Six templates of corporate family culture experience

Corporate home culture experience 1

Where is the role of corporate culture? In the final analysis, I am afraid it is to improve the tas

Six templates of corporate family culture experience

Corporate home culture experience 1

Where is the role of corporate culture? In the final analysis, I am afraid it is to improve the taste of enterprises and the quality of employees. This requires corporate culture to emphasize "three products", namely quality, character and conduct.

The quality of corporate culture is mainly reflected in corporate values. Values are values. Values are a "master switch". It not only reflects the beliefs, tendencies, opinions and attitudes of an enterprise, but also plays a role in behavior orientation, evaluation criteria, evaluation principles and scales. This value concept of enterprises, in popular terms, is where enterprises are going and what are their goals? What kind of team and vision do employees want to be? This is an "outline" of enterprise development. Only the outline can open your eyes; Only when the quality of the enterprise is good can it withstand the wind and waves and the tempering of time.

The character of corporate culture is mainly reflected in the spiritual pillar of the enterprise. The spiritual pillar is the spirit of the enterprise. Spirit is a kind of consciousness. Consciousness can not only reflect the objective world, but also respond to it. Therefore, the spirit has initiative, which is manifested in vitality, that is, "dragon and horse spirit sea crane posture"; Its essence lies in transcendence, that is, "today is not as good as the past, and later generations are not today"; Its realm lies in "harmony with heaven and earth", that is, harmony between man and nature, enterprise development and "green" harmony. This spirit of the enterprise comes from the road that the enterprise has taken, develops in the road that the enterprise is taking, and at the same time inspires the road that the enterprise will take. This spirit is the character and style of an enterprise, which embodies the spirit of an enterprise and indicates the rise and fall of an enterprise tomorrow.

The conduct of corporate culture is mainly reflected in the code of conduct of enterprises. Code of conduct is the code or principle of employee behavior in enterprises. Undoubtedly, as employees of enterprises, there are not only traditional behaviors or genetic behaviors, but also perceptual behaviors or immediate behaviors. More importantly, there should be rational behaviors with goals or values. In order to ensure the realization of the enterprise's established goals, we should formulate and follow the rational behavior norms of the goals; To ensure the realization of enterprise value concept, it is necessary to stipulate and implement rational value behavior norms. The goals and values of this rational code of conduct are not only reflected in what stands, but also in actions and manners, as well as in gestures and manners. This code of conduct is the spiritual direction of enterprise value, the external expression of enterprise mind and the rational choice for enterprises to achieve their goals.

To realize the quality, character and conduct of corporate culture, it is not enough to know and put forward the value concept, spiritual pillar and code of conduct of the enterprise, but also to have corresponding ways and means. This method does not rely on employees to memorize some refined concepts and regulations, but allows employees to understand and consciously implement these concepts, spirits and behavioral requirements. To do this, what employees like best is to humanize everyone, that is, to dig out typical cases from employees and extract typical aphorisms, to visualize the value concept, support the spirit orally and concretize the code of conduct by telling stories and using employee aphorisms, so as to achieve the effect of educating people around them and improving them with things around them.

The quality, character and conduct of corporate culture, in a word, is the taste of the enterprise. An enterprise is an economic organization, and as a unit in society, it can also be said to be a social organization. If it is an economic organization, it must make money. Make money in a proper way. Black money and ambiguous money can not only be earned, but also played. If it is a social organization, it is responsible. Responsible not only for the employees in the enterprise, but also for the suppliers, distributors and communities associated with it. More importantly, responsible for the country that raised its own consumers and settled itself down, so that it not only bears the recognized responsibility, but also bravely picks the responsibility expected by all parties, so that the enterprise can "fly without wind". In other words, by emphasizing the "three products" of corporate culture, not only the enterprise is strong, but also the enterprise is "fragrant", and the fragrance flies thousands of miles, goes far and goes for a long time.

The second experience of corporate family culture

I was deeply touched by the video speech of Haier ceo Zhang Ruimin. I will talk about my personal thoughts from three aspects.

First of all, corporate culture is constantly changing. I quite agree that "changing the understanding of affairs has not changed the fact itself". There is nothing immutable in the process of enterprise development. Development requires innovation, innovation requires change, and change is creatively destroyed. Therefore, building a corporate culture that dares to innovate is the cornerstone of establishing a century-old enterprise. At present, our enterprise is in the development stage and needs constant changes to satisfy customers, because the market is constantly changing, consumers' living habits are constantly changing, and consumers' consumption awareness is constantly improving.

Therefore, the internal changes of enterprises are to meet the needs of market changes and meet the needs of customers. Under the premise that the company's development direction remains unchanged, any management mode, salary system and marketing ideas can be changed, tried, ideas can be changed and actions can be changed. Only by constantly changing ideas and improving employees' understanding of customers, products and markets can we realize a constantly changing and constantly improving corporate culture.

Secondly, the principle of10/0 within the enterprise: that is, the company should set a benchmark of 10%, that is, an example, 10% elimination system, eliminate those employees who have not created value, and establish a sustainable and upward development human resource structure; I agree with you very much. While managing products, an enterprise is also managing and cultivating people. No one is perfect. Only by constantly changing and upgrading ourselves can we make good products, high-quality products and products recognized by customers. We must set a benchmark within the enterprise. I think this is a reference and this is a standard. Only in this way can we stimulate employees' sense of mission and enterprise; Only by eliminating employees with poor performance, poor performance and poor ability can an invisible pressure and invisible driving force be formed within the enterprise; Only in this way can enterprises finally achieve their own corporate goals;

Thirdly, the three changes in marketing are easy, difficult and simple; Very reasonable. In the process of marketing, the market is constantly changing, so is the marketing strategy. Marketing without countermeasures and market changes is illusory, worthless and difficult. The only constant in marketing is honesty, which is the foundation and core platform of interpersonal communication. A transaction without integrity will not last long. Marketing dishonesty is a leather bag company. China people stress honesty, while western countries stress honesty even more, because western countries believe in God, and China enterprises must also stress honesty with international market competition. Only in this way can they become bigger and stronger.

Simplicity: We often talk too much about business management, but do too little, with too many documents, too few actual effects, too much uselessness, and too little control, because enterprises go into a misunderstanding that the more they think, the more standardized and complicated they are. We must be clear that everything should not be complicated. Enterprises are most afraid of complicated and simple things. They must be simple, smooth, simple and clear, so that workers who have graduated from primary schools can understand as much as possible and know how to do it. Only in this way can enterprises operate effectively and smoothly;

The above three points are my feelings after studying, and they also give me a clear understanding of my work, know how to do it and how to do my job well.

The third experience of corporate family culture

In modern enterprise management, enterprise culture has been regarded as an important part of core competitiveness by more and more enterprises. Even an authoritative business magazine in China has mentioned that third-rate enterprises rely on experience, second-rate enterprises rely on management, and first-class enterprises rely on culture. It is enough to see that the construction of corporate culture has been raised to a new height by many enterprises, and gradually accepted and recognized by modern enterprises, and gradually put into practice, so that corporate culture can play a certain role in promoting the development of enterprises.

Speaking of corporate culture, what is corporate culture? How many people know? We don't know. The so-called corporate culture? Or corporate culture, generally speaking, refers to the collective name of the * * * same goals, basic values, styles, living habits and behavioral norms formed by enterprises for a long time. It is the sum total of spiritual wealth with the characteristics of the enterprise created by the enterprise in the process of operation and management, which has appeal and cohesion to the members of the enterprise, can unify the interests, purposes, needs and behaviors of many people, and is a reflection of the long-term cultural construction of the enterprise. Including values, the highest goal, code of conduct, management system, moral fashion and so on. This is a clear explanation given in the book, so how to make the corporate culture land and play a practical role? After research, I think we can start with the following points:

First, lay a solid foundation for corporate culture?

First of all, we should proceed from the actual situation of the enterprise itself, publicize it widely, and raise the attention of employees to the corporate culture. Through internal periodicals, newspaper columns, employee manuals, lectures and other forms, we will further promote the landing of corporate culture and carry out extensive, comprehensive and in-depth publicity.

Secondly, strengthen publicity and learning, improve employees' sense of identity, thus laying the foundation for the implementation of corporate culture. Through special lectures, concentrated study and experience sharing, employees can realize the far-reaching significance of corporate culture construction to some extent through their understanding and understanding of cis.

Second, identify the breakthrough point of corporate culture landing

First of all, we should start with the ideas and details of employees and strengthen their quality. For example, starting from the aspects of wearing brand names, work clothes, working hours and daily habits, we will gradually change employees' bad habits and habits, educate employees to establish correct values, world outlook and outlook on life, and further overcome every shortcoming.

Secondly, seize the typical events and outstanding events within the enterprise to make a big fuss. For example, when we used to give bonuses to outstanding employees, the heads of all departments took the lead. After studying the course, we will focus on all employees when awarding bonuses to outstanding employees, hold an award ceremony for outstanding employees, increase publicity and expand the influence of the whole activity, which has set an example to a certain extent and influenced a large number of employees.

Third, leaders should set an example in building corporate culture.

The leadership of a team is very important to the influence of a team. What leaders value, subordinates will value; What kind of people leaders like to use, what kind of work style enterprises will show. Of course, in the construction of corporate culture, we must walk in front of the employees and do a good job of driving them, so as to have certain persuasiveness, let employees follow suit and promote the unity and stability of the whole collective to a certain extent.

Fourth, the implementation of corporate culture must be repeated education.

It takes a long time to cultivate a corporate culture before it can gradually form habits, and the formation of habits depends on the acceleration of frequency and accumulation over time. In a certain period of time, we will use various means to publicize the relevant spirit of the enterprise (such as meetings, training, banners, slogans, etc.), and fundamentally strengthen employees' cognition and implementation of the enterprise spirit.

Of course, sometimes it is necessary to constantly instill and subtly intervene, so that the corporate culture can be effectively implemented.

5. Corporate culture must be integrated into related activities.

In order to better implement the people-oriented corporate culture construction and provide employees with a relaxed and happy working and living environment, they can naturally accept the relevant contents of corporate culture and implement it smoothly. For example, holding company basketball game, badminton game, table tennis game, tug-of-war game, birthday party, etc. It will enrich the amateur cultural life of employees to a certain extent, thus promoting the unity and stability among employees, enabling employees to better appreciate the warmth brought by enterprises and promoting the harmonious development of corporate culture.

Six, * * * create a win-win situation and improve work efficiency

For any enterprise, the stability and enthusiasm of employees can bring benefits and benefits to the enterprise to a certain extent. Enterprises should also give employees reasonable remuneration, so as to further improve the enthusiasm and initiative of employees. In addition, it can also improve employees' loyalty to the enterprise and reduce employee turnover rate to some extent. At the same time, enterprises should describe the vision and development goals of employees and enterprises to a certain extent, so that employees can follow the development pace of enterprises and grow together with enterprises. For example, when our enterprise recruits grass-roots managers, it will first promote them from ordinary employees, which will give more capable employees a chance, enhance the competition among employees to a certain extent, and give employees a platform for development, thus enhancing the core strength of enterprise competition.

Chapter IV Corporate Family Culture Experience

1. Core values: loyalty and faith, inheritance and innovation, respect for honor and outstanding mission.

Only by being loyal to and believing in the enterprise can we give full play to our potential and actively create value for the enterprise with the consciousness of being the master;

Innovation is the expression of enterprise vitality. While inheriting the enterprise tradition, we need to innovate constantly to ensure the vitality of the enterprise and make it develop more healthily and stably.

Employees should take the honor of the enterprise as their own honor, be proud of all the honors obtained by the enterprise, and strive to obtain all the honors of the enterprise in their daily work;

Only with the spirit of ownership and excellent sense of mission can we do our best in our respective jobs;

Second, the spirit of enterprise: respect, honesty, innovation and Excellence

Employees treat their work and colleagues honestly with the mission of their posts. There is no distinction between high and low positions. Everyone respects and cooperates with each other to create a harmonious working atmosphere.

Brand concept and proposition: Yi Ming, all for children! Healthy and smart, leading all the way!

Corporate vision is a global leader in maternal and child nutrition and health. Under the guidance of corporate vision, the company's brand concept is "Yi Ming, everything for children!" The brand advocates "healthy and smart, leading all the way" to appropriately express this appeal, and also advocates all employees to actively move forward in the direction of company development;

Fourth, professional concept and team spirit.

Enterprise is a big ship. Everyone's position on board is very important. The captain controls the direction of the ship. If the crew can't obey the captain's dispatch and go their own way, the ship will always turn in the same place. Only good team spirit can ensure the smooth progress of company affairs and cope with the stormy market.

Chapter 5 Corporate Family Culture Experience

The Course of "Corporate Culture Remodeling"

I'm not going to review this corporate culture research in the form of a summary. Personally, by participating in this corporate culture remodeling work, the greater significance and gains are not what I found in the study materials, but that I can see the problems and challenges faced by a transforming enterprise from a distance through it, which provides me with a realistic scene to think and explore the opportunity of "solving problems". At the same time, we can also see the little efforts of ourselves and our work partners, and gradually make the corporate atmosphere imperceptible. This process is tantamount to a vivid mba management class for me.

Corporate culture is my introduction to the company. I arrived almost at the same time as the corporate culture reshaping work meeting on May 23rd. After I came to Yuezhong, the first task I received was also related to corporate culture-helping to prepare corporate culture publicity materials. Before I met Yue Zhong, I had two questions about this job. First, under the original state-owned system, Yue Zhong will have a strong political color, will it just become a slogan and form; Second, last year was full of losses and problems. Do you have the heart to accept such slow work, which has no obvious effect in the short term?

However, things turned out better than I expected. Although it is still in danger, the discourse environment and people's mentality are not as persistent as before, and "corporate culture remodeling" is slowly melting the ice like a warm fire. Corporate culture is not a specific medicine. It is impossible for us to solve the problems in specific work with the study of ten specialized courses, but learning plays an important role in creating an atmosphere and releasing signals for the whole enterprise. It can tell employees three things: first, we must change; Second, the first step of reform is the change of ideas, and then there will be "big moves"; Third, what direction should we change, and what a good template looks like.

However, when doing corporate culture work, I am worried that everyone will go into a misunderstanding: thinking that learning from others and doing what others do will greatly change our corporate culture. In fact, every enterprise has its original corporate culture, regardless of whether the enterprise is large or small, state-owned or private, and whether the operation is good or bad. Corporate culture is an enterprise's own business, and a bad corporate culture is also a corporate culture. What we are talking about is to replace the unhealthy corporate culture that hindered the development of enterprises in the past and implant good things in it. If compared with surgery, this project is not a simple change of hands for kidney resection and transplantation, but an injection of auxin, which is absorbed by the mother of xx company, so that the unhealthy body will be necrotic and well-developed organs and limbs will grow again. This auxin is a good idea and advanced management mode, and unhealthy body is a bad style, management mode and rigid thought left over from the original system. Whether auxin will be rejected when injected, the degree of rejection, whether the rejection reaction is absolute resistance, or whether it will be gradually integrated and absorbed after a short confrontation, all depend on the physical condition and metabolic capacity of the mother itself. Judging from our current situation, the expected rejection has obviously appeared, but the response is not fierce. Although the undercurrent is surging, the general trend is clear, and enterprises seem to have new growth.

Although the transformation work put forward "jumping out of xx to see xx", few people can really jump out to see XX. Many people still stay at the level of literally understanding corporate cultural materials. Even we have repeatedly stressed that learning Desheng is not to copy its frame, but to learn their spirit, their ideas and angles of formulating systems, and their values and culture. However, in the final summary written by middle managers, some people still struggle with "do we need to stipulate brushing our teeth and washing our faces in the system?" It can be seen from this little incident that many people do not really understand the core function of learning materials, nor do they understand the purpose and thinking of our work. What many people get in this course is only the specific content involved in our study materials. Although the ten-period study materials are highly targeted and have practical significance, they are actually very common things, even simple truths, for people who have common accumulation and good personal quality and professionalism. They don't need extra study. Their comprehension ability can make them gradually realize these truths in their life experiences, and consciously introspect, internalize them into their own cognition and practice them. However, the consciousness level of many of our employees can't reach deep thinking, so we can only constantly guide them and give them the right direction.

Entering xx, I also have an adaptation process. In the previous company, the management was relatively formed, the relationship between people was relatively healthy, and the working atmosphere was relatively lively and relaxed. In my previous company, I started my work without involving the basic rules and regulations, but in-depth management, considering how to provide more humane, more meticulous and more in line with employees' psychology and enterprise needs. But in Yue Zhong, we can't do this for the time being. We still have many problems left over from the past to solve. We must start with the most basic problems of system compliance and procedures. Personally, my previous job doesn't mean a higher level than my last job, because the most important thing for an excellent manager is the ability to solve problems, and the previous job is to be the icing on the cake in good times.

Adding flowers ",and in xx, if I can do something for enterprise reform, it is a kind of" timely help "in adversity. This kind of work is no less difficult than the former, and it is more challenging for personal ability. In addition to the successful cases and experiences of well-known enterprises, management books, which is now selling well in the market, is also very popular. For example, The Great Failure summarizes the management mistakes and experiences of unsuccessful or problematic enterprises. Many failures and adversities can also make a manager grow rapidly. When I came to Yue Zhong, I was guided by the remolding of corporate culture, visited and investigated, and saw all kinds of problems gathered by an enterprise, as well as contradictions and conflicts among all parties in a short time. I also have the opportunity to participate in the system reform, think of ways to solve the difficulties and problems I face, and regard it as a problem-solving process. This is also a kind of exercise, as well as harvest and fun.

Everyone's perspective and thinking will be different, and their choices will be very different. When choosing a job, most people will choose a thriving enterprise, but in such an enterprise, the opportunity for a new "airborne soldier" is limited, many things have been formed, and there are good management methods that everyone agrees with. Many times, the achievements made by the "airborne troops" who have made great efforts are not necessarily obvious, but for enterprises that are temporarily in adversity but have potential for development, this is my own idea of choosing Yue Zhong, which is based on my confidence in the future development of Yue Zhong. It's normal to have problems now. Every employee should accept and be deeply aware of this, and our managers should be clear-headed. After all, the past history determines the present situation, and the development of things is a process, and we can't jump into the "ideal society" at once. If we have a calm heart, don't complain, don't blame each other and think less about others when we encounter problems, but try to solve them bit by bit, then our present can also determine the future.

Personally, I need to understand the formation of original culture, and the gap between it and some well-run enterprises in the market should not be extreme, but should be adapted but different. On the one hand, we should properly adjust our work style, while maintaining our past work style and enthusiasm. Of course, this balance and checks and balances are very standard and subtle. I can only try my best to do what I can, treat what I can't change peacefully, and rationally distinguish the two things.

Chapter VI Corporate Family Culture Experience

August 16, 2000 _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _ _

_ _ _ _ _ _ _ _ Group is a diversified group, which was established in 20 _ _ _ _ _ _. Up to now, it has four central plates: metallurgical limestone mining and processing center, logistics center, development center and service center, and has more than ten subsidiaries, including Chemical Co., Ltd. and Limestone Co., Ltd. It is not difficult to imagine that such a brilliant enterprise we are seeing now contains the hard work and sweat of the chairman, leaders and employees. While feeling the rapid development of enterprises, we can't help feeling ashamed. As a member of the company, what have I done for the development of the company? What did you give? Through this training, I have a new understanding of my future work, which is summarized as follows;

First, strengthen study and constantly improve yourself.

As the saying goes, "books are used, and people hate them very little." Whenever I encounter various new problems at work and don't know how to solve them, I feel so ignorant that I really know very little. Today's society is an era of rapid knowledge renewal, and the development of any enterprise can't always follow the conventional path. As a member of the company, only by constantly enriching themselves and improving themselves can we keep up with the pace of the times and make modest contributions to the development of the enterprise with the knowledge we have mastered.

Second, do the work better from the heart.