Inspirational articles on corporate culture

Inspirational articles on corporate culture

Inspirational culture At present, we have misunderstandings about inspirational culture, which are simply understood as how to write the myth of wealth, how to enjoy the greatest material distribution in society, and how to become a so-called successful person envied by everyone. The following is an inspirational article about corporate culture that I compiled, hoping to help you!

The first article: an inspirational article about corporate culture

Eight most misleading management concepts

Our common management philosophy is probably the most misleading. How much do you have?

First, high standards and strict requirements

"High standards" and "strict requirements" are not noble enough? But in fact, the result of "high standard" can usually only be "no requirement" or "low requirement". 1984, when I first took office in Haier, I immediately stipulated that "you are not allowed to urinate anywhere". This standard is indeed low enough, which is also the reality of chaotic management at that time. But Haier has gone from "low standards and strict requirements" to "high standards and strict requirements" now.

The improvement of management level lies not in how high the standard is, but in how strict the requirements are. If we achieve "low standards and strict requirements", it will naturally evolve into "medium standards and strict requirements" or even "high standards and strict requirements".

Second, there is no need to doubt, no need to doubt.

Many bosses must be very proud when they say "employing people without doubt, suspecting people without need", waiting for everyone's praise. However, this concept of employing people in agricultural society is not suitable for modern commercial society. Modern people have a large radius of activities, frequent population movements and rapid changes in social identity. If you really want to "use people without doubt, suspects don't need them", the result may be that no one is available, or only cronies are available.

What is talent? That is, people who have done things, suffered losses and taken responsibility! "People should be suspicious and suspicious people can be used" is the concept of employing people in modern society. In my opinion, we should be suspicious when employing people. Through the system, checks and balances, supervision and control, we can prevent "good people" from making mistakes because they can't resist the temptation, and let "bad people" become "good people" because they can't find the opportunity to make mistakes.

"People should be suspicious" mainly refers to the restraint and supervision mechanism. Employing people does not mean that there is no need for supervision. Only when there are doubts can the possible risks be minimized. "Suspect needs help" means observing, selecting and using him when his character and ability are uncertain, so as to avoid burying and wasting talents. Dare to use doubt, will use doubt, in order to ensure that enterprise talents are inexhaustible.

It is often the small boss who "does not doubt employment"-only a few people around him "do not doubt", and finally no one is available; It is often the big boss who pursues "suspects are available". Because "suspects are available", there are many talents.

Third, the right-hand man and the indispensable person.

General Marshall, the chief of staff of the US army during World War II, was transferred as soon as he heard who was an "indispensable person". From a personal point of view, "indispensable person" is indeed an honor; From the organizational point of view, "indispensable people" just reflects the organizational problems. The purpose of transferring "indispensable people" is to prevent individuals from making up for organizational defects, thus strengthening organizational functions.

If you are called the boss's "right-hand man" or "indispensable person", it usually means that you are too good to cover up the boss's incompetence and organizational defects.

What is the most important thing in 2 1 century? Is it a gift?

Talent is really important. Why do so many talents in excellent enterprises end up with nothing and become "waste talents"?

Talent is important, but the stage of talent performance is more important. Without a stage, talents can't be talents. The employees recruited by Microsoft in China are all talented people. Aren't they talents before they entered Microsoft? The stage of Microsoft has made the so-called talents, not the other way around.

What is common is that there are many talents in enterprises with declining performance, and there is a shortage of talents in fast-growing enterprises. Excellent enterprises have talents because they have a talent training system and a management force that turns decay into magic.

Fifth, recruiting people must first recruit talents.

I know very well that many enterprises have a common problem in recruitment: there are many restrictions on recruiting an ordinary position. Why? Because they are designed according to the template of one of the best talents. As a result, this post became "impossible post" and "deceptive post"

Drucker put forward a very important post design principle. "If a post is held by two or three people and fails, we can be sure that the post is incompetent and must be redesigned." Employees are not competent for their work. The practice of most enterprises is to train employees, but it is very difficult. A simpler way is to redesign the post so that ordinary people can be competent.

More important than execution is the management and control of enterprises. The original intention of execution is to make management simple and execution complicated, which does not conform to the trend of modern management. The real trend is that the organizational process is becoming more and more complex, and the execution actions of front-line posts are becoming more and more standardized.

Sixth, execution is king.

The basic logic implied by the popularity of executive power is that without executive power, employees' performance will not go up. But morally like Lei Feng, and in ability like a subordinate of Captain Tan, where can I find it?

The premise of management should be: morally imagine employees as "selfish" ordinary people-this is human nature; Think of employees as ordinary people in terms of ability-ordinary posts can't keep high-level people. Under this premise, enterprises should make employees' "selfishness" not harm the interests of enterprises and others, and let ordinary people make extraordinary achievements through effective management.

Seven, innovation and transcendence.

CCTV once held a column with the theme of "innovation frontier", and the host put forward 30 words related to innovation, including betrayal, abandonment, transcendence, improvement, subversion, discovery, compromise, imitation, practice, learning, integration, execution, unbreakable, successful destruction and uniqueness. More than 100 entrepreneurs, economists and professional managers at the meeting clicked on their favorite words. As a result, surpassing, being different and breaking the routine have become the most popular words with the click-through rate of 60%, 40% and 40% respectively.

This is another glorious mistake. If this is innovation, then innovation can only be the "patent" of a few technicians, managers and "smart people", and ordinary people will be isolated from it. They are actually talking about creation, not innovation.

Eight, high-tech products are the greatest products.

Why can't innovation be imitation, integration, improvement, compromise and attempt? Drucker put forward the source and process of creative imitation and innovation, arguing that innovation is not the darling of the muse, but the work done by ordinary people from the perspective of ideas, systems and processes, so innovation is the most valuable innovation.

Great products don't depend on high technology. High-tech products do not mean that there is a big market, but whether they can bring benefits to people's lives. For example, zippers bring convenience to people's lives almost everywhere. Is it a great product?

Chapter two: inspirational articles on corporate culture.

How does the boss manage his employees well?

1, trust is the most direct way to reduce costs.

The trust relationship between them is particularly important for the benign development of enterprises. Therefore, it is easy for business owners to save your employment costs by learning to grasp the big and let go of the small and mastering the trust problem.

Step 2 use "good guy" and "good guy"

Then what is a "good man"? For some key departments of the enterprise, such as finance, research and development, sales, etc. Because it involves the core secrets of the enterprise, priority should be given to the moral quality and professional conduct of personnel in employing people. First of all, it is hard to say that there are no contradictions and frictions in the cooperation between business owners and employees. It's normal for people to split up and have an abortion. No matter whose fault it is, employees will certainly resent it from their own point of view and may not necessarily deal with the problem rationally. If it is difficult to control their moral bottom line, they are likely to do something bad for the enterprise. Secondly, competitors will definitely want to know their first-hand information. The most effective and accurate information is obtained from their opponents. If there is something wrong with an employee's professional ethics, driven by interests, it is hard to say that he will not betray the interests of his own company. Third, for the normal flow and job-hopping of employees, they will definitely choose enterprises in the same industry. Oxford management review news: beneficial to its own development. At this time, if there is no good professional ethics and ethics, employees may disclose some information and resources of the original enterprise to the newly joined enterprise, which will inevitably cause certain damage to the original enterprise. Therefore, when choosing the person in charge of key departments, business owners should consider professional ethics and professional ethics in addition to business skills, which is to use "good people"!

So what is "making good use of" people? Every enterprise is not short of excellent talents and elites. How to make good use of these people, give full play to their abilities and potentials, and create maximum value and profits for the enterprise is the biggest problem that every business owner must consider and grasp at the same time. Treatment is the most lasting and effective way to reduce costs; If it is not handled well, it will have a serious impact on the development of enterprises. Therefore, it is suggested that we should consider the following aspects: (1) relax the creative and thinking space and give full play to its subjective initiative as much as possible; Stay away from personnel struggles as much as possible; Humanistic care; Learning and promotion opportunities; Reasonable reward mechanism.

3. Establish a cooperative relationship with employees.

In fact, when it comes to this issue, many business owners seem to understand this truth, but few people can really do it. When it comes to the relationship between boss and employee, both sides will think of the relationship between employment and being employed, which seems to be common sense and cannot be said to be wrong, but from the perspective of an entrepreneur, it is not completely correct. If an enterprise wants to grow and develop, it is definitely not possible to rely on the narrow idea of "I pay you to work". If an enterprise wants to grow and develop continuously, it requires your employees not to work simply to make money, but to really integrate into the enterprise. Their own interests are closely related to the interests of the enterprise, and cherish their current posts. I don't think any employee likes job-hopping and wandering. In fact, for an employee, stability is very important, especially in the era of soaring prices. Everyone is afraid of losing a relatively stable "rice bowl" and wants to retire in the enterprise. Employees know how to cherish, but many bosses are not satisfied when dealing with such problems. They don't know how to correctly guide employees to integrate into the enterprise. They are often arrogant and picky, and their bones are more or less full of contempt for employees, thinking that employees are just migrant workers. If you can adjust your mentality and handle the relationship with employees in a cooperative manner, you will find that many things employees will take care of your enterprise with a higher attitude, truly regard it as their own career, and make efforts to create more value for you.

Don't be afraid of your employees making money.

It is no exaggeration to say that nine out of ten bosses are afraid of employees making money, but bosses rarely treat employees rationally to make money. Let's take a look first. There are probably two situations in which employees make money: first, the overall benefit of the company is good and the performance of employees is good. Second, due to the company's mistakes in formulating performance appraisal policies, the salary of employees is out of proportion to the development of enterprises. Like the first reason, I think it is normal and should be. The improvement of employees' treatment is definitely in direct proportion to the development and benefit of enterprises. The second situation is the reason of the decision-making level. In fact, the employee's high salary means that his performance is good, which means that the company earns higher profits, and the salary only increases in proportion, which does not harm the company's income. Therefore, in order to increase sales, in addition to the company's efforts in products and markets, the key point is to play the role of people and mobilize their enthusiasm. The best way to mobilize is to increase income, of course, through the improvement of performance.

Chapter III: Inspirational articles on corporate culture.

Enterprise management is about merit, no matter how hard it is.

1. Management is a career that aims at achieving results.

What is executive power? The ability to produce results is execution. The thinking direction and management mode of excellent managers can be summarized as a simple philosophy, that is, focusing on results. Their main and sometimes only interest is the result. For these managers who are crazy about results, everything else is secondary and can't really interest them.

In fact, their pursuit of results has sometimes reached a morbid level, even to a certain extent, has reached an unbearable level. Although such managers are not necessarily pleasing, they are always favored by shareholders with their excellent transcripts. Hate their subordinates, originally thought that following such leaders, although sometimes unbearable, not only gained economic benefits, but also gained personal growth. Slowly, these disgusting guys are liked again.

What is management? In essence, management is a career with the goal of achieving results, and its evaluation standard is the degree of completion of goals and tasks. If the boss and leader leave this department to you, you must try your best to lead the team to complete the task, produce results, satisfy the shareholders and reassure the leaders, otherwise the position will be difficult to secure.

CCTV wins in China:

Judge Shi Yuzhu: "If you are the boss, you have a project which is executed by two teams. At the end of the year, the first team completed the task and got the high bonus agreed in advance. The other team didn't finish the task, but they worked hard. Everyone worked hard and tried their best, but they didn't finish the task. Will you reward this team? "

One player said, "Because they work too hard, I will encourage them to work hard and reward them with a 20% bonus." A contestant said, "Then I will see if I can finish the project ahead of schedule and how to reward this agreement. There is no agreement, I will not give it. " Another contestant said: "I have to see what caused them not to complete the task, and then decide whether to award the prize."

Shi Yuzhu said, "I won't, but I'll treat them to a meal on the day of the year-end bonus. Credit only contributes to the company, and efforts contribute nothing to the company. I only reward credit, not hard work. "

2. Hard work is not the result

The consciousness of results sometimes challenges our conscience, and some managers also arouse some sympathy. Managers often hear a sentence: "I have no credit and no hard work, and I have no hard work!" " For my years of hard work, give me a bowl of rice! "The market will not yield benefits because of the efforts or investment of a person or an enterprise. The only thing the market believes in is the result of meeting customers' needs and needs.

"I go to work on time, get off work on time, and never be late or leave early. By the end of the month, I should get my salary. " That sounds reasonable. The problem is that by the end of the month, no one will buy the products of the enterprise and there will be no income. What rewards will enterprises and bosses get?

Others think that as long as they have served in the company for enough years, they will naturally get a salary increase every year. As everyone knows, those who claim to have served in the company for 10 years or 20 years actually only repeat the experience of the first year for ten times, twenty times and hundreds of times. Age does not necessarily represent wisdom, seniority does not necessarily represent contribution, and certainly does not necessarily represent high salary.

In fact, even if you work hard again, it will not be easy. All employees in the enterprise get up early and work overtime to produce products, take them to the market and say to customers, "This is the product made by employees' efforts and sweat. Although the function is a bit lacking and the quality is not satisfactory, we should buy it back since we made it. "Is there such a truth? If you say so, people will treat you as an alien.

3. "Don't tell me how painful childbirth is, bring the child to me."

Zhaowei is the regional manager of a waterproof material company. After the Spring Festival, he has been depressed, because this year's sales task has increased from 165438+ million to 2 million per month, almost doubling. The terrible thing is that the real estate operating rate is insufficient this year. 1-In May, he only achieved sales of 7.07 million yuan, that is to say, he had to achieve sales of 4.93 million yuan in June to complete the first half of the year. Otherwise, it will be eliminated in half a year. This 4.93 million is equivalent to more than double the monthly task and nearly five times the monthly task last year. It seems that being eliminated is a certain thing.

At the end of May, I was invited to attend the second course of Management Action Learning in this company. Zhao Wei put forward his question. According to him, "a dead horse is a living horse doctor." It seems that he has given up his efforts and prepared for the worst. After Zhao Wei's question was raised, I asked the students here his question: What's the difference between completing the task of 4.93 million yuan in a month and completing the task of 2 million yuan? Many people were puzzled and silent for a long time before someone answered, "We can't use the same methods and means."

"Yes!" I was immediately inspired: "extraordinary goals must take extreme measures and means to complete extraordinary tasks!" Zhao Wei, you must adopt new methods and channels to cure the dead horse. Please use your brains to help Zhao Wei live! " Through brainstorming, the conclusion is that Zhao Wei should abandon the passive method of relying on dealers for distribution and take the initiative.

Results In June, Zhao Wei took a new patented product as a breakthrough and got a 5.3 million-bid direct supply project of an enterprise group. Near the end of the month, Zhao Wei signed the first batch of 2.8 million yuan supply contracts with three real estate enterprises, that is to say, Zhao Wei achieved a monthly contract sales of 8,654.38 million yuan, setting a monthly regional sales record for the company. At the half-year business operation summary meeting, Zhao Wei became the national sales champion. In the speech, Zhao Wei finally said a sentence: "The goal is to surpass, and the plan is a breakthrough!"

An American entrepreneur once said, "Don't tell me how painful it is to have a baby. Bring the child to me. " . The reason for the existence of a company is to repay shareholders, benefit society and achieve employees by maximizing profits. It is the highest management realm of the company to invest the same resources and generate the greatest value. Value should be created by employees' efforts, and employees should prove their value with their own achievements. Companies should help employees realize their value and improve their ability to create performance, instead of sympathizing with them for nothing after hard work.

4. The result is internal exchange

Doing work is doing results. Everyone knows that more work is more, less work is less, and no work is not allowed. Labor and work are just a process, and the ultimate goal of this process is the result of work.

As the saying goes: take money to eliminate disasters for others, take people's hands short, and eat people's mouths short. As employees, at the end of each month, they will ask the enterprise or the boss for a result, and this result is salary. On the contrary, the boss will ask the employee the result, "Why should I pay you?" Employees will say, "Because I have achieved my work goals." The boss will be happy to pay the salary. If the employee says, "I worked hard for a month." The boss will be unhappy, and the boss will ask, "Do you have to work hard to get paid? Has the work plan been implemented? Did you get the order? Has the task been completed? Have you finished what you told me? " These are the results. If you can't do this, the desired result will be out of the question.

Only when managers produce results can they talk well, keep your position, your team and your subordinates. Otherwise, many things are hard to say.

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