The so-called organizational culture construction refers to the process that an organization consciously develops its positive excellent culture and overcomes its negative inferior culture, even if the organizational culture is constantly optimized.

[Editor] Principles of Organizational Culture Construction [1]

1, based on national traditional culture, pay attention to absorbing foreign advanced culture.

2, the principle of combining full participation with expert participation.

3. The principle of combining universality with particularity

4. The principle of combining form with content

[Editor] The direction of organizational culture construction [2]

1, creating the soul of organizational culture

(1) Purpose

(2) Spirit

2. Determine the direction of organizational culture

(1) cultural motivation

(2) Value orientation

3. Construct three modules of organizational culture.

(1) Building the material culture of the organization

(2) Establish the institutional culture of the organization

(3) standardize organizational culture

(4) Enterprise identification system

[Edit] Steps of Organizational Culture Construction [1]

1, to create the core content of organizational culture system

Enterprise values and enterprise spirit are the core contents of organizational culture.

First of all, the establishment of enterprise value system should combine the nature, scale, technical characteristics and personnel composition of the enterprise itself.

Secondly, good values should consider problems from the perspective of the overall interests of enterprises and better integrate the behaviors of all employees.

Third, the enterprise's values should condense the ideals and beliefs of all employees, reflect the direction and goal of enterprise development, and become the spiritual force to motivate employees to work hard.

Fourth, the values of enterprises should contain a strong sense of social responsibility, so that the public can have a good impression on enterprises.

2. Construction of organizational culture surface.

Mainly refers to the construction of the material layer and system layer of organizational culture.

The surface construction of organizational culture mainly starts from the hardware facilities and environmental factors of enterprises, including formulating corresponding rules and regulations, codes of conduct, designing company flags, badges and songs, and building certain hardware facilities. So as to provide material guarantee for the construction of organizational cultural spirit.

3. The implementation and infiltration of the core concept of organizational culture.

(1) Staff selection and education.

(2) The hero's role model.

(3) the arrangement and design of etiquette and ceremony

(4) design and spread the organization's slogan

[Editor] The stage of organizational culture construction [3]

(1) Identification and planning stage.

(2) the stage of change and development.

(3) the establishment and consolidation stage.

(4) Cultivation strengthening stage.

[Editor] Organizational Culture Construction Method [3]

1, positive infusion method

2. Normative methods

3. Incentive method

4. Model law

Step 5 Practice methods

6. Prompting method

7. Infection method

[Editor] Strategy of Organizational Culture Construction [4]

Organizational culture is not only the driving force of organizational development, but also the tool of management. Cultural management is the highest realm of management. Building an excellent organizational culture must meet four standards: based on personality, based on strategy, based on the most fundamental business principles, based on humanity. Among these four standards, respecting human nature is the core and foundation of all excellent organizational cultures.

(A) establish a people-oriented concept

Excellent organizational culture should be people-oriented, service-oriented, abandon the traditional "material-centered" concept of personnel management, give employees more responsibilities, respect each employee, balance the interests of stakeholders, advocate team spirit, encourage innovation, give full play to people's enthusiasm and create the greatest value in life.

(B) the use of modern management psychology theory

1965 Xue En put forward the "Complex Man Hypothesis". He believes: "Not only are people's needs and potential desires diverse, but the patterns of these needs are constantly changing with the changes of age and development stage, the changes of roles, the evolution of situations and interpersonal relationships." In the process of cultural construction, organizations must follow the psychological law of cultural formation and fully consider the complexity and variability of human needs. For example, people have the needs of self-esteem, achievement and belonging, and these needs change with the change of environment. It is only effective to implement it according to the law of people's psychological changes.

(C) the implementation of scientific human resources management

1. Cultural inventory. That is to find out the existing culture of the enterprise one by one and find out the cultural differences of the enterprise. The cultural differences of enterprises include three levels: the deepest is the social and cultural background differences with national characteristics; The middle layer is the difference of enterprise culture with enterprise characteristics; The surface layer is the difference between individuals with individual characteristics and cultural literacy.

2. Organizational culture design. After finding out the organizational culture that exists in reality, immediately carry out cultural design. That is, according to the organizational development strategy, historical tradition, industry characteristics and service targets, the goal of cultural construction is designed, including a complete organizational cultural system at the conceptual level, institutional level and image level.

3. Implement cultural construction. This is the key link. Create public opinion, attach importance to communication, carry out corresponding environmental transformation, and let employees understand the necessity and inevitability of change; Carry out system reform and innovation, and establish organizational rules and regulations and employee behavior norms; Establish a typical organizational culture, realize the personification of organizational spirit, and let employees learn to imitate it; Strengthen employee training, carry out colorful activities, let employees accept new ideas in training activities, and form a new atmosphere of loving learning, innovating constantly, respecting knowledge and talents; Finally, strengthen supervision and inspection, establish an evaluation system for cultural construction, and combine the evaluation results with year-end assessment, bonus distribution and job promotion.

(D) the implementation of brand strategy

Implementing brand strategy is a means for organizations to adapt to cruel competition. By shaping the core values of the organization through culture, the organizational spirit and values are transformed into behaviors recognized by leaders and employees, so as to condense the organizational spirit and build a brand. "Behind the brand is culture", "Culture is tomorrow's economy", and different brands are attached to different specific cultures. For example, Rolls-Royce positioned itself as a "seat between royal nobles"; Goldlion represents a "charming man"; Sony will never follow suit and become a world-famous "pioneer of innovation".

To sum up, culture is the source of sustainable development of organizations. When an organization develops to a certain stage, it is difficult to ensure management efficiency by relying solely on system management, and cultural management means are needed. 2 1 century is the century of cultural management and cultural victory. Managers of every organization must be close to cultural management, master cultural management, learn cultural management, practice cultural management strategies, and be experts in cultural management in order to be invincible.