How to do a good job in corporate culture management
1, to do a good job of corporate culture, we must first determine what your company's corporate culture is.
Many enterprises don't even know what the boss of their own company is, so they want to engage in corporate culture. In the end, they may just clap their heads and regard dogma or reading that they can hear in the world as their corporate culture.
These doctrines may be excellent in isolation, but it may be unrealistic to combine them with enterprises. The real corporate culture is formulated according to the reality of the enterprise and the future development direction of the company. Otherwise, the corporate culture is just a pile of flowery words, which can't be recognized and followed by the employees.
2, the formulation of corporate culture must have a supporting management system to keep up, otherwise corporate culture will become several slogans at the meeting.
For example, some companies regard their corporate culture as saving, but rarely talk about how to implement the reward and punishment measures of saving, so the so-called saving culture has become a tree without roots, which is similar to implementing it, because everyone simply doesn't know how to implement it, what are the benefits of implementing it, and what are the penalties for not implementing it.
3. The established system must be strictly implemented.
Some enterprises have correct corporate culture and system, but the atmosphere just can't be created. The reason is that Chengdu has not strictly implemented and checked. The corporate culture of an enterprise is formulated according to the present situation and development needs of the enterprise, and may not be accepted by everyone at the beginning.
Without strong implementation and supervision of culture, it is difficult for everyone to take the initiative to pay attention to and implement it. People don't do what you want, only what you check.
4. Lack of rewards and punishments.
Even if the system is checked, the unit price is still not taken seriously after checking. The reason is that those who didn't implement it didn't get the corresponding punishment, and those who did well didn't get the corresponding reward, so everyone won't pay attention. Only when rewards and punishments are clear can we ensure the implementation of corporate culture.
Repeat the above steps for a long time, so that everyone can get used to the institutionalized corporate culture, and a good corporate culture atmosphere that is really suitable for enterprises will be formed.
Corporate culture analysis model
1 Kluckhohn？ Stobeck framework
2. hofstede's organizational culture model.
3. Pteridophytes? Font trompenaars
4. Denison organizational culture model.
5. Introduction to Organizational Culture in Chatman (OCP)
6. Shane's evaluation model.
7. Zheng Bojun VOCS Scale