What are the three levels of corporate culture?

The structure of corporate culture in management can be roughly divided into three levels: spiritual level, institutional level and material level (or object level).

1, spiritual layer

Spiritual layer is the core and subject of corporate culture.

The spiritual layer of corporate culture includes the following six aspects:

(1) Enterprise Spirit It is the consciousness formed by the combination of modern consciousness and enterprise personality, and it is the basic belief, will quality and ideological realm that all (or most) employees of the enterprise abide by or have together. It is the result of summarizing, refining and advocating the positive factors in the existing concept consciousness, traditional habits and behavior forms of enterprises. Enterprise spirit is the source of enterprise culture, and enterprise spirit is the product of the development of enterprise culture to a certain stage.

(2) The highest goal of an enterprise is the pursuit of all employees, the concentrated expression of the value of all employees, and the starting point and destination of corporate culture construction. With clear and lofty corporate goals, we can stimulate employees' initiative, enthusiasm and creativity, enhance employees' sense of accomplishment and prevent short-term behavior.

(3) Business philosophy is the basic belief that business leaders will always hold in the whole production, operation and management activities, and it is also the philosophical thinking and abstract generalization of business leaders' production and management policies, development strategies and strategies. Its formation is determined by the social system and surrounding environment of the enterprise, and influenced by the thinking mode, policy level, practical experience and personal quality of the enterprise leaders.

(4) Enterprise spirit is a common code of conduct, which is a comprehensive reflection of enterprise culture in the aspects of employees' ideological style, traditional habits, working methods and production methods. The corporate ethos of an enterprise generally has two meanings. The first layer refers to the overall good ethos; The second layer refers to the unique atmosphere that distinguishes enterprises from futures enterprises. Once the enterprise ethos is formed, it will create a certain atmosphere in the enterprise, form the psychological set of the enterprise collective, form the consistent attitude and behavior of most members of the collective, and thus become an invisible great force affecting all members of the enterprise.

(5) Enterprise ethics is the norm and criterion of the high-speed relationship between people, units, individuals and collectives, individuals and society, and enterprises and society, including moral consciousness, moral relationship and moral behavior.

(6) the company's purpose. This refers to the value of an enterprise and its commitment to society as an economic unit.

The above six aspects are isomorphic to form the spiritual layer of corporate culture, each with its own emphasis and different angles; However, in essence, they are unified and coordinated. These six aspects overlap each other in content, so it is not necessary to distinguish them strictly when designing corporate culture. As long as these six aspects are covered in the content, the spiritual layer of this corporate culture is complete.

2. System layer

This is the middle layer of corporate culture, which mainly refers to the part that regulates and restricts the behavior of employees and organizations. It mainly stipulates the code of conduct and habits that enterprise members should follow in their production and business activities. The system layer mainly includes the following three aspects:

(1) universal system

Enterprises have some general systems, which should be incorporated into the general system of enterprises. Such as factory director responsibility system, post responsibility system, workers' congress system, distribution according to work system, etc.

(2) Special system. This mainly refers to the unique and unusual systems of enterprises, such as the system of democratic appraisal of cadres by employees, the system of "five must-visit" for cadres (when employees are born, married, dead, sick and retired, cadres will visit their families), the system of dialogue between employees and cadres, and the system of celebration. Compared with management system, special system can better reflect the management characteristics and cultural characteristics of an enterprise. Enterprises with good corporate culture must also have various special systems; Enterprises with poor corporate culture often ignore the suggestions of special systems.

(3) Corporate customs. This refers to the long-term and established ceremonies, ceremonies, behavior habits, festivals and activities of enterprises, such as singing competitions, sports competitions, group weddings, factory celebrations and so on. Business habits are different from management systems and special systems. It does not appear as a definitive text item and does not need to be enforced. It is completely maintained by the power of habit and preference. It is dominated by the spiritual layer and reacts on it. Corporate customs can be formed naturally or artificially. Once an activity or custom is accepted and passed down by all employees, it becomes a corporate custom.

3. Physical layer

This is the surface part of corporate culture, the artifact culture created by the enterprise, and the carrier of the spiritual layer, which can often reflect the management thought, management concept, work style and aesthetic consciousness of the enterprise. The physical layer mainly includes the following aspects:

(1) corporate logo, standard words and standard colors;

(2) The capacity and appearance of the factory, including the natural environment, architectural style, design and layout of workshops and offices, greening and beautification of the factory and living quarters, and pollution control of the factory;

③ Features, styles, quality and packaging of products.

(4) the technical and equipment characteristics of the enterprise;

⑤ Factory clothes, factory flags, factory emblems, factory flowers and factory songs;

⑥ Corporate cultural and sports living facilities;

⑦ Enterprise modeling or memorial building;

8. Corporate souvenirs;

Pet-name ruby corporate culture communication network, such as newspapers, publications, radio and television, billboards, billboards, etc.

Expansion 1: the role of corporate culture in enterprise development

1, corporate culture can promote the sustainable growth and development of enterprises. Corporate culture is endless, and it will become the pillar to support the sustainable growth of enterprises. The key to the sustainable development of enterprises is that the core values of enterprises can keep pace with the times and innovate constantly. At present, most enterprises advocate the second venture, the essence of which is to seek sustainable growth. Corporate culture is the core strength of an enterprise. In order to realize the strategic planning of sustainable development, enterprises should first create a rigorous, pragmatic, efficient and harmonious corporate culture to meet the requirements of the times and make enterprises grow and develop in the fierce market competition. On the contrary, an enterprise does not conform to the core value orientation and business philosophy of social development, and will eventually be eliminated by society.

2. Corporate culture helps to shape corporate image. Successful corporate culture is the driving force for the sustainable development of enterprises, and it is also the key factor to promote an industry to achieve a virtuous circle. Corporate culture plays a guiding role in the development of enterprises and will also affect corporate image. Corporate image is people's overall impression and evaluation of the enterprise, and it also includes recognition and reaction to corporate culture. It can be said that corporate image is a reflection of corporate culture in people's minds. Successful corporate culture helps to establish a positive corporate image and is an intangible asset of an enterprise. However, corporate culture exists objectively and is the fundamental premise of corporate image, and corporate culture determines corporate image. Without the existing corporate culture, there will be no corporate image in the eyes of the public. A good corporate culture is very important for an enterprise to establish its brand and image in an industry and even a market economy from establishment to growth.

3. Good corporate culture is the magic weapon for enterprises to recruit and retain talents. In the era of knowledge economy, talents, as the human capital of enterprises, play an important role in the development of enterprises. For knowledge workers, attracting talents with high standard salary is only a top priority. Employees in enterprises generally lack a sense of belonging and want to change jobs. Based on the consideration of talent training cost, enterprises deliberately ignore the re-education of employees, making employees feel less belonging. Over time, a vicious circle is formed, and enterprises still face the problem of brain drain. And a good corporate culture can make employees have a strong sense of belonging and provide a platform for employees to realize their self-worth, and corporate culture is where employees have this sense of belonging and reflect their self-worth.

Extension 2: the method of establishing corporate culture

1, adhere to the "people-oriented". Corporate culture is a belief and value system integrated into the souls of corporate members, with strong emotional color. Whether the same value embodied in enterprise culture can be recognized by enterprise members depends largely on people's quality. People are the most active factor in productivity, and "people-oriented" is the core concept of Scientific Outlook on Development. People-oriented management thought means that the development process of enterprises should reflect the value of people-oriented, fully understand, respect, care and inspire people. Managers should go deep into the grassroots to understand the demands of employees, earnestly safeguard the interests of employees, give full play to people's subjective initiative and creativity, let employees and enterprises * * * fate, * * * honor and disgrace, and enhance the cohesion and centripetal force of enterprises.

2. Formation of institutionalized construction. An important content of enterprise culture is enterprise system culture. As the saying goes, "No rules can make Fiona Fang", a successful enterprise must have a set of successful management system to restrain employees' behavior and guide the future development of the enterprise. The process of building an excellent corporate culture is actually a process of continuous improvement of internal rules and regulations. Therefore, when building corporate culture, enterprises must establish and improve relevant management systems in accordance with the spirit of corporate culture, truly realize the coordination and unity of system and culture, concept and operation, and make employees have both value orientation and institutionalized norms.

3. Create a good corporate image. Corporate image is not only the image of corporate products, but also the expression of corporate culture. Enterprises should have their own business philosophy, provide excellent products and services for the society, improve their credibility among the public and establish a good reputation. Enterprises should also have their own social ideas, care about social problems and social welfare undertakings, and benefit the people while developing themselves. Enterprises engaged in production and business activities, in addition to making profits, also need to bear certain social responsibilities and social obligations, make contributions to social development, but also win public recognition and goodwill, and establish a good image of enterprises in the public.

4. innovation. Innovation is the source of power for a nation's prosperity and development, and it is also the fundamental way for enterprises to achieve sustainable development. It can be said that corporate culture is a dynamic organism, which needs to absorb new ideas and concepts to be passed down. With this cultural innovation, Haier, known as the "No.1 brand of household appliances in China", has developed from a small collective factory on the verge of bankruptcy to a world-renowned multinational company. In order to realize the strategic planning of enterprise development, enterprise culture should seek innovation in content and form, so as to maximize profit space.