai realized the integration of capital and labor, thus finally achieving "harmony" and effectively inspiring employees' enterprising spirit.
2.5, the role of innovation
"Establishing a distinctive organizational culture is an important aspect of organizational innovation, and it is also the source and motivation to stimulate employees' innovative spirit. "Innovation is the driving force of the company, because the company's equity mechanism has stimulated the innovation enthusiasm of all employees, and many ordinary heroic employees have become" rich employees "because of innovation and creation. The concept of "improvement is innovation, and all employees can innovate" has inspired employees' enthusiasm for innovation. In Haomai, innovation is something that everyone can do, all the time and everywhere. As long as it can improve the operability of the work, it is innovation. As long as individuals can put forward innovative ideas and put them into practice, they are innovators. At the same time, the company's atmosphere of "encouraging innovation and tolerating failure" also gives employees the courage to innovate.
2.6, radiation effect
Organizational culture is a part of social culture, and the establishment of an organizational image will have a certain impact on the local, public and domestic and foreign. Therefore, organizational culture has a huge radiation effect. Heroic integrity is not only a household name in the local area, but also has a good reputation among customers at home and abroad. Tens of thousands of heroic employees spread the company's honest culture, partnership and innovative values to the public through their respective social contacts, making heroes the disseminators of social positive energy.
3, the relationship between organizational culture and enterprise success
Organizational culture is produced and developed with the establishment and development of enterprises. However, organizational culture is not only an accessory of enterprise development, but also the driving force and source of enterprise development, which has a great influence on the success of a company. Different enterprises have different organizational cultures, and a good organizational culture contributes to the success of enterprises; On the contrary, negative organizational culture will become an obstacle to the development of enterprises. The influence of organizational culture on enterprise success is mainly reflected in enterprise competitiveness, employee efficiency, enterprise management, consumer loyalty and so on.
3. 1, organizational culture and enterprise competitiveness
Organizational culture is the core competitiveness of enterprise development, which affects the quality of production factors in enterprise economy, especially the quality of managers and ordinary employees. This is the most important factor in the production factors. Good organizational culture can stimulate the enthusiasm of employees and improve the core competitiveness of the company; On the contrary, the lack of organizational culture will lead to internal disunity and reduce the competitiveness of enterprises. At the same time, organizational culture also affects the soft environment of the company's economic activities. In addition, organizational culture also affects the industrial structure of enterprise economy. A specific cultural type determines a specific enterprise organization form and product quality.
3.2, organizational culture and employee efficiency
Organizational culture can change employees' values and is the source of enterprise vitality. A good organizational culture can stimulate employees' enthusiasm and creativity, and can transform employees' dedication and desire for success into specific goals and codes of conduct. On the one hand, organizational culture can stimulate the potential of employees, thus better serving enterprises; On the other hand, organizational culture can unify personal goals with corporate culture. After fully understanding the company's value standards, employees will safeguard the company's interests, actively participate in the work, and constantly learn and innovate. Organizational culture can be felt through the behavior of employees. In Haomai, employees are energetic and highly motivated. In contrast, employees in some companies are lazy and listless. Different working attitudes of employees are caused by different organizational cultures.
3.3, organizational culture and enterprise management
Organizational culture is conducive to achieving corporate goals and maximizing the company's interests. * * * The same values and spirit make it easy for leaders and employees to reach an agreement on corporate goals. Under the guidance of management philosophy, the understanding of enterprise goals will become a great cohesion of all employees. Excellent organizational culture reflects the high-level management level of an enterprise, including advanced management concepts, labor relations, employee behavior and internal standardized management system. At the same time, organizational culture can also maximize the operational efficiency of enterprises and reduce production and operation costs. More importantly, a good corporate brand formed by organizational culture will attract a wider range of resources, reduce the external costs of enterprises, and finally achieve the best results. Haomai company's insistence on honesty makes interpersonal relationship easy and simple, and makes "less consideration for people and more consideration for things" become the company atmosphere. The belief of internalizing in the heart greatly reduces the institutional cost of enterprises.
3.4, organizational culture and consumer loyalty
Organizational culture is conducive to cultivating consumer loyalty. In today's market, society has begun to change from economic culture to social culture. Nowadays, consumers pay more attention to a culture in the process of market consumption, and will be more inclined to choose to buy products under the company culture. Therefore, the product has developed from an object without thoughts and feelings to an object as a humanized carrier. Only by making consumers feel the excitement, fun and charm of products can the company truly establish customer loyalty. A good organizational culture based on customer satisfaction will win more profits for enterprises by winning the satisfaction and loyalty of consumers. At the same time, a good organizational culture embodies good ethical awareness and business ethics, which is conducive to the external public's recognition of the enterprise. The heroic and honest organizational culture and good reputation have won the favor of many international high-end customers. At present, more than 20 Fortune 500 companies such as Michelin in France, Bridgestone in Japan, GE in the United States and Siemens in Germany are heroic cooperation customers.
4. Conclusion
Organizational culture is the sum of material and spiritual wealth formed by enterprises in the long-term development process. It mainly plays the role of guidance, restraint, cohesion, encouragement, innovation and radiation in the development of enterprises. Organizational culture plays an important role in promoting the success of enterprises. It can improve the work efficiency of employees, improve the management level of enterprises, win the loyalty of consumers and maximize the benefits of enterprises. Corporate culture is the core competitiveness of enterprise development and has a great influence on the success of a company. Therefore, if enterprises want to be bigger and stronger, they must attach importance to the role of organizational culture in enterprise development and form their own corporate culture in combination with the actual situation of enterprises.
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