Business owners should pay attention to the management role of corporate culture

Business owners should pay attention to the management role of corporate culture

To date, in the form of corporate culture is still in the construction of the boom but the effect of the situation is diminishing, we need a collective reflection, but also need a collective action: in the process of corporate culture, return to the management and practice, the real corporate culture as a kind of ? Management method rather than? Indoctrination? method, to regain the enterprise culture? The first time I saw this was when I was a student at the University of California at Berkeley.

So, compared with the traditional separation of cultural construction and management activities, what are the advantages of management practice-oriented corporate culture construction? There are several aspects:

First, from the management of the object rather than just the subject point of view to observe management. The traditional practice of corporate culture is ? I said, you listen, you do? The model, but with the management of the combination of corporate culture construction, let us know that we should pay more attention to the managers of the ? The client is managed, they work in the enterprise practice of the real state and real emotions. We all know that to do the market to understand the customer needs, in fact, to do management is not the same to understand? Management of the ` customer staff needs?

Second, from the grass-roots level of management and not just the upper level to understand the problems in management. Traditional management and corporate culture construction model, focusing only on the ideas of leaders and managers, policies, strategies, and not willing to pay more attention to grass-roots employees and grass-roots practice in the real state, the result is to lead to the above system due to be grass-roots? The result is that the system above is resisted by the grassroots. The result is that the above system is difficult to implement due to the resistance of the grassroots and the continuous game.

Third, from the dynamic process of management rather than just a static process to understand the practice of business. The so-called management of the dynamic, that is, not only to pay attention to what we said, what we asked for, what we instructed, but also to pay attention to the situation after this: our management instructions, in the specific process of how to run? What kind of problems have arisen from the operation? Employee thinking and behavior in which there is how to change? Such a system of long-term implementation, will produce what group thinking and behavior patterns?

Fourth, from the emotional and rational coexistence rather than just rational interpretation to implement management. The limited rationality of people is the basic assumption of economics, and many of our traditional corporate culture construction practices, in fact, does not meet such a law.

Because workers in the work practice is not always rational, and often emotional and rational coexist, sometimes even basic emotional. Therefore, your claims, your preaching and your requirements, employees will not be like a computer ? Accepted wholesale? When Americans discovered corporate culture, they observed that Japanese companies, in addition to learning the rationality of Western companies, there are emotional, and even make it difficult for them to understand the side.

In fact, having said that, about the next topic? How to achieve further integration of enterprise culture construction and management activities can be solved. I have always believed that in any period of business management, corporate culture is present, for example, you do people and a thing, there has to be a about ? Why? and? How to do? Consideration. This? Why? and? What to do? are actually what we call? refined ideas. So I always say, whether you have? construction? corporate culture, in fact, an enterprise always has a culture. Below, I will take? innovation? As an example, I would like to talk about how culture can be integrated with management practices:

The first step is to put forward the idea of ? Innovation? concept.

The second step: publicize the concept of innovation throughout the enterprise (consistent with traditional practices), explaining why innovation, how to innovate, in what areas of innovation, and, most importantly, what are the benefits of innovation for the enterprise, especially for everyone.

Part III: Organize research activities to comprehensively observe the factors affecting innovation at all levels of business management in the current enterprise, and to observe and think about whether these elements can be changed.

Step 4: From the organizational system, make changes to the factors affecting the implementation of enterprise innovation behavior, such as the optimization and innovation of the system, the adjustment of the organizational structure, the change of the workflow, the construction of the innovation team, the teaching of innovation methods, and so on, to form a soft and hard environment and atmosphere conducive to innovation.

Step 5: Develop a special innovation incentive system to encourage innovation from both material and spiritual levels.

Step 6: Observe and study the innovative behavior of enterprises after the introduction of innovative ideas, give timely guidance and encouragement, and at the same time, make use of various opportunities to publicize and commend, and give material rewards to motivate more people to join the action of innovation.

Step 7: More and more people want to make a difference, under the encouragement of the innovative atmosphere, slowly join the team of innovators. People in business management and work practices, will slowly form the habit of thinking and behavior of innovation at work. More and more people and more and more long time to abide by this habit, and eventually become a culture of innovation.