The difference between corporate culture and system, in some vivid words, is that it is the system hanging on the wall and the corporate culture in mind, which is unique. Because of this, corporate culture is not always talked about. Can a "pseudo-guardian" who "keeps his word and says corporate culture" be called a "pseudo-guardian"? What corporate culture needs is a subtle influence. Once the system is formulated, it must be implemented and observed. However, corporate culture needs to be studied and digested for a period of time to understand and understand its connotation, and then it will be integrated into its own inertial thinking and corporate culture of the organization, taking corporate culture as its "action program" and "code of conduct".
Any corporate culture is based on full respect for employees. Is it ridiculous to talk about corporate culture without fully respecting employees? By the way, I have been dismissive of the so-called marketing and management books that are popular in the society. I've always felt that they are armchair strategists and flashy. It is beneficial to learn how to manage enterprises or how to create corporate culture, learn from our ancestors and even learn from Mao Xuan. Do you still need to explore hard in that "best seller" with mixed eyes and uneven feet?
Let's go back to corporate culture. I don't think corporate culture is often discussed. At the very least, business leaders should start from themselves and become a model for practicing corporate culture, so that employees can set an example. Only in this way can a harmonious atmosphere of learning and implementing corporate culture be formed imperceptibly. Of course, to practice corporate culture, we should start from dribs and drabs, from the little things around us, and from some details in our work, instead of keeping silent about what experts say, what's the use!
We know that employees are the carrier of corporate culture. Without employees, how can we talk about corporate culture? Therefore, the construction of corporate culture is to build a team of employees who can deeply understand corporate culture, so that corporate culture can be displayed intuitively, and the popular slogan of "people-oriented" has become a universal truth based on this.
In order to make all employees agree with the corporate culture, we must start from caring for employees. Of course, caring for employees doesn't mean taking them out to dinner from time to time and giving them some small favors to make employees feel grateful. But bits and pieces from employees.
First, the working environment. We all know that the environment has great influence on a person. Although there is also a saying that "the mud is not stained", in most cases people will still say that "those who are near the ink are black, and those who are near the ink are black". The quality of the environment directly affects a person's mood and mood. "Matter determines consciousness", in which matter refers to the surrounding working environment, including sanitation, office facilities, noise level of surrounding buildings and so on. For example, in winter, all employees are working in a shivering environment, and even there is no working meal, so can his work efficiency and mood at work be better? For example, if you work in a cold environment for a long time, will you fall into any leg diseases such as arthritis? These are all the concerns of employees from the side. I think improving or even improving the working environment should be much better than eating a hearty meal, right?
Third, welfare benefits. Why do people have to work? Except for a few people who say "to realize their ideals and goals in life", I think 90% people still want to support their families, for themselves and for money, although it is a bit tacky. Of course, saying "in order to realize one's ideals and goals in life" will eventually turn into money, and the final nature and result are the same. Imagine that a person's labor income in an enterprise can't even support his family. Even when he came home, he looked at his wife's gloomy face, then looked at the hungry children and emptied his wallet and pockets. How does he face his family, wife and children? How can employees practice corporate culture in such a state of being on tenterhooks all day and worrying about not having a meal? According to Maslow's hierarchy of needs theory, corporate culture should belong to the level of social belonging. How can we talk about corporate culture if we can't meet the basic physiological and safety needs? If we meet another advocate who is ignorant of the law, arbitrarily deduct employees' wages and use the money to squander or feed other irrelevant people, wouldn't it be even more hopeless for corporate culture? Or: more people, then the per capita share of work will be less, and work will be easier. Answer: Actually, this is not the case, but letting more people share the original fixed total workload will only train senior employees to order junior employees at will, thus allowing some senior employees to have more free time and increasing the possibility of developing laziness. What's more, during their work, online stock speculation and playing games prevailed, and the corporate culture they have always claimed disappeared!
Again, different voices. Although "harmony" is the main theme at present, we have not advocated one voice in the whole society, and everyone sings praises. On the contrary, in a harmonious environment, we always want to hear some strange sounds. Because listening to different voices is conducive to self-reflection, finding problems and solving problems, thus further promoting harmony. This is especially true in enterprises. As the saying goes, "When people gather firewood, the flames are high", and a unit and an enterprise are "in a good situation", and it is not a good thing to be together. At the slightest noise, some little people and flatterers are ready to move, lest the world be chaotic. Make a small report today and get a small embroidered shoe tomorrow, which is euphemistically called "harmony". Don't you know that the "disharmony" in this "harmony" is very different from reactionary remarks? If we persist in confusing people, we will not cause great "unjust imprisonment." In such an environment, which employees are willing to make suggestions for the development of the enterprise and put forward their own different opinions? If so, it is extremely dangerous and undesirable for the development of an enterprise.
Finally, let's make a conclusion: the so-called "corporate culture" can't be established just by flipping through a few textbooks, and it needs in-depth investigation, understanding, integration, implementation and execution. Is "the breeze can't read, why turn over the books?"