After years of research, I found that several tendencies are more representative. One is that many companies like to decorate their own with some dazzling words? Culture? What is the image with high exposure? Innovation? Humanism? Wait a minute. On the positive side, did business leaders go with their own good wishes? Dress up? My own enterprise also hopes to use these words to ask enterprises and employees; On the other hand, enterprise leaders may not understand the meaning of those words at first, and they have no intention to demand themselves with the true meaning of these words to guide the major policies of enterprises. We see too many companies holding high? Humanism? Banner, but in fact, in terms of employee development and welfare benefits, it is not considered from the perspective of employees; A little ostentatious? Innovation? Did the Enterprise actually disappear completely? Follow? There is nothing new about this route in terms of technological innovation, model innovation and management innovation.
The other is that enterprises know the meaning of those key words of values and are subjectively willing to use those values to demand themselves and their own enterprises. However, under the pressure of operation, will enterprises give up these values and sacrifice them immediately? Making money is the last word? The banner, everything is money first, those gorgeous publicity for the outside world and employees? Values? Disappeared Instead? What did the client say? Some basic working principles that should be adhered to have been abandoned, and the quality of products and services has dropped significantly.
Another is that enterprises (including some internationally renowned enterprises) are very aware of the significance of those key words of values, and they do follow these values to guide their operations for a long time. Some even formed an image reputation on a global scale. However, under the great pressure of global competition, what do these enterprises take? Cost management? Budget management? Using waiting as an excuse, gradually weaken or even give up the values that have been adhered to. Although it has received temporary commercial effects, it has gradually exposed the consequences of giving up values. As usual? Toyota, which is famous for its ToyotaProductionSystem, had many accidents due to car brake failure and had to be recalled on a large scale. With what? Aggressive, responsible, innovative and performance-oriented? BP, regarded as the core value, has an oil spill in the Gulf of Mexico, which has seriously polluted the Gulf of Mexico. With what? Responsible for parents and all those who use our products and receive our services? A large number of drug quality accidents occurred in Johnson & Johnson Company in the United States, which brought harm to a large number of children and patients.
Although these phenomena are different in degree, they all illustrate how enterprises should treat their core values. The simplest one is to try to find a bunch of nice words, no matter what you don't understand, stick them on the wall of the enterprise and claim to have values; Farther away, I basically understand the meaning of those words, which should also apply to that enterprise, but I don't intend to implement them seriously, just like that; The third one is more reliable, truly understands the meaning of those values, and has been implemented responsibly for a long time. But in the end, it's a pity to give up these beautiful things. Faced with these phenomena, how should we tell enterprises to establish core values? Or to put it more bluntly: what is the significance of establishing core values in enterprises? Is it to look good? Or show it to others? Or are you going to implement it for a while first? Or do you really stick to it forever? When enterprises encounter operational difficulties, everything should make way for economic indicators. Should values be discounted? Under the greater pressure of competition, should we give up the values we have always adhered to? These are indeed the practical problems of enterprises, how to deal with them? The choice is very difficult. These are really complicated aspects of corporate culture that we are talking about, and they are also areas that have not participated in discussing these issues in the past. We hope to find some solutions through this book.
The most important reason why corporate culture is complicated is that culture is deduced by people and the crystallization of people's thoughts and activities. And man is the most complex intelligent animal in the world. So far, human beings have studied nature to a considerable extent, but their own research is still very limited. These are the difficulties in learning corporate culture and the biggest misunderstanding in the past. Most corporate cultures are basically studying some phenomena, or some appearances, and then it is easier? Summary? Draw some so-called conclusions. In fact, they ignore the most important issue: the study of corporate culture is actually the study of people, and the study of corporate culture without people must be superficial and superficial, which has no guiding significance to reality. For example, learning Lenovo corporate culture, if you don't study Liu Chuanzhi in depth, you can't deeply understand Lenovo culture; It is impossible to understand Huawei culture without thinking about it.
In recent years, great changes have taken place in the world of human research, one of which is to study the subjective world instead of the objective world. To put it more clearly: in the past, human beings mainly studied what happened outside. There is little research on human beings themselves. In fact, our sages in China made in-depth research on man and nature more than 2,000 years ago. Unfortunately, these essences have not been well preserved in the long history. Later, the west? Modern civilization? Once again, it has impacted the essence of China culture and made us fall into a misunderstanding again. Fortunately, in recent years, people in China began to pay attention to the cultural essence of their ancestors, and they started again? Chinese studies fever? . However, the real motivation for human beings to study themselves is dominated by westerners again this time. Some western masters began to cut into the essence of human heart from the perspective of psychology, and began to reveal the origin and connotation of human thought activities. These provide new tools for people to study themselves deeply. It also provides a new perspective and height for us to study corporate culture. This book will try to use these latest theories to reveal some cultural problems, so that our research on corporate culture can reach a certain height and depth.
Corporate culture ultimately serves the enterprise itself, and we hope that this process can really generate value for the enterprise. As the boss of an enterprise we served said: When the enterprise develops to a certain extent, it is very important to sort out the corporate culture for the further development of the enterprise. We really realized its value through corporate culture consultation. And through our practice, I absolutely believe that such consultation will be in demand in many enterprises around us, and many bosses are in a very confused state. They subconsciously want to find out some deep-seated problems in enterprise management, but they don't know how to start. These words make us full of confidence in the future. Because we know the current situation of business owners in China, they want to get out of the primitive accumulation level, get rid of homogenization competition, and change from a relatively primary governance structure to a modern corporate governance structure, so as to make greater contributions to society and realize their own greater value. If we can meet these needs and really help enterprises, this is our goal. This book also hopes to reveal and summarize the essential problems of enterprises in China from a new perspective through in-depth study of corporate culture. Make our contribution to the further development of enterprises in China.
Subversion of corporate culture and return of human beings;
1. How to promote corporate culture?
2. Alibaba corporate culture analysis
3. The necessity and importance of corporate culture construction
4. How to position the corporate culture in the era of mobile Internet?
5. Xiaomi's corporate culture
6. The content design scheme of the corporate culture wall of the company
7. Corporate culture: the customs and etiquette of corporate survival.
8. How to strengthen the construction of bank corporate culture?
9. What is the real corporate culture?