1. People-oriented
The key to the development of enterprises lies in people, and corporate culture should be employee-oriented and "people-oriented". Only by adhering to this concept can enterprises truly create a relaxed and happy working environment for employees, adopt democratic and open management methods, provide huge development space for employees, let employees give full play to their talents, and create source power for the development of enterprises. In this way, employees will be highly dedicated, proud of the enterprise, regard work as fun, and become the think tank and driving force for enterprise development. The development of enterprises can not be separated from the efforts and unity of all employees in the fierce market competition, and work together for a goal to open up new markets and improve competitiveness. All these must be realized through the "people-oriented" corporate culture.
Provide employees with the training they need as much as possible.
Advocate cooperation and competition within enterprises, and advocate civilization, care and friendship.
Provide a good working environment for employees
Provide good development space for employees and care about their personal growth.
Encourage innovation and provide a stage for employees to develop their potential.
Not only care about the performance of employees, but also care about their lives.
Pursuing a win-win situation
Enterprise values are the core of enterprise culture, which permeates all aspects of enterprise management, dominates the thoughts and behaviors of all employees, including leaders, and also has a certain influence on customers and partners. Good corporate culture can produce good social benefits and attract more customers' attention. Therefore, the innovation of corporate culture is mainly the innovation of values. Under the condition of traditional market economy, many enterprises only care about their own interests, regardless of the lives of others, and pursue win-win values. But now enterprises are more interdependent, and the values of win-win will restrict the development of enterprises, so the values of win-win and even win-win are born. This has also become a new trend and highlight of corporate culture.
From the perspective and interests of employees, effectively stimulate the enthusiasm, initiative and creativity of employees.
Reflect the concept of win-win in corporate culture and put the interests of employees and customers first. For example, the corporate culture tenet of Chongqing Xianghe Group is "continuous customer satisfaction is a peaceful working standard"
To effectively implement corporate culture, we can't just shout slogans without taking practical actions.
Keep up with the development of the times and reflect the needs of the times and social development, such as Delta's "environmental protection, energy saving and love for the earth"
Only by pursuing win-win or win-win values can enterprises obtain new knowledge, new information and other resources from partners or other enterprises, improve their competitive strength, and thus remain invincible in the fierce competition.
At the new product promotion meeting of Haier in 2008, Haier introduced the representative works of the new century: e-air space series network air conditioners, 108 air supply mode; There are also elegant and generous new products such as Century Superman that are popular in Europe.
When the domestic air-conditioning price war is imminent, Haier is not fighting a "price war" but a "value war" in the face of irregular market competition. From this promotion meeting, we can see that Haier has won many customers with high-quality products and excellent services. In China, Haier Air Conditioning has occupied the first position in sales volume for six consecutive years, and the annual sales of 200/kloc-0 reached a record 10 1 billion. Haier air conditioning, in particular, has entered the international market in recent years and is well received by foreign customers for its high quality. Haier has achieved great success, but also passed on the concept of health, energy saving and environmental protection to customers. This is undoubtedly a win-win situation: Haier has won economic benefits and good social benefits; Customers win health; Society has won environmental protection; The earth won the green.
3. Institutional innovation
Enterprise system belongs to one of the contents of enterprise culture, and enterprise system is the basic premise of enterprise culture. Enterprise system and enterprise core culture are closely related and complement each other. What really restricts and affects corporate cultural differences is the internal management system. Therefore, enterprises can lay the foundation for the innovation of corporate culture through the innovation and reform of enterprise system and the operation of new system. Only culture has no system, and it is impossible for every member to act consciously and actively according to the innovative culture and spirit, then corporate culture has become a rootless tree and lost its foundation for existence.
Constantly improve the organizational structure of enterprises and strengthen communication and cooperation between departments.
Reform and improve the enterprise management system and enhance the binding force.
Clarify the post responsibility system and strengthen the post consciousness and responsibility consciousness.
Improve the performance appraisal scheme and related systems to stimulate employees' enthusiasm.
The flexible welfare system not only meets the differentiated needs of employees, but also reflects the enterprise's ...
Question 2: What are the characteristics of innovative organizations? Innovative organizations have the following characteristics:
1. Innovative organizations are first and foremost learning organizations.
2. Innovation has become the core feature of corporate culture.
3. Innovation is the basic function of an organization.
4. Innovation is the core competitiveness of an organization.
5. Innovation is a team sport.
Innovative organization refers to an organization with strong innovation ability and consciousness, which can continuously carry out a series of innovation activities such as technological innovation, organizational innovation and management innovation.
The formation of innovation power must be through the joint efforts of enterprises and individuals, but enterprises can also create appropriate culture to stimulate innovative activities within enterprises. Corporate culture is the main driving force to stimulate internal innovation activities. In innovative organizations, corporate culture not only encourages and supports innovative activities, but also takes innovation as the core content, forming a brand-new innovative culture. Innovative culture is a synthesis of values, codes of conduct and social environment that are conducive to innovative activities, and it is a spiritual home to stimulate innovative activities. In short, innovation culture is a good organizational ecological environment that is conducive to generating innovation inspiration, stimulating innovation potential and maintaining innovation vitality. In this ecological environment, innovators are eager to innovate, dare to take risks and explore, dare to be unconventional and be good at pioneering and enterprising. Innovators are willing to unite, cooperate and compete, * * * enjoy successful experiences and lessons, * * * take the risk of failure, and the organization can tolerate failure, giving innovators free innovation space and giving them appropriate evaluation and encouragement. Therefore, innovation has become a fashion and ethos.
Question 3: Basic ideas of corporate culture innovation. On the basis of criticizing the traditional corporate culture, corporate culture innovation should innovate all the elements that constitute corporate culture, including business philosophy, corporate purpose, management system, business process, ceremony and language. It should be comprehensively and systematically promoted, reconstructed or restated to adapt to the development pace of enterprise productivity and the changes of external environment. Business leaders should strengthen their self-cultivation and take the lead in corporate culture innovation. In a sense, corporate culture is the culture of entrepreneurs, the personification of entrepreneurs, and the comprehensive reflection of their professionalism and sense of responsibility, life pursuit, value orientation and innovative spirit. They must instill the values of the enterprise into all members through their own actions. This is just as Mr. Zhong, the president of a famous headhunting company in China, said, "The first is how designers adapt their organizational structure to the development of enterprises; The second is a priest, who constantly preaches, makes employees accept corporate culture, and combines the embodiment of employees' own values with the realization of corporate goals. "The premise of enterprise culture innovation is the change of enterprise managers' concept. Therefore, in order to carry out enterprise culture innovation, enterprise managers must change their concepts and improve their quality. First of all, we should have a more comprehensive and profound understanding of the connotation of corporate culture. We should completely break away from the past mindset that engaging in corporate culture means organizing singing, dancing, holding calligraphy and photography competitions, and truly position the concept of corporate culture on business philosophy, corporate values, corporate spirit and corporate image. Secondly, we should actively change our concepts. It is necessary to get rid of the original self-enclosure, administrative orders, egalitarianism and extensive management, and firmly establish a brand-new concept of development, reform, market-oriented management, competition and efficiency to meet market requirements. Third, master modern management knowledge and skills seriously, at the same time actively absorb foreign excellent enterprise development management experience, actively integrate into the world in culture, and prepare for the nationalization of enterprises. Fourth, we must have a strong spirit of innovation, maintain extraordinary vitality in thinking activities and mental state, always pay attention to all kinds of international and domestic information, always pay attention to market demand, be able to reorganize external information in time, and build new innovative decisions in our minds. The development of human resources plays an irreplaceable role in the promotion of corporate culture. All-staff training is the fundamental means to promote corporate culture change. The key to the promotion of corporate culture lies in the understanding, recognition and practice of all employees. Therefore, in the process of corporate culture change, we must attach importance to the design and implementation of training plans and urge all employees to receive training and study. Through special training, enhance employees' knowledge and understanding of corporate culture, improve employees' enthusiasm for participation, and smoothly promote new corporate culture on the basis of employees' acceptance. That is, induced change means the renewal of ideas and the change of behavior patterns based on the voluntary support of employees. In addition to formal or informal training activities, you can also use public opinion tools such as meetings, such as internal publications, slogans, blackboard newspapers, etc. Vigorously promote corporate values, so that employees are always in an atmosphere full of corporate values. The corresponding incentive and restraint mechanism is an inexhaustible motive force for corporate culture innovation. The process of compulsory institutional change often leads to the disguised distortion or other resistance of lower organizations. The formation of values is a cumulative process of personality psychology, which not only takes a long time, but also needs to be continuously strengthened. Therefore, the establishment and operation of new corporate culture must be strengthened and guaranteed through corresponding incentive and restraint mechanisms to stabilize its habits. For example, the reform of distribution mechanism can be used as a starting point, because the distribution mechanism also embodies the organic combination of incentive mechanism and constraint mechanism. In addition, we should pay attention to the importance of spiritual motivation. According to Maslow's needs, after material satisfaction reaches a certain level, the evaluation of self-realization will overwhelm other factors. Enterprises should enhance the transparency of management process and treat employees fairly. The competition among modern enterprises is mainly the competition of talents and the contest of enterprise cohesion. In the final analysis, this is the competition of people-oriented corporate culture. Tenacious enterprise team spirit is the basic condition for enterprises to achieve great success. To unite thousands of employees in an enterprise, money alone is not enough. Enterprises must have the same values, goals and beliefs. The recognition of the same value will make employees have a stable sense of belonging, thus attracting and retaining talents. Facts have proved that only by forming an excellent corporate culture can an enterprise create an invincible workforce. The competition between enterprises is the competition of talents, but in fact it should be the competition of learning ability ... >>
Question 4: Why should enterprises innovate and reprint the following information for reference?
The role of innovation in enterprises
Nowadays, under the trend of global economic integration, informationization and networking, science and technology are changing with each passing day, the total amount of human knowledge will double in five years, and economic life will change rapidly. Every enterprise and entrepreneur should learn to look at themselves from a height and a distance with the eyes of the world, measure themselves, find their weaknesses and deficiencies at any time, and overcome them quickly through reform and opening up in order to catch up. Otherwise, it may be eliminated at any time.
There is an old saying in China: "Those who do not seek the overall situation do not seek a domain; People who don't want everything are not enough for a moment. " In the 1920s and 1930s, Ford I dominated the mass production of black cars for decades. However, with the changes of the times, the needs of consumers have also changed, and people hope to have more varieties, newer styles and more energy-efficient cars. However, Ford Motor Company's products are not only monotonous in color, but also heavy in fuel consumption and exhaust emissions, which is totally incompatible with the increasingly tight oil supply market and the increasingly severe environmental protection situation. At this time, General Motors and several other companies followed the pulse of the market and made correct strategic plans to produce energy-saving and light vehicles. In the oil crisis of 1970s, Ford Motor Company was on the verge of bankruptcy. So Henry, the former president of Ford? Ford said with deep feeling, "If you don't innovate, you will perish."
Not long ago, an article introduced Andrew, president of Intel Corporation, the world's largest microprocessor manufacturer. An article in Glockoff's new book Only Paranoia Can Survive. Although some viewpoints in the book are biased, on the whole, it should be said that it truly reflects the characteristics of the times.
The book says that we are in an era of development with the speed of 10 times. This era is full of challenges and crises. As an enterprise and entrepreneur, we should always feel the changes around us, know what is changing and how to adapt to this change.
Comrade * * * once again stressed during the discussion with scientists during the First Session of the Ninth National People's Congress: "Innovation is the soul of a nation's progress and an inexhaustible motive force for a country's prosperity."
For enterprises, with the intensification of market competition, innovation has become the key to the success of enterprises.
First, why should enterprises innovate
Joseph schumpete, a famous American economist, believes that the most essential feature of capitalist economy is innovation. Capitalism constantly breaks through its own limitations, and economic crises occur frequently. The main reason is the spontaneous innovation mechanism of capitalist economy.
Looking at contemporary enterprises, only by continuous innovation can they be active and invincible in the competition. Many enterprises fail because they have not really done this.
Innovation is the fresh blood with oxygen and the life of an enterprise.
Relevant foreign experts once played a game in a training class held by the Central Committee of the Communist Youth League: the speaker held a white envelope in his hand, which might contain 50 yuan money, a fine ticket or other punishments. You have three choices: (1) you can open the envelope, but you must follow the requirements in the envelope, (2) you can not open the envelope, and (3) you can give it to your partner to open it. What is the choice?
Not opening the envelope means that everything is stagnant. In this way, although there is no risk, the opportunity will slip away quietly; In fact, marking time is a retrogression in disguise. The connotation of development is very rich. We see development as a breakthrough in reality, just like that envelope. Tearing it apart means a breakthrough in the status quo. To develop, we must innovate.
Second, what is innovation?
Innovation is also called creation. Creation is an individual's cognitive and behavioral activity to produce novel and valuable achievements (spiritual, social and material) by using all known conditions according to certain purposes and tasks.
According to Schumpeter's theory, innovation is the recombination of production factors, including five aspects: (1) launching a new product; (2) adopting a new mode of production; (3) opening up a new market; (4) opening up and utilizing new raw materials; and (5) adopting a new organizational form.
In fact, innovation should also include the innovation of ideas and thinking-this is the most important. A professor from the Central Party School concluded that the success of Shenzhen Special Economic Zone today was first attributed to the innovation of the system. Without the conceptual innovation of the pioneers in the SAR, there would be no institutional innovation, and there would be no amazing achievements in Shenzhen.
Third, the characteristics of innovation.
The most important feature of innovation is ... >>
Question 5: What principles should be mastered in corporate culture innovation? Corporate culture is not conceived, but made. The source of an enterprise, people, your progress and your idea of doing things for people are culture.
Question 6: What can be used to open corporate culture and cultivate innovative talents? . Only by making good use of talents and having innovative and pragmatic talents can we create and develop a culture and development suitable for enterprises.
Because the solution and development of everything depends on people with corresponding abilities, only in this way can they solve problems and create and develop new paths.
Question 7: What influence does corporate culture have on the construction of innovation atmosphere? Corporate culture is a kind of soft power and an invisible hand, which affects the enterprise and everyone in the enterprise all the time. It can be said that a nation without culture is a terrible and hopeless nation, and an enterprise without corporate culture is also a company that can't go far. Corporate culture is an auxiliary force for the construction of innovative atmosphere, and it is also a force for guidance and encouragement!
Question 8: The corporate culture of Shandong Innovation Group contains the softest and strongest power. Innovation combines profound Qilu culture with modern enterprise management concepts, forming a unique innovation culture. This is the paving stone for innovation to go to the international stage, and it is also a powerful force to encourage innovators to work hard. Enterprise concept ―― Innovation makes future enterprise spirit ―― Seeking truth and being pragmatic, pioneering and innovating enterprise purpose ―― Scientific and technological innovation, promoting industry development and progress ―― Business philosophy ―― German customers win the world enterprise goal ―― Strive to be an industry leader and build a century-old enterprise.
Question 9: How to write the development history, innovation ability and corporate culture of an enterprise? On how to promote the core competitiveness of enterprises through the construction of enterprise culture. With the economic globalization, China enterprises are facing the competition not only from domestic enterprises, but also from international multinational companies. At the same time, under the background of the deepening financial crisis, China enterprises are also facing many challenges. The influence of the financial crisis is deepening gradually. Under the influence of the global economic crisis, enterprises all over the world are experiencing great challenges. Many well-known multinational groups have responded by reducing wages and layoffs, reducing production scale and even bankruptcy liquidation. For the growth enterprises in China, they are undoubtedly experiencing a huge crisis. At this critical moment, how should China enterprises turn crisis into opportunity and maintain their own development? To enhance the core competitiveness of enterprises, we must carry out deep-seated reforms. This paper discusses some superficial views on how to enhance the core competitiveness of China enterprises through the construction of enterprise culture. The so-called corporate culture is based on the same values, and all employees of the enterprise follow the same goals, codes of conduct and ways of thinking. Nowadays, the value of corporate culture is paid more and more attention by the business community, because the construction and formation of corporate culture system has indelible significance to the promotion of an enterprise's core competitiveness. Core competence is a unique technology for enterprise development. The ability to develop unique products and create unique marketing means has three obvious characteristics (1), which can bring great value to users. (2) Being able to support a variety of core products; (3) It is difficult for competitors to imitate or copy. In today's world economic system and commodity market with increasingly perfect market system, this ability is the decisive factor for the long-term development of this enterprise.
Question 10: How to lead the innovation and development of enterprises with excellent corporate culture? It is the cornerstone of enterprise development and an inexhaustible motive force to promote enterprise development. Corporate culture seems intangible, but it is everywhere. For example, corporate culture is like steel bars, screws and welds in skyscrapers. It is not easy to be seen in front of the appearance of a newly renovated building, but it has penetrated into every corner, seam and focus of the building, bearing the heaviest load of the building. It is conceivable that if the steel bars, screws and welds of a skyscraper have problems that are not easy to be seen, the consequences may be terrible!
How is the corporate culture formed?
Corporate culture is the cornerstone of enterprise development and an inexhaustible motive force to promote enterprise development. So, how is the corporate culture formed? How is the corporate culture established? In reality, many people think that corporate culture is nothing more than the boss summing up his own entrepreneurial experience or his own hope for the development of the enterprise, and then let the employees in charge of corporate culture sort it out into words, and finally promote this word within the enterprise, including posting elaborate cultural slogans, holding special cultural training or keynote speeches, setting up advanced benchmarks or model figures and other forms for every employee to know and recognize, and strictly requiring every employee to take this as the code of action.
In fact, this corporate culture has a very strong boss consciousness, which can even be said to be "boss culture" to some extent. It is undeniable that "boss culture" is a very important factor in corporate culture, but "boss culture" is not completely equivalent to corporate culture, and "boss culture" is not the whole of corporate culture. "Boss culture" is a top-down corporate culture, while the corporate culture with strong cohesion and appeal is bottom-up, which is truly recognized and consciously observed by every employee from the heart.
Corporate culture is a value concept and code of conduct established by enterprises in their long-term production and operation activities, which is generally recognized and followed by all employees of enterprises. Just like every employee in an enterprise knows what is beneficial to the enterprise in their daily work, they all do it voluntarily. Without anyone's coercion, it will become a habit over time; After a certain period of accumulation, habits will become natural and become a firm "concept" in the hearts of every employee. Once this "concept" is formed, it will constrain every employee's behavior and gradually become every employee's "code of conduct" in the form of rules and regulations and moral fairness. It can be seen that corporate culture is not deliberately created, nor is it just the boss's thoughts, but it is subtly formed in the minds of every employee. Although the corporate culture is intangible, it profoundly affects the behavior of every employee, so that every employee has common values and a common mission, and every employee makes unremitting efforts for a common vision.