Organizational value management?

Composition of organizational values 1, goal principle

There should be lofty goals in organizational values, and subordinates should consciously identify with this lofty goal. All employees should get closer to their goals through their own efforts and realize their self-worth in the process.

2, * * * the principle of knowledge

Organizations should change the traditional cultural values of giving orders and shape the values of knowledge and decision-making. Because the success of the future organization depends on whether it can gather creativity and inspire the general public to think creatively together.

3. Principle of Excellence

Organizational values should have the spirit of "pursuing Excellence, striving for perfection and never stopping".

"Excellence is not an achievement, but a spirit. The spirit of Excellence has mastered the life and soul of an organization ","This is a never-ending learning process ".

The foundation of Excellence is the creative dissatisfaction of employees, that is, they are unwilling to be content with the status quo, thinking that what they do today will become inappropriate tomorrow, and they should have the goal of always leading.

4, the principle of effectiveness

The principle of effectiveness requires organizations to establish values that emphasize practical results. The existence value of an organization is to create products and services for society and customers and opportunities for the development of employees, so it must be effective.

How can we achieve results? "Behavior is a function of results, which is the basic law of human behavior.

As long as a certain behavior is rewarded, it will often appear. Therefore, when we learn to reward results, we will be effective. "

Therefore, the reward and punishment mechanism of each organization must be firmly based on the principle of effectiveness, rewarding diligence and punishing laziness. Promotions, allowances, salary increases, training, dividends, honorary shares and other rewards must be linked to the effectiveness of employees' work, not to qualifications or relationships.

In this way, employees will consciously follow the principle of effectiveness and accept the values of effectiveness.

5. The principle of experience

The values of positivism require organization managers to learn to think independently, apply basic mathematical concepts in daily thinking and decision-making, and emphasize accuracy and enthusiasm.

Because "the first priority of a manager is thinking, and the future depends entirely on his clear, critical and creative thinking ability."

The empirical principle holds that it may be a basic management skill to measure benefits by statistical methods. In daily management and decision-making, pay attention to collecting information, data and charts, and prove their correctness with figures.

6. Intimacy principle

The principle of intimacy values requires enterprises to strive to create a harmonious and intimate interpersonal atmosphere, so that every employee in it can feel at home and stimulate their enthusiasm, creativity and cohesion.

The challenge facing the company in the future is no longer to test the physical strength of each employee, but their spiritual and emotional strength.

7, the principle of good faith

The values of the principle of good faith require that the management of an organization must be honest and selfless, so as to win the support and trust of subordinates. Because every leader needs followers.

Following is an act of trust, that is, having confidence in the leader. But this confidence can only be generated when the leaders themselves are honest.

Honesty means being honest, trustworthy and responsible, taking the fundamental interests of customers, employees and the whole enterprise as a foothold, and considering problems everywhere, rather than just starting from their own interests.

"Integrity" is a necessary quality for a leader, because it is a kind of power that can inspire others to do things through others.

[Editor] Basic characteristics of organizational values [1]

1, regulation

Organizational values effectively coordinate, combine, standardize, influence and adjust various practical activities of the organization with its distinctive appeal and strong cohesion.

Step 2 judge

Once organizational values become a fixed mode of thinking, it will make a good or bad judgment on real things and social life, or make a choice between affirmation and negation.

3. Drive

Organizational values can permanently urge organizations to pursue a certain value goal, and this internal driving force formed by strong desire often constitutes the dynamic mechanism and incentive mechanism to promote organizational behavior.

[Editor] Methods of Shaping Organizational Values

1, unify values through words and deeds.

Leaders of organizations should make full use of various opportunities to spread organizational values to employees. This is because employees' organizational values are not innate and need to be instilled and publicized by the organization. Through continuous osmosis, employees gradually accept and internalize organizational values.

In this process, it is necessary to advocate and publicize the leaders of the organization to deepen their understanding of values.

The leader of an organization is a faithful executor of organizational values. Example is better than precept. Organizational values should not only be hung on the lips of leaders, but also be reflected in actions and set an example in order to gain the recognition of employees.

2. Infiltration of organizational values

Organizational values permeate every link of management. Organizational values should permeate all kinds of ceremonies and activities of the organization. Organizational ceremonies are all-encompassing, including various celebration ceremonies, reward ceremonies, management ceremonies and work ceremonies.

Organize various activities, including sports competitions, production competitions, entertainment activities, outings, dinners, etc. These organizational ceremonies and corporate activities are the positions to promote organizational values. Abstract values become concrete, vivid, popular and popular, and employees further understand organizational values through various lively organizational ceremonies and activities.

The management system of an organization must embody and maintain its values. On the one hand, the system embodies the scientific and standardized management, on the other hand, it is also an important carrier of organizational values. Because the system regulates the daily behavior of employees, establishing and perfecting various systems plays an important role in shaping and practicing organizational values.

Strengthen education and guidance and strive to improve the quality of employees. Excellent organizational values are realized and embodied through the efforts of every employee. Employees' cognition and understanding of organizational values is the premise of their identification, internalization and practice of values. Employees' knowledge and cultural level, knowledge and vision directly determine their cognition of organizational values.

3. Organizational spirit

Organizational spirit is a broader concept, which refers to a personalized concept and style formed by an organization in the long-term management process to realize its own value.

It is a series of ideas and demeanor cultivated by the management of an organization and recognized by all employees. It is deeply rooted in the hearts of all employees, respected and practiced by employees, and is the soul of the organization.

It includes the organization tradition, time consciousness, basic beliefs, values, ideas and moral qualities that an organization should have. Successful organizations have their own organizational spirit.