What is the impact of traditional culture on the creation of corporate culture

Traditional Chinese culture contains a wealth of management ideas, these ideas have always been throughout China's management practices from ancient times to the present day, involving all aspects and levels of society, such as administrative, economic, military, cultural, family, etc., the cultural underpinning of these management ideas and practices is the Chinese ethical type of cultural traditions. Chinese traditional culture has a profound connection with modern management, we need to combine the ancient excellent culture with the actual management in China to promote the development of management.

In the 1970s, the orthodoxy of the world management theory was transferred from the United States to Japan, which has a Chinese cultural background. In the Japanese management community there exists a common phenomenon, that is, senior managers almost manually a Chinese "Analects", "Zhou Yi" and "Sun Tzu Art of War" and other books. It can be said that Japan and many East and Southeast Asian countries have deep roots in Chinese culture. The economic take-off of Japan and the four little dragons of Asia and its rich oriental personality of the effective management ideas and methods of production and development, caused people to think about it. Therefore, in today's China's reform and opening up, build a national characteristics of our country suitable for the current state of productivity management ideas and methods, is an urgent and inevitable completion of the historic subject. We should draw a basic conclusion from the successful experience of some countries in Japan and Southeast Asia: our country's management should not simply copy and reproduce the Western scientific management theory, but should be based on the profound Chinese traditional culture, digging deep into the treasure trove of traditional Chinese culture resources. Only the Western scientific management theory and China's traditional culture of "reasonable kernel" organic fit together, which is the fundamental way out of China's management work.

People in modern society are not machines, but conscious, emotional and social relations "people". Each person has its own special social relations and the complexity of the humanities background as a basis, the scientific management system in its implementation process is inevitably affected by it. China has a long history of accumulation, people's psychological concepts, moral norms and values are diversified and changeable, and people's social interests are varied and different, and these factors constitute the specificity of China's humanistic background, which is often inextricably linked with the requirements of the scientific management system. Traditional culture has a great influence in all areas of our country, the study of the influence of traditional culture on the management of our country has more important practical significance.

The ethical management thought represented by Confucianism can be summarized as "cultivating oneself" and "settling people", that is, taking self-management as the starting point and social management as the process, and finally realizing the goal of "leveling the world". The goal of "pacifying the world" is finally realized by taking self-management as the starting point and social management as the process. The logical deduction of his management thought, namely, to cultivate one's self, to keep one's family in order, to establish one's career, to rule the country, and to pacify the world. The logical deduction of its management thought is that the management of family, industry, country and the world is only regarded as the difference in population and scope, while the mode and method of management are not essentially different, and the management method of the family is also applicable to the enterprise and the country, which forms the traditional Chinese management thought with the management of the family as the starting point. Ethical culture-based family management ideas and Western institutionalized scientific management theory is different, Western management emphasizes the rationality of the guidelines, regardless of affinity and proximity, all with a unified organizational system and discipline to constrain people's behavior. The ethical management is to view the society from already and people, the ethical and moral code of family management and management methods used in business and national management, requiring members of the enterprise to get along with each other like fathers and sons and brothers, which results in the management of human feelings, relationships, egalitarianism potlatch. This management method of interpersonal relationships within the enterprise is relatively cordial, but the internal transaction costs are too high, the enterprise on the staff to eat, live, live and die more consideration, the leadership to spend a lot of time and energy to do the ideological work of people, the results of the staff's motivation, creativity is still not high, the enterprise's economic performance is poor, the enterprise goal has become a social welfare goals.

Whether it is a private enterprise that has grown up in the Mainland in recent years, or a long-established Chinese enterprise in Hong Kong, Austria, Taiwan, and Southeast Asia, none of them is a family-run enterprise, and the cultural heritage of their management concepts and business successes is the traditional Chinese culture. At the same time, Chinese entrepreneurial environment overseas, they must be self-striving, relying on family members to collaborate, relying on the same family, fellow townsmen to help to achieve success, so family members, fellow townsmen naturally produce a kind of trust between the family, affection, and the management of the formation of tolerance, love, and the average for the norms of the ethical model of management.

The family management model has its advantages, manifested in the following: First, the enterprise's employees more than the implementation of life-long employment system, the staff is stable and seldom turnover, and thus less investment in human resources development, staff training costs are low, and to ensure that the staff's overall quality is high. The success of Japanese enterprises' "type organization" and management mode is mainly attributed to this. Secondly, the dependence of employees on the enterprise is strong, and the enterprise has strong cohesion. Lifelong employment and annual merit pay system makes employees reluctant to leave the enterprise, once jumping to a new venture, wages and benefits from scratch. As a result, the interests and destiny of the employees are linked with the enterprise, which cultivates the ownership spirit and sense of responsibility of the employees who love the factory as their home. Therefore, in the early stage of factory construction and when the enterprise is in difficulty, it can improve the durability and risk-resistant ability of the enterprise. Thirdly, the internal interpersonal relationship is harmonious. Family-style management seeks to move people with emotion, to act to touch people, to convince people with virtue, the leadership of the same position with less power, with more personal authority, and thus fewer labor conflicts, fewer personnel disputes in the enterprise, is not easy to produce the kind of Western enterprises, labor and management confrontation, strikes, demonstrations, batches of dismissal of workers, and other vicious events. At the same time, most of the enterprise leadership is the boss's relatives, team unity, especially when the boss has absolute authority, and thus centralized decision-making, management efficiency and low cost. Fourth, the new technology, new techniques have a strong absorption and digestion ability, can effectively prevent the leakage of enterprise secrets and technology patents, its internal technological innovation also has a strong target and practicality, the enterprise internal "five small" activities carried out sound and colorful, can bring great economic benefits for the enterprise. Fifth, the family-owned enterprises in the managers (bosses) and employees (employees) in the emotional existence of the "Lord of the favor to repay" idea. In the Confucian ethics, especially pay attention to the value of a drop of kindness, when the spring to pay back the value of the concept of family ethics in the concept of "the grace of parenting, three lifetimes is difficult to pay back" and so on in the Eastern style of management concepts in the materialization of the idea of the Lord to pay back the idea of kindness. The employees who enter the enterprise by kinship will have the kinship of blood is thicker than water, and have the mentality of repaying the boss as their parents, and the employees who are not kin will also have the kindness of knowing, appreciating and reusing, and they will double their efforts to repay, if someone neglects or violates the ethical values and code of conduct, then it will lead to public censure, and it is difficult to get a foothold in the society sometimes. This invisible ethical and moral concept of social public constraints, so that the family business owners benefit greatly from it, which is why many family businesses mediocre management, low technology, but still have a strong ability to survive and compete.

It is precisely because the Eastern ethical management model has the above advantages that many scholars in the West have raised objections to Western management, where interpersonal relationships are nearly naked commodity relationships. Edwin Reischauer, a renowned scholar of China in the West, pointed out that the basic characteristics of Chinese civilization is "tolerance and friendliness", and said that in the field of science and technology, Western civilization occupies a clear advantage, but in the ultimate goal of life and the highest meaning of the insight of Chinese civilization is much more profound. He particularly admired Lao Tzu's "Tao" and the idea of ruling by doing nothing, and pointed out that the idea and essence of Chinese civilization lies in self-restraint and economic reconciliation, which is the "root cause" of the disease of Western individual utilitarianism and social industrialism and the way out of it. Another "international thinker", Arnold J. Toynbee, predicted that the 21st century would be the era of China's culture in Studies in History, and he elaborated on this viewpoint in a speech on "Prospecting the 21st Century", pointing out that Chinese culture would be the key to the development of human beings in the 21st century towards global integration and cultural cohesion. He pointed out that Chinese culture will be the cohesive force and adhesive for human beings to move towards global integration and cultural pluralism in the 21st century. Especially when human beings have mastered highly technological and civilized means that can destroy themselves, and at the same time are in the midst of extremely antagonistic political and ideological camps, the spirit they need most is the spirit of tolerance and harmony, which is the essence of Chinese culture. He pointed out that if Chinese civilization could not replace Western civilization as the master of mankind, then the future of the whole mankind would be pathetic. Ezra Vogel, director of the Institute of East Asian Studies at Harvard University, believes that the "American disease" caused by individualism should be cured by "Oriental medicine", and that the Western countries and nations should learn the spirit of groupism in the East.

Into the enterprise can not be timely and fair promotion and reuse of capable people, frustrate their enthusiasm, can not form the mediocre, capable of employing the mechanism. If the boss and his managers with a sense of superiority and abuse of power, affinity, will cause most of the employees have complaints, and thus this type of business when the growth to a certain size after its weaknesses are very obvious, leading to the enterprise is not broken. Family-style management attaches too much importance to human feelings, ignoring the construction and management of the system. This management mode makes the interpersonal relationship within the enterprise harmonious, and brings harmonious benefits to the enterprise, but the enterprise is not a family but a social economic organization, the personal goals and interests of its members and the enterprise's goals and interests there are certain differences and conflicts, especially between the employees who are not related by blood, as well as between the employees and the boss and the relatives or cronies to adjust the relationship of interests, there must be an objective and fair standards, with a Uniform system and discipline to restrain the behavior of all members, in order to form an objective and fair management mechanism and good organizational order. At the same time, the family enterprise in the leadership selection is often based on blood affinity as the standard, take the son to inherit his father's business and relatives are always more reliable than outsiders family inheritance system, ignoring the individual's talent and character, which led to the sustainable development of the enterprise is impeded, leadership turnover caused by the bankruptcy of the enterprise is not uncommon cases. When he gave way to his son Wang An himself is known as the dictator of charity, he is dedicated, hard-working, not greedy for money, for the welfare of employees, and therefore very much loved by the staff, but he ignored the system construction and management, by the U.S. Business Week, called the "management of the general mediocrity". The role of family business leaders is very prominent. Their moral, behavioral integrity, rigorous style, public service and dedication to exemplary role, the quality of business also requires a skill, many of them are composite talents, not only is an expert in a technical field, but also a shrewd businessman, or a public relations expert. Because of their talents and limit the role of many subordinates to play, suppress the growth of talent, the formation of personal absolute authority. Therefore, this kind of enterprise will often appear "success also Xiao He, defeat also Xiao He" phenomenon, that is, the phenomenon of competent person economy, when the individual decision-making is correct, not only rapid decision-making, implementation of a strong, but also improve the authority of the individual; but when the decision-making errors, but also can not get the timely reminder of the other people, will cause huge losses to the enterprise. At the same time, when the person is not in or abdicate, the organization will appear talent gap, power vacuum phenomenon (successor is difficult to form a personal absolute authority in a short period of time), resulting in a period of chaos or disorganization of the enterprise. Family management nepotism is serious. They are dealing with interpersonal relationships according to the proximity rather than due to the application of talent, so in the organization to produce "their own people" and "outsiders" difference, resulting in "war brothers, on the battlefield father and son soldiers "This creates an atmosphere of familialism within the organization. In order to survive, outsiders also tend to be more aggressive, ganging up and forming factions of "your group" and "my group". Sometimes in order to protect the interests of "outsiders" they will unite with the boss or "own people" to fight, resulting in corporate infighting. Therefore, the family management either cohesion is very strong, interpersonal relations, or internal fragmentation, factional strife. The management objectives of family-owned enterprises are often based on social responsibility and employee welfare in the first place, and economic benefits in the second place. As such enterprises in the start-up of family and friends to help, brothers to fight for success, from the ethical and moral point of view can not forget the brothers in distress, and therefore for their welfare is incumbent upon us. At the same time, in order to take into account the fairness of all employees will also be treated equally, the enterprise has taken over the employees' housing, health care, insurance, children's employment and even the whole family's old age and death, it is easy to run the enterprise into a welfare organization.

"People for Bangben": on the object management of modern Western management theory that: people are the most dynamic, the most active, the most revolutionary factors in the management of the object. In fact, these modern management ideas in more than two thousand years of traditional Chinese culture can be found in the source of living water. Shangshu - Pan Geng" records: "I value my people", "Shi Shi get to the people"; Confucius advocates the rich people, teach the people (see "Analects - Zilu"), pay attention to "the people, food, mourning, sacrifices," "people" is the most important factor in the management of people. "People" comes first; Mencius insisted on the basic idea that "people are the most important thing, the gods of earth and grain are the second, and the ruler is the lightest" ("Meng Zi - Diligence of Heart"), emphasizing that the government is in the hands of the people, and that the loss of the people will surely bring about the destruction of the country and the body. Thus, in our modern management, we should pay full attention to the management of people, care for their subordinates, mobilize their enthusiasm, they will be fully committed to the work, to promote the development of the cause.

"People can group":About management organization, modern management in the organization of institutional settings, staffing, efficiency, behavioral norms and so on have put forward many scientific theories. Confucian management organization theory is concentrated in Xunzi said, people "force is not like cattle, walking is not like horses, and cattle and horses for use, why? Said: people can group, they can not group also" ("Xunzi - king system"). "Group" is the instinct that human beings are born with, and to make it a reality of social organization, there must be "points". The so-called "division", as an organizational structure, an ethical structure, an occupational structure, and a state administration, is a guarantee of human survival, a prerequisite for the normal functioning of society, and a sign of orderly organization. The social organization formed on this basis can bring together and magnify the overall strength of mankind. Confucianism advocates the "five Confucianism" (father and son, ruler and subject, husband and wife, eldest and youngest, friends) is the cornerstone of China's traditional social organization, which contains the tendency of familialism in the modern management is no longer of universal significance, but the pursuit of intimate interpersonal relationships, for modern social organizations, is still indispensable! "Lubricant", with a close organizational structure, it will facilitate the close cooperation of personnel and institutions, in the work when it will improve the effectiveness of management, and further promote the development of the cause.