How to write corporate cultural identity?

How to write a work report and the recognition of corporate culture concept

The higher the individual's recognition of corporate culture, the better the internal problems will be solved. It is the thrust of the future development of enterprises.

On how to make employees agree with corporate culture

In fact, what really makes core employees loyal to you is not money or promotion, but recognition. The reason is simple: people's desire for money and promotion is infinite-can you give him your business? Moreover, the culture of any enterprise is unique and cannot be imitated. He agrees with your corporate culture, so it is difficult to really accept another corporate culture. The essence of identity is the integration of values, and values determine "sex". Only the loyalty based on the recognition of values is lasting and hard to change, and it is a spiritual follow-up from the heart.

You don't have to give up, and you don't have to worry that he will "miss" your country, as long as your corporate culture can continue to gain his approval. To win the recognition of core employees, we can consider starting from the following three aspects.

First, "hometown" is the first meaning of choice.

The first is to select "like-minded" people through "recruitment". "No common cause, no common cause, no common cause", through recruitment, potential "susceptible people" and "fellow travelers" can be screened out from the source, laying the first foundation for corporate culture to gain recognition. Only when the values of enterprises and employees are "similar" and "congenial" can there be a basis for mutual integration and it is easier to agree with each other. In essence, values are gradually formed in the growth process of each subject and relatively solidified in their respective personalities. As the saying goes, "A leopard cannot change his spots." A good recruitment process, on the one hand, can accurately select potential cultural identities, on the other hand, it can also instill and radiate initial values into these potential cultural identities.

The second is to cultivate a sense of identity through training. The training of core employees in enterprises is mainly not technical skills, but values. The purpose is to cultivate their sense of identity with corporate culture on the basis of instilling corporate values in employees systematically. There are many ways of training, such as entrepreneurs' speeches-one of the key points of Jack Welch's work during his tenure was to tour GE headquarters and branches all over the world to give speeches on values. This has achieved remarkable results, not only making GE one of the most respected enterprises in the world, but also winning the honor of "the first manager in the world" for itself. Besides, we can also engage in a series of related activities such as special education and outward bound training, but storytelling is one of the most effective ways. Through the storytelling and storytelling of corporate values and effective publicity, it has played an excellent role in cultivating employees' sense of identity.

Third, the words and deeds of old employees and the exposure of employees in the process of work are helpful to cultivate employees' recognition of corporate values. The stronger the corporate culture atmosphere, the more obvious the effect.

Second, "painting cakes" and "system construction" and "locking" employees.

The first is visual guidance and atmosphere rendering. Vision is the visualization and concretization of values and the long-term direction of subject behavior. If the organizational vision can be integrated into the employee vision in the process of interacting with employees and provide employees with a clear goal-oriented system (including: material interests, emotional closeness, desire for achievement, etc.). ) will greatly enhance employees' sense of identity with the enterprise. The clearer this positioning is, the closer it is to the needs and pursuits of employees, the stronger its attraction to employees and the stronger its sense of identity. Because the goal and pursuit of * * * is the only reason for cooperation between employees and enterprises, and it is also the only link to maintain employees and enterprises. As time goes on, corporate vision will become more and more important. Nothing is more attractive than a clear vision, especially when an enterprise is practicing its vision to achieve its goals. If employees believe that what they do is worthwhile, and if they believe that they can accomplish what they deserve to spend time and energy through their own work in the enterprise-their own efforts can't, then they will identify with the enterprise, follow its goals and take positive actions.

Good working atmosphere is the basis of forming the values enjoyed by enterprises. If there is no good working atmosphere, employees can't communicate fully, and it is difficult to build trust, which makes communication and learning between them appear obstacles, which is not conducive to the formation of * * * enjoyment values. Practice has proved that a good working atmosphere is a powerful "adhesive", which can make employees work in a pleasant environment that is not necessarily easy, and make team members trust and cooperate with each other. The stronger and longer this atmosphere lasts, the stronger its "bonding" effect on employees and the longer it lasts. The result of employees' subtle influence in this atmosphere must be a lasting recognition of corporate values.

The second is institutional promotion and organizational guarantee. Is to design a system and organizational form that is conducive to cultivating employees' sense of identity. ......& gt& gt

What is the measure of employees' corporate culture identity?

Employees' corporate culture identity is measured by "employee turnover rate" and "per capita labor efficiency".

Improving "people's recognition of corporate culture" is an important indicator of human resources departments or offices in many enterprises. This index can't be evaluated directly, but can be determined by both methods. First of all, it depends on the result: what is the final result of the evaluation index of "employees' recognition of corporate culture". We analyze that if employees agree with corporate culture very much, they will not easily change jobs, but will stay in the company for a long time, work actively and work efficiently. Therefore, indicators such as "employee turnover rate" and "per capita labor efficiency" can well reflect "employees' recognition of corporate culture", and such indicators can be easily used to measure and evaluate. Of course, to make these two indicators truly measurable, we need to determine the overall value of the company first, and then subdivide it into various departments. The human resources department and the line supervisor each bear a part.

How to understand corporate image, or corporate culture?

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Corporate identity is also called; Organizational identity; , refers to the employees' trust, recognition and willingness to fight for the goals of the enterprise. Types of corporate identity There are the following types of corporate identity: (1) Emotional identity. Mainly refers to how strong employees' support and participation in the enterprise is; (2) subordinate status. Mainly refers to the degree to which employees feel it necessary to stay in the enterprise; (3) Normative identification. Mainly refers to employees' sense of responsibility for enterprise strategy and its objectives. The significance of corporate image to enterprises. Corporate image is of great value to enterprises. The sense of identity can greatly reduce the supervision cost of enterprises. Employees don't look at their superiors' glances, but listen to their own inner voices and guidance, and then these guidelines are unified by the same values, which may be the direct benefits that identity brings to enterprises. The far-reaching significance is that it can open the source of strength and value in people's hearts. The most important reason why Welch revolutionized GE was that he believed in one thing: the power hidden in people's hearts is infinite, and what the company has to do is to start the source of this power. Corporate identity is not to let employees identify with the performance and scale of the enterprise, with the established rules and regulations and rules of conduct, but with the mind and spirit (or cultural and value identity). Establishing a sense of identity, corporate culture and learning organization, if explained according to the principles of economics, is nothing more than greatly reducing the supervision cost of enterprises, that is, everyone does not look at the face of superiors, but listens to their own inner voices and guidance, and then these norms are unified by the same values, so that higher work efficiency can be achieved, which may be the direct benefits that sense of identity brings to enterprises. The far-reaching significance of building a sense of identity is that it can open the source of strength and value in people's hearts. The most important reason why Welch revolutionized GE was that he believed in one thing: the power hidden in people's hearts is infinite, and what the company has to do is to start the source of this power. Therefore, an enterprise without cultural and spiritual identity, even if it can make money again, is doomed to be a money-making machine that cannot survive for a long time, because this is a desert of the soul, where people can't find the nutrients necessary for life for a long time. In our opinion, enterprises should not become the wasteland of the soul. How to enhance employees' corporate identity? Bob Nelson, an internationally renowned management consultant, provided five methods for free: 1. Interesting and important work. In other words, everyone should at least be highly interested in some of his work; 2. Make information, communication and feedback channels unimpeded. Employees are always eager to know how to do their own work and the operation of the company; 3. Participation in decision-making and sense of belonging. Let employees participate in the decision-making of matters of interest to them. This practice shows respect for them and a pragmatic attitude in handling things; 4. Independence, autonomy and flexibility. Most employees, especially those with experience and outstanding performance, hope to have flexibility in their work. If these conditions can be provided to employees, the possibility of employees achieving their work goals will increase relatively, and new ideas and vitality will be injected into their work. 5. Increase opportunities for learning, growth and responsibility. For most employees, getting new opportunities for expression, learning and growth is the best incentive for the boss.

The applicant's sense of identity with the company's corporate culture, how to carry out the work and how to write it.

Corporate culture, or organizational culture, is a unique cultural image of an organization, which consists of its values, beliefs, rituals, symbols and ways of doing things.

Corporate culture is the soul of an enterprise and an inexhaustible motive force to promote its development. It contains very rich contents, and its core is the spirit and values of the enterprise. The values here do not refer to various cultural phenomena in enterprise management, but to the values held by enterprises or employees in enterprises in commodity production and management.

Corporate identity, also known as "organizational identity", refers to the degree of trust, recognition and willingness of employees to fight for various goals of the enterprise.

How to make employees agree with corporate culture

Enterprise managers pay more and more attention to the construction of corporate culture and the shaping of values, and corporate culture is becoming a powerful guarantee for the core competitiveness of enterprises. Avenue is invisible, corporate culture is invisible and intangible, and many people feel "virtual". ? Let employees participate in the construction of corporate culture. First, solicit opinions extensively. Many people regard corporate culture as boss culture and high-level culture, which is one-sided. Corporate culture is not only the opinions of top management, but also the values and behaviors of the whole enterprise. Only the corporate culture recognized by everyone is a valuable corporate culture. To get everyone's approval, we must first ask for your opinions. Top managers of enterprises should create opportunities for all employees to participate in and discuss the company culture. For example, in the company's high-level meeting (such as the s-6 meeting), in addition to all the people who should attend the meeting, an internal employee of the company is invited to attend each regular meeting to discuss the company's development direction and culture, so that employees can know how the company's direction is customized and how the corporate culture is produced. Second, combine with the daily work of employees? Lead by example, the most important thing is: 1. The role of the top manager As the architect of corporate culture, the top manager undertakes the most important and direct work of corporate culture construction. Top managers should mold themselves into a model of corporate culture! Some people always think that corporate culture is to motivate and restrain employees. In fact, it is precisely those corporate culture shapers and top managers who should be encouraged and restrained. Their words and deeds play a vital role in the formation of corporate culture. I saw an example in a book: a company is doing corporate culture. Their boss said that he attached great importance to talents and hoped that the corporate philosophy would be reflected in this respect. However, during the high-level meeting and discussion, an interview with a middle-level manager happened to be arranged. When his secretary told him that the interviewer was coming, he casually said, "Let him wait for another half an hour. I have something to do. " A small matter is enough to show that he attaches importance to talents. The top management of an enterprise is often not only the shaper of culture and system, but also the destroyer of ideas and systems. Second, it is essential to carry out some activities, training and seminars when shaping corporate culture. In fact, the essence of corporate culture is more focused on the daily management of enterprises. As enterprise managers, no matter the top or middle level, they should start from their own work, first change their concepts and styles, start from small things and start from the side. Ge company, he has a card of values that everyone needs to carry with him. Even the president always takes out this card to promote employees and explain to customers. ? Publicity of corporate culture. Ideas are story-oriented, and stories are idea-oriented. In the long-term construction of corporate culture, the selection and publicity of outstanding employees should focus on ideas, pay attention to refining advanced figures and deeds from ideas, and publicize and report those figures and deeds that conform to corporate culture. And in the company and related media (broadcast, etc. ) conducted extensive publicity to let all employees know why they are excellent, why they are excellent and why they are advanced, and what they do conforms to the corporate culture of the company. This example sets a banner for other employees and makes the promotion of corporate culture concrete and vivid. Second, the construction of communication channels? Execution is also a kind of cultural execution, an important force that affects the success or failure of an enterprise, and an important symbol that distinguishes mediocrity from Excellence. It comes from the corporate culture of this enterprise and is perfected in the almost dogmatic corporate belief of this enterprise. Some of our colleagues were born in Su Na. Although they have left this company for several years, they still maintain the belief of Su Na culture: they insist that Suna lenses are the best company in the world, and they insist on wearing Suna lenses. When talking about Suna with others, they still say "We in Su Na ...". Execution is born out of corporate culture, and it also reacts to corporate culture and becomes a part of corporate culture. Execution should also be the most important task for leaders and managers at all levels. This is a system that is integrated into every corner of the enterprise. In fact, every employee has the responsibility and obligation to realize the executive power of an enterprise, but we must start from ourselves first. It is not difficult to see that in enterprises, some employees tend to ignore their own behavior. What should they do? More attention is paid to what the enterprise has done. What did others do? Actually, management is a double-edged sword. Managing others is also managing yourself. If you can't manage yourself well, you dare not manage yourself, you don't want to manage others, you don't want to manage enterprises. Some senior managers want to achieve ...

How to write the company's corporate culture

Corporate culture is the basic belief and cognition established by enterprises to solve the problems of survival and development, which is considered effective and enjoyable by members of the organization and followed by them. Corporate culture embodies the core proposition of corporate management and the resulting organizational behavior. Corporate culture, or organizational culture, is a unique cultural image of an organization, which consists of its values, beliefs, rituals, symbols and ways of doing things. You can understand it this way: 1, enterprise benefits are good, how to make entrepreneurship * * * continue to be high: 2, scale is large, how to avoid the seriousness of bureaucratic mechanism; 3. Where will the enterprise go? What is its direction? 4. How will the enterprise towards the distant? What is the driving force for its development of Russian spirit? 5. How to build lasting competitiveness in the era of homogenization? 6. Culture should not be a slogan, but should solve the problem of identity. 7. The seemingly nihilistic culture should be integrated with management. 8. How will culture relay in the intergenerational inheritance of enterprises? Writing a cultural system should start from the following aspects: 1, cultural diagnosis: analysis of advantages and disadvantages, analysis of core value elements, design of core cultural concept system: defining organizational mission, vision and core values, designing of applied cultural concept system: defining the application concept and code of conduct system of organizations in brand and management: embodying culture into the behavior of cadres and employees. And then cured in line 5. Design and implementation of cultural promotion implementation plan: make cultural construction visual, institutionalized, storytelling and long-term. 6. Cultural evaluation: evaluate the effect of cultural landing, find out the shortcomings and continue to deepen.

Do you agree with corporate culture?

Identity, corporate culture is a kind of ideological value, a long-term and stable cultural outlook, historical tradition and unique management spirit and style, including an enterprise's unique guiding ideology, development strategy, management concept, values, ethics and customs. The importance of corporate culture to the survival and development of enterprises mainly lies in that it defines the ultimate reason (mission), goal (vision) and core value elements (values) for the survival and development of enterprises.

Corporate culture is the integration of ignorance and spiritual culture in enterprises, the combination of software and hardware in enterprise management, and the concrete reflection of various spiritual phenomena with material as the carrier. It is very important for enterprises to strengthen the construction of their own culture if they want to be invincible in the future competition.

References:

Ideas-actions/indicators

How to write corporate culture?

Look at other people's answers:

According to the definition of corporate culture, its content is very extensive, but the most important thing should include the following points:

1. Management philosophy

Business philosophy, also known as enterprise philosophy, is a unique methodological principle for an enterprise to engage in production and management activities. It is the basis of guiding enterprise behavior. In the fierce market competition environment, enterprises are faced with various contradictions and choices, which requires enterprises to have a set of scientific methodology to guide and a set of logical thinking procedures to determine their own behavior. This is the management philosophy. For example, Matsushita of Japan "emphasizes economic benefits, attaches importance to the will to survive, and strives for survival and development in all things", which is its strategic decision-making philosophy. Beijing Landao Commercial Building was established in 1994. Guided by the business philosophy of "honesty first, friendship supreme" and "showing righteousness with affection, taking advantage of righteousness, and combining righteousness and interests", the turnover doubled within three years of its establishment and jumped to the fourth place in the capital business circle.

2. Values

The so-called values are the basic viewpoints that people evaluate the existence, behavior and behavior results of people (individuals and organizations) based on some utilitarian or moral pursuit. It can be said that life is to pursue value, and value determines the pursuit of life. Values are not the embodiment of people at a certain moment, but a system of values formed in long-term practical activities. Enterprise's values refer to employees' evaluation of the meaning of enterprise existence, business purpose and business purpose, and their pursuit of a holistic and alienated group consciousness, which is the common value criterion of all employees of the enterprise. Only on the basis of the same value criterion can the correct value goal of the enterprise be produced. With the correct value goal, there will be the behavior of striving for the value goal, and the enterprise will have hope. Therefore, the enterprise values determine the behavior orientation of employees, which is related to the life and death of enterprises. The values that only pay attention to the economic benefits of enterprises will deviate from the socialist direction, which will not only harm the interests of the country and the people, but also affect the corporate image; If we only pay attention to the values of immediate interests, we will be eager for quick success and instant benefit, engage in short-term behavior, and make enterprises lose their stamina and lead to extinction. Lu Zuofu, the national entrepreneur of the older generation in China (founder of Minsheng Shipping Company) advocated that "individuals serve the cause and the cause serves the society. Personal service is super-paid, and professional service is super-economical. " Thus, the value concept of "serving the society, facilitating the people, developing industries and making the country rich and strong" was established, which promoted the development of Minsheng Company. The core of the value concept of Beijing Xidan Shopping Mall is truth-seeking, that is, "genuine goods, genuine prices and genuine services". In the course of operation, the purchase of goods is strictly controlled to ensure the quality of goods; Control the purchase cost and increase the added value of goods; Advocating the concept of "customers always need to understand and themselves always need to improve" has improved the service level and promoted the development of enterprises.

3. Enterprise spirit

Enterprise spirit refers to the spiritual outlook carefully cultivated by enterprise members according to their own specific nature, tasks, purposes, requirements of the times and development direction.

Enterprise spirit should be embodied through the conscious practice of all employees in the enterprise. Therefore, it is the externalization of the concept consciousness and enterprising psychology of enterprise employees.

Enterprise spirit is the core of enterprise culture and plays a leading role in the whole enterprise culture. Enterprise spirit is based on values and driven by value goals, which plays a decisive role in business philosophy, management system, moral fashion, group consciousness and corporate image. It can be said that enterprise spirit is the soul of an enterprise.

Enterprise spirit is usually expressed in some philosophical and concise language, which is convenient for employees to remember and often used to motivate themselves; It is also convenient for external publicity and easy to form an impression in people's minds, thus forming a distinctive corporate image in society. For example, the spirit of "a fire" in Wangfujing Department Store is to illuminate and warm every heart with the light and heat of the people in the building, and its essence is dedication to service; The spirit of "seeking truth from facts, pioneering and enterprising" in Xidan Shopping Mall embodies the value concept of seeking truth from facts as the core and the business style of being sincere and trustworthy and pioneering and enterprising.

4. Corporate ethics

Enterprise ethics refers to the sum of the behavioral norms that adjust the relationship between the enterprise and other enterprises, enterprises and customers, and employees within the enterprise. From the perspective of ethical relations, enterprises are evaluated and standardized with moral categories such as good and evil, public and private, honor and disgrace, honesty and hypocrisy as standards.

Different from legal norms and institutional norms, business ethics is not so mandatory and binding, but it has a positive demonstration effect and strong appeal. When it is recognized and accepted by people, it is self-disciplined. & gt

How to improve employees' sense of identity with corporate culture

Corporate culture can improve employees' sense of identity from the following points: corporate culture gives employees a sense of honor, and everyone has a desire to be praised and appreciated. Being affirmed is also the pursuit of enterprise employees. Every employee wants to make some achievements in his work and get the affirmation of colleagues and managers around him. While continuing to do a good job, I will also have a sense of honor with the affirmation of others. In the desire for honor, constantly improve their ability. Excellent corporate culture will enhance employees' sense of honor, eager to be affirmed by enterprises, and invisibly enhance employees' sense of identity with enterprise organizations. Corporate culture realizes employees' sense of accomplishment, and the operation and development of enterprises are also related to the interests and development of every employee in the enterprise. Excellent corporate culture will make employees proud of the achievements of the enterprise and further make employees have a positive enterprising spirit. This kind of enterprise urges employees to obey the arrangement of the enterprise organization, finish the work seriously, help the enterprise to achieve greater achievements, and then be more proud of the enterprise achievements, and finally form a virtuous circle. Corporate culture enhances employees' sense of belonging. Excellent corporate culture creates a harmonious working environment and atmosphere for employees. In this working environment and atmosphere, enterprises attach great importance to good communication with employees. In this environment and atmosphere, employees have a sense of belonging to the enterprise and are integrated into the big family of the enterprise. In the future communication, it was gradually recognized by other employees. Employees will soon find their position and role in the enterprise correctly in the sense of belonging to the enterprise, and have a sense of identity with the enterprise as an organization, and then have a sense of identity with the goals of the enterprise. Excellent corporate culture will provide employees with a platform to support their development. Employees use this platform to enhance their abilities and tap their potential. Enterprises rely on the development of employees to realize their own development. Corporate culture inspires employees' sense of mission. Every enterprise will have its own goals and missions, and its operation and development are aimed at achieving its own goals and accomplishing its own missions. Excellent corporate culture combines the pursuit of enterprises with employees' own career pursuit, making employees think that the development of enterprises is their own development and the goals of enterprises are their own goals. Corporate culture integrates the mission of the enterprise into the work objectives of each employee. In the process of work, the enterprise completes its mission, and the work of each employee adds up to complete the mission of the enterprise. Corporate culture enhances employees' sense of responsibility. To run and develop smoothly, an enterprise must rely on the efforts of every employee. If every employee wants to work hard, he should enhance his sense of responsibility for his work and enterprise. And excellent corporate culture will enhance employees' attention and understanding of responsibility to a certain extent. Excellent corporate culture will make employees realize that the enterprise is an organization owned by every employee and needs every employee to be responsible for the enterprise. In the responsibility to the enterprise, the sense of identity to the enterprise will gradually increase. 4. 1 Corporate culture has a great influence on the cohesion of employees. Employees are the smallest unit of an enterprise and independent individuals. Excellent corporate culture can promote mutual assistance among employees and form healthy competition among employees. Employees constantly improve their own abilities, cultivate excellent quality, unite and cooperate, and contribute to the development of enterprises. 4.2 The feeling and space of corporate culture has a great influence on the value of employees. When employees choose to work in an enterprise, they should not only consider the material conditions provided by the enterprise, but also consider whether they can feel "home"-a sense of belonging to the enterprise. Excellent corporate emotional culture will give employees a feeling of "home". Employees think they are a member of the big family of enterprises, and promoting the development of enterprises is their own development. Emotional culture is more useful than those cold rules and regulations. The purpose of employees working in enterprises is not only for material conditions, but also to realize their own value.