What are the measures for corporate culture construction?

Measures of enterprise culture construction

1, morning meeting, evening party, tea party, summary meeting. It is to preach the company's values before and after work every day, or to use some spare time to be fixed and become a part of the company's system and corporate culture.

2, internal training and staff thought summary. Let employees learn company rules and regulations, and at the same time carry out corporate culture training and edification. You can tell some inspirational stories and allusions, regularly let employees compare their behaviors according to the content of corporate culture, judge whether they have met the requirements of the enterprise, how to improve them, and write an ideological summary.

3. Stick the slogan of corporate culture. Write the core concept of corporate culture as a slogan and post it in a prominent position in the enterprise. Don't engage in visualization projects. If you don't implement them, you won't post them.

4. Set a good example. You can have good models and bad models at the same time. If there is a prize, there will be a penalty. This is a measure that runs through management. Give employees a standardized model. Through typical employees, we can vividly and concretely understand "what is active work", "what is active work", "what is professionalism", "what is cost concept" and "what is high efficiency", so as to improve the quality of employees. Many of them are difficult to describe quantitatively, and only concrete examples can make employees fully understand them. The important thing is to communicate in private. The premise of good implementation is the ability of enterprise managers to control the bureau and public power, and the temperature is very important.

5. Corporate website culture construction. This is closely related to the development scale and talents of the enterprise. Enterprises can carry out timely policies, ideas and cultural publicity and reports on the website, which requires a special person to be responsible for real-time updates.

6. authoritative preaching. Hiring or quoting famous entrepreneurs to give professional and targeted speeches is also of great significance to the construction of corporate culture. The key is who the enterprise will listen to, what effect it will have after listening, and the purpose should be clear.

7. Go out to visit and study. Going out to visit and study is also a good way to build corporate culture. Everyone can have a chance to learn. The key is whether you can get this opportunity. Many people can't get it because they don't work hard enough. This method requires managers to consider the issue of fairness and give full play to the enthusiasm of employees.

8. You can choose to build a showroom of enterprise entrepreneurship and development history. Displaying all items related to enterprise development is related to the scale and history of enterprise development, and it is also something that employees must understand. Tell them not to forget their roots and the contributions of their ancestors. Today's glory is hard-won.

9. Cultural and sports activities. Cultural and sports activities refer to singing, dancing, sports competitions, National Day parties, New Year's Day parties, etc. In these activities, the values of corporate culture can be integrated, and it is also a platform for employees to show themselves. It is important to let employees actively participate and give full play to their enthusiasm.

10, introducing new people and new culture. The introduction of new employees will inevitably bring some new cultures, and the integration of new culture and old culture will form another new culture, focusing on people's choice and the grasp of cultural development direction.

1 1. Conduct mutual evaluation activities. This is also what HR department should do when evaluating the quality of employees. Mutual evaluation means that employees evaluate their colleagues' work status in public according to the requirements of corporate culture, and also evaluate how they are doing in public, and colleagues can also evaluate how they are doing. They can choose to write their ideas anonymously, and leaders and employees should actively participate, so that everyone can get to know each other and resolve internal contradictions and disputes.

12, leaders set an example and take the lead in learning. In the process of the formation of corporate culture, the role model of leaders has a great influence. Whether authoritative management can be established depends on whether managers can lead enterprises by example. Managers need to understand all aspects of corporate culture and take the lead in observing and learning.

13, set up enterprise newspapers. If the enterprise has the strength, it can choose to start a publication. This requires not only funds, but also talents and strength.

Principles of enterprise culture construction

people-oriented

Culture should take people as the carrier, and people are the first factor in the production and bearing of culture. People in corporate culture refer not only to entrepreneurs and managers, but also to all employees of enterprises. The construction of enterprise culture should emphasize care, respect, understanding and trust. The formation of enterprise group consciousness is that all members of the enterprise have the same values and goals, thus forming a centripetal force and becoming a fighting whole.

Inside and outside refers to thoughts, words and deeds.

Corporate culture belongs to the ideological category, but it is easy to form a phenomenon of duplicity through the behavior and external forms of enterprises or employees. To build a corporate culture, we must first start with the workers' thoughts, establish correct values and philosophical concepts, and form a corporate spirit and corporate image on this basis to prevent formalism and inconsistency between words and deeds. Formalism not only fails to build a good corporate culture, but also distorts the concept of corporate culture.

Pay attention to personality

Oneness is an important feature of corporate culture. Culture was originally formed in the historical process of its own organizational development. Every enterprise has its own historical tradition and management characteristics, and corporate culture construction should make full use of this to build its own culture. Only when enterprises have their own characteristics and are recognized by customers can they be unique in the forest of enterprises and have competitive advantages.

Pay attention to economy

Enterprises are economic organizations, and corporate culture is the organizational culture of microeconomics, which should be economic. The so-called economy means that corporate culture must serve the economic activities of enterprises, which is conducive to improving the productivity and economic benefits of enterprises and to the survival and development of enterprises. Although the word "economy" is not involved in the contents of corporate culture discussed earlier, the ultimate goal of building and implementing these contents will not be divorced from the realization of corporate economic goals and the survival and development of enterprises. Therefore, the construction of corporate culture is actually a corporate strategy issue, which is called cultural strategy.

Inherit tradition

Marxism holds that "people create their own history, but they do not create it at will, but under the condition that they directly encounter and inherit the past." (Selected Works of Marx and Engles, vol. 1, p. 603) The same is true of corporate culture construction in China. It should be the value-added development on the basis of traditional culture, otherwise the corporate culture will lose its foundation of existence and have no vitality. Value-added development is to learn traditional culture, discard its dross and take its essence. People-oriented thought, equality thought and pragmatic thought in China's traditional culture are all worthy of value-added development. China's people-oriented thought has been quite strong since ancient times, which has restricted autocratic behavior to some extent. In socialist enterprises, employees are the masters of the enterprise, so the construction of enterprise culture naturally takes people-oriented thought as an important ideological source, and through the development and utilization of this thought, employees will have a strong sense of ownership and consciously participate in the democratic management of the enterprise. China people insist on equality between people and think that "everyone is flexible and obedient", which is the ideological basis of China revolution in the past. The value-added development of this concept and its application in the construction of modern corporate culture will provide employees with equal opportunities for competition, which is conducive to advocating the operating mechanism of distribution according to work and equal pay for equal work. Pragmatic spirit requires people to seek truth from facts, be modest and prudent, guard against arrogance and rashness, and strive for progress. If this point can be carried forward, it will certainly form an entrepreneurial spirit of hard work and innovation. The "Iron Man Spirit" of Daqing's "Old Four Strictness" is the result of the value-added development of this national spirit.

Reflections on the Construction of Enterprise Culture

First unit

Let go of your posture, experience and empty cup, and welcome enterprise changes with brand-new economic benefits. In an enterprise, there are fewer problems to prove and more problems to be solved, so employees are more tolerant, less quarreling, more accepting and less friction. Walk into the system and easily achieve your career.

Second unit

Break through the misunderstanding of team psychology, adapt to the changing environment, and follow the rules and system bottom line. Don't complain, don't blame, have the same goal and let the team surpass it. Clear goals and a unified culture. Dare to bear, dare to pay, and learn to be responsible. Empathy, so that they can better understand leadership and support enterprise development.

Third unit

Change is a normal state, create a positive language atmosphere, dare to act and dare to get results. Only when you are strong inside will you be truly strong, and those who are backward will always be beaten. The strong always want to change and grow. The course helps students understand the connotation of responsibility, establish their own sense of responsibility and assume their own responsibilities. Start from yourself, better shoulder the responsibility of work, and establish the commitment, responsibility and commitment mentality between teams; Understand the empathy between superiors and subordinates, so that they can understand leaders better, know how to pay more, and support the reform and development of enterprises.

Fourth unit

Information asymmetry leads to decision-making deviation and ineffective internal implementation of enterprises. The communication between employees and managers is often to make the trained employees realize and establish the concept of treating the enterprise as their home and their partners as relatives, and to know how to start from themselves and make the enterprise full of love and warmth.

Fifth unit

Sincere gratitude, gratitude to parents for their nurturing, gratitude to the ups and downs of the company, gratitude to colleagues for their cooperation, and gratitude to customers for their coordinated development. Love is the root, and love is the source of enterprise development; Experience love, responsibility and dedication. Not only should there be filial piety, but also filial piety.

Sixth unit

Tolerate others, treat the team with broad-mindedness and fraternity, the world is beautiful, and active acceptance is the realm. Open your heart actively, in order to give yourself a broader stage. Help students understand the strength of the enterprise and the strength of the team in the review of the past growth process of the enterprise, so as to establish and enhance their confidence and dedication to the future development of the enterprise.