How to do corporate culture?

first, the meaning of culture and corporate culture

culture is civilized education, which is relative to martial arts. It educates, guides and enlightens others in a relatively civilized way in order to change and influence others.

culture changes and influences people's ideas and consciousness. People's ideas and consciousness affect people's attitude towards things; And people's mentality affects the behavior trend and situation in people's work; The behavior trend and situation in people's work determine the result of behavior. Culture, through the change of people's concept and consciousness-the change of mentality-the change of behavior trend and situation, can achieve the change of behavior results.

corporate culture means that enterprises educate, guide and enlighten their internal employees in a relatively civilized way, so as to achieve the purpose of improving the quality and self-cultivation of employees.

any enterprise has its own culture. Whether you realize it or not, whether you deliberately build it or not, from the moment the enterprise appears, it is educating, influencing and changing people in the enterprise and entering the enterprise. It can be said that the existing culture of each enterprise is the sum of corporate image, rules and regulations, practices, members' words and deeds and behavior habits formed by the enterprise after a long period of accumulation.

second, the essence and core process of corporate culture construction

the essence of corporate culture construction is to improve the existing corporate culture in order to form a new and better corporate culture that can meet the needs of the future. It is a process of rejuvenating the enterprise by eliminating the bad contents in the culture formed in the past, which is not conducive to future development.

in the process of enterprise growth and development, due to various factors and conditions, enterprises will have some bad things deposited more or less. These things may not have realized their adverse effects and side effects at first, or for special reasons, they have to compromise in order to take care of the overall situation and allow them to exist, so that they have formed a convention. Some of these things even had positive significance for enterprises at that time.

at that time, with the growth and development of enterprises, these things have become obstacles to the continuous growth and development of enterprises, and must be changed, removed and solved, otherwise, enterprises will gradually become weak and weak.

For example, an enterprise has an old master and veteran hero who is very comprehensive, competent and willing to work, and has rich experience. He is also very kind and has won the trust of the people and the boss. From the beginning of the enterprise, he has worked in the enterprise, so it can be said that all kinds of things in the original production of the enterprise are difficult to beat him. However, due to his low culture, he only works by experience, and he is slow to digest new technologies and equipment, which is difficult to master. If new things are introduced successfully, his authoritative position in the enterprise will be challenged. Therefore, whenever an enterprise introduces new technology and equipment, he always talks sarcastically, deliberately makes things difficult, refuses to really cooperate, and even secretly manipulates to prevent the introduction of new things, which adds a lot of trouble to the managers at all levels above him and wastes a lot of manpower and time for the enterprise. In spite of this, no one can say anything about him, because everything he does has a reason. This kind of thing, as long as he intervenes, will be difficult to succeed; If he doesn't get involved, it will be very smooth. Dealing with him will not only affect the production using the original equipment and technology, but also set a great opposite for managers. This can be said to be a typical problem to be solved in corporate culture construction.

therefore, the premise of building corporate culture is to be clear: what should we change? How did it turn out? Why do you want to melt?

corporate culture construction can't copy others' models, but only refer to others' models. Because the situation of each enterprise is different, that is, the starting point is different, the values are different, and the goals to be achieved may be different, so the process of cultural construction is different.

first of all, we need to know the current situation of the enterprise, and make clear the shortcomings, defects and deficiencies of the enterprise. On this basis, through the analysis of ills, defects and deficiencies-analysis of reasons (behaviors)-analysis of mentality-analysis of ideas and consciousness, the fundamental problems at the level of ideas and consciousness are determined, and then measures are taken to educate them. In this way, bit by bit, step by step, from point to line, from line to surface, the corporate culture system is gradually established.

Third, the significance and applicable objects of corporate culture construction

The role and influence of corporate culture is long-term, and its effect is subtle and not obvious. It is generally difficult for ordinary people to see its immediate effect. If the work of corporate culture is done well, many major basic problems that bind managers' hands and feet and consume a lot of time and energy of internal members of the enterprise will disappear into the invisible, and the situation of "doing nothing" will be achieved once and for all, with little maintenance cost, and its benefits are difficult to measure with money. If enterprises want to go up and down Qi Xin, develop steadily for a long time, and cope with external competition, corporate culture construction is a very important and essential basic project.

"People who have no long-term worries must have near worries." The construction of enterprise culture is only suitable for enterprises that have no "immediate worries".

An enterprise that has no future and no vision of the future, and makes a single calculation, does not need to make great efforts to build corporate culture, because it is not known whether it will exist tomorrow, so it is of little significance to build corporate culture, and it can only be a wedding dress for others. In such a company, the boss's culture is the corporate culture; Do what the boss asks; If you can't stand it, leave. For the boss, it is mainly to win people's hearts by using wrist, calculation, politics, feelings and immediate interests.

Fourth, how to build corporate culture

People, especially those in China, generally have a psychological defect: they just want to listen to the good words of praise rather than the truth that reflects practical problems. It seems that if others don't talk about the existing ills, defects and deficiencies, the ills, defects and deficiencies will not exist. There are two idioms and allusions, which vividly reflect this mentality and behavior-"stealing the bell from the ear" and "blinding the eyes".

to build corporate culture, first of all, the boss and the top management should have a unified understanding, face up to the shortcomings, defects and deficiencies, and treat the exposed problems correctly, instead of covering up the problems. Otherwise, corporate culture construction will lack clear goals and fall into blindness and formality.

secondly, it is necessary to make clear the requirements of the enterprise for personnel in the future and the gap between the future requirements and the current situation of personnel.

Thirdly, it should be carried out as a project by a special person. We should have a long-term vision and overall concept, make overall planning and carry out it in a planned way. You can't do that if you don't think of it, especially if you don't pull articles to make up for it in order to publish periodicals on time.

Corporate culture construction is a very complicated, patient and time-consuming work, and there are many things to be done, especially the early analysis and design work. Although there are not many people needed, it can't be done by just catching a few people. It requires practitioners to have deep research on behavioral psychology and rich practical experience and personal experience, and it is also difficult to be competent with theoretical knowledge of behavioral psychology alone. From the perspective of traditional culture, people who are qualified for this work need to have "know yourself and know yourself" and be good at understanding other people's daily behavior habits; Be able to "see things in a small way", see hidden problems from everyday trivial things, and nip them in the bud; Can always stand in other people's point of view. A person who is arrogant, impetuous, supercilious, overconfident and takes this matter very simply can't do the job well, even if his pen is no matter how good and competent, it is useless. He may be fooling around, and it is difficult to achieve the effect of improving people's concepts and consciousness.

the actual work content of enterprise culture construction is mainly to ponder how to change people's concepts and mentality, which is very similar to the political and ideological work of state-owned enterprises in the past. The main difference is that in the past, the political and ideological work of state-owned enterprises was individual, and the universal things were empty and boring, and most of them were in a passive position. The construction of corporate culture should be a proactive, preventive and constructive work. It should be said that those who have really done grassroots political and ideological work for a period of time before, or those who have done mediation of disputes, have a good foundation in corporate culture construction.

V. Matters needing special attention in the construction of corporate culture

It is worth noting that the most important thing of corporate culture is not the publicity column of periodicals and magazines, but the content and connotation of the publicity column of periodicals and magazines. The publicity column of periodicals and magazines is only its shape, not its quality. Don't turn the construction of corporate culture into an external form such as the publication of periodicals and magazines by enterprises, regardless of what kind of psychological influence the information will have on readers, whether it will have negative effects, whether it will have side effects and whether it will be conducive to the construction of corporate culture.

Of course, bulletin boards of periodicals and magazines are very good ways to build and popularize corporate culture, but it is really unnecessary for small and medium-sized enterprises, and there are many ways to popularize and popularize it.

I have noticed that many enterprises recruit people who are engaged in corporate culture. In essence, they only want people who are engaged in text editing, not those who are really engaged in corporate culture research, not those who can deeply analyze problems to the level of concept and consciousness and know how to influence and change people's concepts and mentality. All they care about is whether you have done text editing and typesetting. Their corporate culture focuses on form, not quality, and is mostly cosmetic. The construction of their corporate culture requires that the enterprise looks impressive in appearance, has a publicity column for periodicals and magazines, and attaches importance to corporate culture. As for what role the publicity columns of these periodicals can play, how important they are, and whether there is any reaction, it is very vague. It is time-consuming and laborious to establish such a corporate culture, which is of little significance to the inside of the enterprise. It can only be a moment of grandstanding and scaring outsiders outside the enterprise.

in a certain sense, tangible things such as bulletin boards of periodicals and magazines are just carriers of corporate culture, some forms and tools of corporate culture expression, and their own significance is only to enable people to get in touch with corporate culture conveniently. Not corporate culture. The contents of periodicals and magazines, such as opinions and concepts, are the organic parts of corporate culture.