First, the impact and role of corporate culture on corporate performance
Corporate culture is an organization's beliefs, values, behavioral characteristics and norms. , recognized and owned by most members inside and outside the organization, and affects the thoughts and behaviors of members of the organization. Corporate culture has the characteristics of value, uniqueness, inheritance and non-imitation, which can bring relative competitive advantage to enterprises.
1, the influence of corporate culture on corporate performance
First of all, corporate culture will affect all stakeholders, including employees, customers, suppliers and other stakeholders. The core concept, vision and values of an enterprise will directly affect employees, and affect the value judgment of all stakeholders through the products and services of the enterprise. Employees are the core stakeholders of enterprise performance realization; Customers are the direct source of economic performance of enterprises, and the value of enterprises can only be realized by customers buying products or services of enterprises. Drucker said: "Enterprise goals can only be evaluated from the perspective of external customers", so customers are the core stakeholders of enterprise performance realization. Other stakeholders not only participate in value creation activities, but also influence value realization activities. They are influenced by corporate culture, which will eventually directly affect corporate performance, and will also indirectly affect corporate performance through the impact on customers.
Second, corporate culture will transmit values among stakeholders, and one stakeholder's identity attitude and the resulting behavior will have a direct and positive impact on the attitudes of other stakeholders.
Third, all stakeholders have contributed to enterprise performance. Enterprise performance consists of economic performance and social performance, but economic performance is the most fundamental. Only by achieving economic performance can we meet the needs of all stakeholders and truly achieve enterprise performance. Enterprise economic performance provides the foundation for social performance, which will promote the growth of enterprise economic performance.
To sum up, we believe that the realization mode of corporate culture's influence on corporate economic performance is corporate culture-attitude-behavior-performance.
2, the role of corporate culture on corporate performance
Lawrence, founder of corporate culture? Miller said that the future top 500 enterprises will adopt new corporate culture and new cultural marketing strategies. Entrepreneurs can no longer dwell on past or present successes. Their primary task is to abandon the past, surpass themselves, look to the future and establish new corporate values and corporate culture. Therefore, the competition between enterprises in 2 1 century is basically a cultural competition. Behind the outstanding technological innovation, institutional innovation and management innovation of the world's top 500 enterprises, excellent and unique corporate culture is the fertile soil for enterprises to grow and remain invincible.
First, create great cohesion. When people devote themselves to a certain cause, task or mission, a clear and definite vision can make them forget their own self-interest and dilute the conflict of personal interests between people, thus forming great cohesion. This is like robbing the rich to help the poor, doing justice for heaven, sharing weal and woe, and looking forward to becoming Liangshan heroes together, which will produce a brotherly cohesion. In practical work, great cohesion can make employees think and work wholeheartedly, creating great efficiency and benefits. At the initial stage of the enterprise, based on our enthusiasm for the cause of auto automatic number identification system and our trust in the personal brand of entrepreneurs, we United a group of R&D elites, which laid a solid foundation for the company's technological innovation.
Second, create great impetus. A clear vision can generate a strong driving force, driving employees to have the courage and confidence to pursue and realize the vision. And let employees have the same development desire, spirit and passion as the boss, and be more capable, flexible and agile. We know that it is the vision of Coca-Cola Company and the dream and wish of every Coca-Cola employee to be the number one beverage in the world forever. In them, you can strongly feel the dreams and wishes of Coca-Cola employees. In them, you can strongly feel the pride of being a Coca-Cola employee and the strong desire and courage to do better than Pepsi.
Third, cultivate unlimited creativity. Organizational vision is the voice of all employees in the organization. Excellent managers often take the opportunity to turn their vision into the direction of employees' personal efforts. Once the vision is transformed into the direction of personal efforts, it will inspire employees for a long time, make them work hard actively, generate will and show unlimited creativity. On the contrary, employees' creative passion will gradually fade over time. Japanese enterprises have always attached importance to strengthening the collectivism concept of employees, making good use of lifelong employment system and work sequence system, integrating all employees into enterprises and building enterprises into their own homes. In this way, they spread the company culture and give employees a lasting source of creativity, thus creating a development myth and brilliant achievements that attract worldwide attention.
Fourth, create a sense of belonging and security, and cultivate the dedication of employees. American Fortune magazine cooperated with Ho management consulting company to select the most respected companies in the world from 65438 to 0998 with strict standards. The top five companies are General Electric, Coca Cola, Microsoft, Disney and Intel. 1998 when many industries were complaining bitterly, they not only broke through the predicament, but even continued to implement the established long-term plan. Why can these companies achieve such extraordinary results? When asked about their leaders, most people attribute this success to a good corporate culture.
Second, the way of enterprise performance culture
Facts have proved that a good corporate culture can make all employees believe that they work in the best company in the world, thus generating sincere pride. At the same time, it can also stimulate the enthusiasm, creativity and subjective initiative of employees, so that employees and managers can become partners who fight side by side and share weal and woe. How to ensure that corporate culture becomes the driving force for the sustained and high-speed development of employees? There are several main steps to create an enterprise performance culture:
First, cultivate the same language. * * * The same language is very important for the formation of organizational vision. This includes * * * the same values, * * the same interests, * * the same mission and many other aspects. In an organization, everyone's personal wishes or desires are different, and the vision of managers and employees is often qualitatively different. In this case, if employees and employees, employees and managers lack the same language, they don't know what the other party is saying, thinking and why. I won't think from other people's point of view. The distance between thought and knowledge will become wider and wider. At this time, it is impossible to have a sincere vision. There are two main ways to cultivate the same language: one is to expand the same language of some small groups in the organization from small to large to the same language of the whole organization; The other is to instill the language of the organization into all employees from small to large, and over time, it will affect employees' thoughts and behaviors.
Second, carry out team learning. The process of team learning is actually a process of group communication. In fact, it is easier to form a consistent language only when employees sit together and study, thus transforming the acquired knowledge into consistent behavior. Therefore, team learning is very important for establishing a clear and consistent vision.
Third, conduct in-depth exchanges. Deep communication is the basis of establishing a clear and definite vision. Vertically, deep communication needs to get through the heart of each communicator, not just stay on the surface; Horizontally, it allows each communicator to freely exchange ideas with each other, thus achieving a state of empathy. In-depth communication from different angles, different thinking, different occasions and different contents, when one idea is successfully blended with another, the result will always be 1+ 12.
Fourthly, establish a performance evaluation model of key events oriented by objective management. The performance appraisal model of key events based on target responsibility is based on target and post responsibility, and is based on target management method. In the process of decomposing the organizational objectives into various departments, the key performance objectives of the departments are determined and the responsibilities that the departments should undertake are clearly defined through sorting out the responsibilities of the departments. In the process of communication between superiors and subordinates, under the premise of decomposing organizational and departmental objectives, combined with employees' job responsibilities, determine their respective performance key assessment objectives; In the assessment of the completion of performance targets, the accountability of unfinished targets and the completion of employees' post targets will be taken as the basis for rewards and punishments, so as to realize the fairness of target performance assessment.
Fifth, improve various rules and regulations, humanize management, keep pace with the times, and enhance employees' sense of identity with the enterprise. Corporate culture belongs to the ideological category, which is based on a certain material basis and pursues outstanding performance. The formulation of rules and regulations must be people-oriented, forward-looking and scientific. We believe that according to Maslow's hierarchy of needs, the pursuit of ideological realm must be that material conditions can meet people's work and life requirements under certain conditions, so that there will be higher-level needs. Corporate culture is not a castle in the air. To ensure the establishment of a performance-based corporate culture, it must be based on perfect company rules and regulations and salary and welfare systems.
Sixth, achieve self-transcendence. This step is crucial to building a vision. At work, only employees have the desire to surpass themselves, and the vision of the organization can inspire him. If employees lack the desire to surpass themselves, or have little desire to surpass themselves, not only can they not establish a good vision, but even if they establish a clear vision, their incentive function will be seriously reduced. In this case, employees will be content with the status quo, not enterprising, and will lose confidence in the future of the enterprise.
Third, the performance-oriented corporate culture
It is a basic principle of enterprise management to reward the behavior of enterprise hope, and it is also an important means to shape enterprise culture. Employees will know what the enterprise wants them to do and how to do it through rewards, and finally form the same ideals and values of the enterprise. By cultivating employees' high performance-oriented corporate culture, employees will understand that personal income is related to the performance of enterprises in the market and personal work performance. If employees want to get returns, they must make contributions to the enterprise.
First of all, the performance-oriented corporate culture has formed the core values of pursuing outstanding performance. As a management idea, corporate culture aims to prevent the problems faced by enterprises in business operation, weaken or eliminate the obstacles in business operation, reduce the unpredictability in management, and predict the final result caused by the behavior of organizations or individuals as much as possible. Therefore, the core of corporate culture is the internal factors that affect the behavior of individuals and organizations, that is, the basic assumptions hidden in individuals and organizations. To a great extent, the formation of corporate culture should be combined with human resource management, because only in this way can the abstract core values of corporate culture be combined with specific management behaviors, which can truly be recognized by employees and conveyed to the outside world through employees' behaviors, forming a corporate culture widely recognized inside and outside the enterprise and truly establishing the external image of the enterprise.
Through corporate culture, we can form the core values of pursuing outstanding performance, restrain employees' behavior, establish a performance-oriented organizational atmosphere, and resolve contradictions and conflicts in the performance appraisal process through corporate culture.
Excellent corporate culture can drive employees to set goals consistent with the organization and keep pace with corporate goals in the process of personal struggle. It can create a positive working atmosphere for employees, * * * shared values and management mechanism, thus creating a suitable working environment that encourages positive creation, and will also have a strong impetus to the performance of enterprises. Therefore, in order to successfully implement the performance management system, adapt to this rapidly changing competitive market, and maximize the potential of enterprises, we must devote ourselves to building a high-performance corporate culture that integrates with the performance management system. High-performance corporate culture has the following characteristics: rewards and punishments? Atmosphere; Encourage employees to actively study, provide employees with necessary learning and training opportunities, and make employees continuously improve their quality; Creating a healthy and competitive working atmosphere is job enrichment; Advocate diversity and encourage responsibility; Meet the needs of customers and safeguard the interests of shareholders.
Second, shape the corporate culture in the competition to ensure the sustainable development of the enterprise in the ever-changing environment. The purpose of shaping corporate culture in competition is to ensure the sustainable development of enterprises in the ever-changing environment. The first and most important mission of an enterprise is to survive. If you want to live, you have to adapt to the surrounding environment, and when the environment changes, you have to adapt. Corporate culture shaping mainly achieves this goal by making enterprises improve their cohesion to corporate members and influence on the external environment.
In fact, just like nature, many individuals unite to enhance their adaptability to the environment. If this consortium can still have some positive impact on the environment, it will have more chances to survive. In the shaping of corporate culture, the internal cohesion is strengthened mainly through the implementation of values and ideas, and the influence on the external environment is formed through the shaping of corporate image and product service culture. There are two ways for enterprises to adapt to the environment: active adaptation can promote the improvement of business performance, and the stronger their adaptability, the more they will improve; Passive adaptation, passive adaptation will cause business stagnation or crisis.
If an enterprise wants to actively adapt to environmental changes, it must always maintain the openness and innovation of its corporate culture, constantly improve and update its business philosophy, so as to promote the reform of its strategy and management. Never wait until the environment forces change, because by then, enterprises have lost the initiative.