Institutional culture of the enterprise system culture

Enterprise institutional culture mainly includes three aspects of leadership system, organizational structure and management system.

1. Enterprise leadership system

The emergence, development and change of enterprise leadership system is the inevitable result of the development of enterprise production and the product of cultural progress. Enterprise organizational structure, is the carrier of enterprise culture. Including formal organizational structure and informal organization. Enterprise management system is the enterprise in the production and management of the formulated, play a normative role in ensuring the provisions or regulations. The above three, constitute the enterprise system culture.

Enterprise leadership system is a general term for enterprise leadership, leadership structure, leadership system, which is mainly the leadership system. The leadership system of an enterprise is subject to the double constraints of productivity and culture, and the improvement of productivity level and cultural progress will produce a leadership system that is compatible with it. Different historical periods of enterprise leadership system, reflecting different enterprise culture. In the enterprise system culture, the leadership system influences the setting of enterprise organization structure and constrains all aspects of enterprise management. Therefore, enterprise leadership system is the core content of enterprise system culture. Excellent entrepreneurs should be good at establishing a unified, coordinated and usual enterprise system culture, especially a unified, coordinated and usual enterprise leadership system.

2. Enterprise organization

Enterprise organization, refers to the enterprise in order to effectively achieve the enterprise goals and planning the establishment of the internal components and their relationships. If the enterprise is regarded as a biological organism, then the organization is the skeleton of this organism. Therefore, whether the organizational structure is adapted to the requirements of enterprise production and operation management has a great impact on the survival and development of enterprises. Different corporate cultures have different organizational structures. Influence on enterprise organization is not only the enterprise system culture in the leadership system, but also, the enterprise culture of the enterprise environment, enterprise goal, enterprise production technology and enterprise staff ideological and cultural quality is also an important factor. The choice of the form of organizational structure must be conducive to the realization of corporate goals.

When discussing the enterprise organization and enterprise organizational culture, we should realize that the enterprise's organizational culture is not completely independent, it is inextricably linked with the deep background of a certain national cultural tradition. In Chinese cultural tradition, generally do not look at the individual aspect, but see everything as an organized structure. There is a corresponding management network and art of management for everything from large countries to small individuals. Cultivation of the body and peace of mind are communicating with each other.

3. Enterprise management system

Enterprise management system is the enterprise in order to maximize the benefits of the production and management activities in the practice of the formulation of a variety of mandatory obligations, and can protect the rights of the provisions or regulations, including the enterprise's personnel system, the production and management system, the democratic management system, and all other rules and regulations. Enterprise management system is a powerful measure and means to realize the enterprise goal. It serves as a model of behavioral norms for the workers, which enables the activities of individual workers to be carried out rationally, and at the same time becomes a coercive means to safeguard the interests of the workers **** the same. Therefore, the enterprise management system, is necessary for the normal production and management of enterprises, it is a strong guarantee. Excellent enterprise culture management system is necessarily scientific, perfect, practical management style embodiment. The nature of enterprise system culture

1. Enterprise system culture is an important part of enterprise culture, system culture is the product of a certain spiritual culture, it must be adapted to the requirements of spiritual culture. People always know in a certain value to improve and reform the enterprise system, the enterprise organization if not with the requirements of the enterprise goal, the enterprise goal can not be achieved. Excellent enterprises always often adapt to the corporate goals of the enterprise organizational structure to meet the future, so as to win in the competition.

2. Institutional culture is the basis and carrier of spiritual culture, and plays a counteraction to the spiritual culture of the enterprise. The establishment of a certain enterprise system, and influence people to choose new values, become the basis of a new spiritual culture. Enterprise culture is always along the trajectory of spiritual culture - institutional culture - new spiritual culture is constantly developing, enriching and improving.

3. Material culture is a prerequisite for the existence of institutional culture, a certain material culture can produce a corresponding institutional culture. Enterprise organization is one of the most important ways to improve the effectiveness of management. If the organizational structure of the enterprise is not advanced, then no matter how much it tries to adjust, the activities of this management body can not get the expected results. On the contrary, a scientifically based organizational structure creates very favorable conditions for increasing the effectiveness, reliability and resilience of management while reducing the consumption related to management. Thus, the quality of these organizational structures and the interaction of their components determine to a large extent the timely performance of management functions. Correctly handling the relationship between the corporate institutional culture and other corporate cultures is also of great significance in improving the quality of corporate management.

4. The organizational structure of management depends directly on the size of the enterprise, the complexity of production and operation, and the characteristics of management functions, so that the organizational structure of management as far as possible to help realize the functions fixed by the corresponding units and in the provisions of the various systems is very important. Fully capable of constructing a formal model of the interconnectedness of all management functions and the corporate institutional culture that corresponds to it, and can greatly improve the efficiency of management.

5. Modern production equipment requires the formation of a set of modern management system, the institutional culture also has to change with the changes in material culture. Changes in the enterprise labor environment and the production of products, the enterprise's organizational structure must make corresponding changes, otherwise it will not be able to play its due effectiveness. Institutional culture is a guarantee of the construction of material culture, no strict job responsibility system and scientific operating procedures and a series of system constraints, any enterprise is impossible to produce quality products.

6. The enterprise system culture is also the enterprise behavior culture to implement the guarantee. With the enterprise workers production, learning, entertainment, life and other aspects of direct contact with the construction of behavioral culture, the enterprise management style is dynamic, whether rigorous, whether the spirit is high, whether the interpersonal relationship is harmonious, the degree of civilization of the staff has been improved, and so on, are related to the role of the institutional culture of the guarantee.

Based on scientific principles, the organizational structure of the enterprise has the potential to ensure that the system can play a role in high efficiency and the development of the system. The organizational structure that has lagged behind in its own movement and has been more or less aware of its inability to meet the needs of the object of management may become a serious obstacle to the system. In order to ensure that the various subsystems of business operations are constantly coordinated, it is necessary to change the organizational structure frequently to adapt to it.

The role of enterprise system culture

Enterprise system culture is an important part of enterprise culture, is to shape the spirit of enterprise culture of the fundamental guarantee. The spirit of enterprise advocates a series of behavioral norms, must rely on the system to ensure the realization of the construction of the system to regulate the behavior of members of the enterprise, and make the spirit of enterprise into the members of the enterprise's conscious action. Institutional culture is the basis and carrier of spiritual culture, and the spiritual culture of the enterprise plays a counter effect. The establishment of a certain enterprise system influences people to choose new values and becomes the basis of new spiritual culture. Enterprise culture is always along the trajectory of spiritual culture --- institutional culture --- new spiritual culture is constantly developing, enriching and improving.

As the intermediary and combination of people and things, people and enterprise operation system in enterprise culture, and as a kind of normative culture that restrains the behaviors of enterprises and employees, the enterprise system culture can make the enterprises in the complex and changeable and competitive environment in a good running state, so as to ensure the realization of the enterprise goals.

All enterprises have corporate culture. Evaluation of an enterprise's corporate culture without exploring the enterprise's system construction, can only be an empty, unreal subjective imagination. The significance of the system for the enterprise is that it establishes a strong support so that the wishes of the managers to be implemented, and under the premise of employee recognition, so that the inevitable contradictions in business management by the people and the opposition of people weakened to the opposition of people and the system, so that it can be better achieved to constrain and regulate the behavior of employees to reduce the confrontation or to reduce the sharp degree of confrontation, and gradually form their own characteristics of the corporate culture.

The natural evolution of culture is slow. Any corporate culture is the result of conscious and consciously regulated management. Once business leaders confirm the reasonableness and necessity of advocating a new culture, they should formulate corresponding behavioral norms and management systems while publicizing and educating, and continuously strengthen them in practice, and strive to change the staff's ideological concepts and behavioral patterns, so that a new corporate culture can be gradually established.

Thinking about the construction of corporate institutional culture

1. The consistency of institutional construction and spiritual culture

In the corporate culture system, spiritual culture has a decisive role. Institutional culture consistent with the spiritual culture can strengthen the role of corporate culture, on the contrary, deviation from the spiritual culture of the institutional culture will weaken the role of corporate culture to play. Therefore, the diagnosis, refinement and innovation of institutional culture should be based on the spirit of the enterprise, values as the guiding ideology, and should be in line with the concept of business management and fully embodies the concept of the enterprise.

Enterprise system is ultimately driven and constrained by the value concept. The formation and change of the enterprise system are derived from the enterprise to develop and modify the system of some kind of demand, this demand is a specific expression of the enterprise value concept. Only when the development or modification of the system is considered to have value, the enterprise will go to develop or modify the system. As for the value of what, the size of the value, different enterprises have different cognition and understanding, these cognition and understanding is also a component of the concept of enterprise value. Because different enterprises have different perceptions and understandings of the system, it will make the exact same system appear very different effects, which is also the enterprise value concept.

In the construction of enterprise system culture, we should examine whether the various systems are based on the fundamental needs of the enterprise, and whether they are linked to the most essential goals of the enterprise. As the saying goes: without rules, nothing can be done. System culture construction is the skeleton part of enterprise culture, any enterprise will become a scattered sand if it leaves the system. But because the system is the embodiment of the basic concepts of an enterprise, reflecting the basic attitude of the enterprise to society and people, and therefore the system is not arbitrary without any constraints.

Not all rules and regulations are part of the corporate culture. Only those management systems that meet the requirements of corporate values, enhance the spirit of upward mobility, and stimulate the enthusiasm and conscientiousness of employees can constitute the components of corporate culture. Therefore, we judge a regulation is not the enterprise needs, a regulation is not the need to adjust or even discard, there is only one standard, that is, whether the system is consistent with our corporate values, the spirit of enterprise and can be conducive to the enhancement of corporate values, the spirit of enterprise.

2. System construction and "people-oriented"

The significance of the system for the enterprise is to establish a strong support for the implementation of the wishes of the managers, so that the inevitable contradictions in enterprise management by the opposition between people and weakened to the opposition between people and the system, so that it can be better achieved to restrain and standardize the behavior of employees, reduce confrontation or reduce the number of employees. Employee behavior, reduce confrontation or reduce the sharp degree of confrontation, and gradually form their own characteristics of the corporate culture.

However, the management system to become a cultural content with the characteristics of the enterprise, but also need to have a prerequisite, that is, to "get the staff to recognize". No one should simplify this condition. Employee recognition is the management system into the corporate culture of one of the necessary steps. Grasp the key to this step is to grasp the effectiveness of the system culture where the problem, that is, to grasp the spirit of enterprise, values of the "soft" and institutionalized management of the "rigid" effective combination of the problem. Grasp this issue, in fact, involves a basic human nature and humane view of the problem. The effectiveness of institutional culture is not elsewhere, but in the human heart. Therefore, to properly grasp the spirit of enterprise, values of the "soft" and institutionalized management of the "rigid", must adhere to the "people-oriented".

How to ensure the smooth implementation of the system under the premise of minimizing the antagonism between people and the system, is the construction of enterprise system culture must pay attention to the problem. The essence of this problem is how to adhere to the "people-oriented" in the process of enterprise system culture construction. Encourage employees to participate in the development of enterprise systems to advocate the democratic management system and democratic management of enterprises, is to adhere to the "people-oriented"; pay attention to the implementation of the system in the feedback, widely accepted by the enterprise staff and the majority of service recipients of the views, criticisms and suggestions, and make timely adjustments to the relevant system is to adhere to the "people-centered". Adhere to the "people-oriented"; improve the public system, increase the transparency of the work, so that employees are informed, participate in politics, management, so that the enterprise (Division) business openness work more widely, more timely and more y rooted in the people, but also adhere to the "people-oriented". Practice has proved that adhere to the "people-oriented", take the mass line, the practice of the system "from the masses, to the masses," is conducive to ensuring the rationality and feasibility of the system.

3. Adjustment and change of the system

The process of institutionalization is an important means to promote the development of corporate culture, and at the same time, it may become a major obstacle to the development of corporate culture. The process of institutionalization is also the process of relative solidification of corporate culture. With the deep understanding of the system and widely recognized, people in the acceptance of the system culture at the same time, but also tend to oppose the existing system and the back of the culture. On the one hand, this phenomenon is easy for enterprises to stick to the system culture and ignore other cultures of enterprises; on the other hand, it will make enterprises stick to the existing culture and resist the external culture, which makes it difficult to realize the old and the new. The process of institutionalization can lead to the orderly operation of the enterprise, but it can also lead the enterprise to go on the old way of doing things by the book.

Awareness of the advantages and disadvantages of the institutionalization process on the development of enterprise culture is conducive to maintaining a clear consciousness in the process of enterprise culture construction, in order to take timely and effective measures to avoid the resistance that the relatively solidified system may bring to enterprise change. Before the enterprise change, we should try to foresee the possible conflict between the enterprise culture and the existing system culture after the change, in order to plan the effective method of system change, and implement system change systematically at the same time of the enterprise change; after the enterprise change, we should pay close attention to the negative impact of the original system on the new culture, so as to achieve timely correction and adjustment.

4. Institutional culture is not all corporate culture

Management system is an important part of corporate culture, but not all. According to the "sum" of corporate culture, corporate culture covers the material culture, institutional culture and spiritual culture. The management system is an external expression of corporate culture, and embodies the inner spirit of the enterprise, but the external expression of corporate culture is not limited to the system as a form of expression, the inner spirit of the enterprise, it is not possible to rely entirely on the system to reflect.

The significance of recognizing the system as a part of the enterprise culture rather than all is that, in the construction of enterprise culture, emphasizing the construction of the system is undoubtedly necessary, but the construction of enterprise culture can not be confined to the system alone, and can not be superstitious in the formulation of the system to the neglect of the other parts of the construction of the enterprise culture; in the construction of the enterprise culture can not be confined to the improvement of the system itself, and should emphasize the system of implementation and adjustment, so as to ensure that the system is scientific, and the system of the system of the enterprise culture. The construction of corporate culture should not be limited to the improvement of the system itself, but should also emphasize the implementation of the system and adjustments to ensure that the system is scientific, feasible and effective.