What are the misunderstandings of enterprise culture construction

What are the misunderstandings of the enterprise culture construction

What are the misunderstandings of the enterprise culture construction, the real life of many enterprises are concerned about the cultural construction, in fact, a lot of the development of an enterprise does require cultural construction, but many people have misunderstandings about this, then what are the misunderstandings of the enterprise culture construction? Here's a look at it

What are the misunderstandings of the construction of corporate culture1

Misunderstanding one: the construction of culture can be accomplished overnight.

The construction of corporate culture is a long-term complex systematic project, neither overnight, nor once and for all. The construction of enterprise culture is a spiral cycle upward process, accompanied by the development of the enterprise development and development. Only after sustained hard *** with efforts, corporate culture can melt in the blood of employees, implemented in the actions of employees. Otherwise, the corporate culture will become a beautiful decoration.

Myth 2: Culture building is a top-down process.

Undeniably, to a certain extent, corporate culture is the boss culture. However, in addition to the top-down process, culture construction also requires a bottom-up process. The participation of all employees in the construction of the culture can achieve twice the result with half the effort, because the ultimate goal of cultural construction is to be recognized by these employees.

In terms of culture building, employees can mainly participate in the following aspects of work: to participate in the process of developing cultural concepts by virtue of working in the company's feelings; to help the company change inappropriate practices by putting forward rationalization suggestions and opinions; to actively participate in the organization of the company's collective activities; to pay attention to their own behaviors, to influence their colleagues internally, and externally for the company to win.

Misconception 3: The new and different.

Many companies in the process of cultural construction, in the preparation of the concept, focusing on the new and different, with a "language is not shocking death" trend, resulting in the text of the obscure and difficult to understand, the staff even look at the see do not understand, how to talk about the depth of the people's hearts? In addition, the new and different words associated with the enterprise itself is a certain degree of difficulty, so the enterprise culture has become a pamphlet out of nowhere, but also become the end of the book.

In fact, the correct approach is not only to internalize the concept of corporate culture in the heart, solidified in the system, externalized in the line; and the concept of corporate culture from the staff behavior on the refinement of the company's system to shape. Therefore, the three levels of the core concept layer, the institutional layer and the material layer are interacting with each other.

Myth 4: Writing a culture manual is the most important part of culture construction.

It is undeniable that a strong cultural philosophy has a role to play in gathering people's hearts and minds and building an image outside, but this work is definitely not the most important part of cultural construction. The culture manual is only a conceptual manual based on the excellent cultural concepts of the enterprise in the past, and the advanced cultural concepts are added to the formation of the conceptual manual. In other words, it is the culture of the enterprise culture to describe out.

In fact, the implementation and promotion of the culture manual is more important and consumes more resources. It is easy to change the behavior of employees, but it is difficult to change their minds. The implementation of corporate culture not only requires leaders at all levels of the company's physical, corporate culture under the management of the department's careful organization, the strong cooperation of various departments, and to widely mobilize all employees to participate in the improvement of the enterprise supporting system and so on.

Myth 5: Cultural construction mainly depends on publicity to complete.

Many enterprises in the process of cultural construction, to a variety of publicity activities. Talks, preaching, training, and even exams on cultural concepts. Through these promotional activities, employees have a certain understanding of corporate culture, and can even recite backwards. But the employees recognized the culture?

In fact, the cultural construction not only rely on a variety of publicity, but also rely on incentives and constraints, benefits **** enjoy to realize. To let employees know, follow the concept of corporate culture for the development of enterprises and their own development benefits, so that employees feel that their own and the enterprise is the interests of **** the same body. To do this, the company needs to allocate the important system in accordance with the cultural concept of modification, so that the "culture" grows on the "system" legs. Employees can be able to recite the culture is not the enterprise should pursue the goal, the real goal is the employees have a deep understanding of the concept of culture and recognition, in the behavior of the cultural concepts can be reflected.

What are the misconceptions of the construction of corporate culture 2

Misconceptions on the positioning of the goal

Some believe that the construction of corporate culture is only a means to achieve their economic goals, rather than the goal that the enterprise should achieve. As an organization, the enterprise is bound to be the organic unity of the economic and social organizations, its goal should necessarily be the economic goal of profitability and social objectives for the public to create value for the unity of the social objectives of the enterprise culture as a product of the organic combination of economic and cultural, but also necessarily should be the enterprise to achieve the goal and the means to achieve the goal of the unity of the body. Some enterprises position the goal of building enterprise culture to shape their employees, including changing their concepts, habits and behaviors in accordance with the intentions of leaders and organizations. On the connotation of enterprise culture, shaping the staff is indeed an important work, but the fundamental aspect of enterprise culture is to promote the development of staff while shaping the enterprise itself, to realize the interaction and mutual promotion of "making enterprise" and "making people". Some of the enterprise culture construction goal there is a "cultural ideal" phenomenon, these enterprises will put forward more than the scope of the enterprise to transform the world embodies its so-called ambitious, historical mission and so on "big and empty" grandiose goals, and the lack of down-to-earth enterprise culture goal positioning.

Misunderstanding of the subject-object relationship

The idea that corporate culture is the leader or the "boss" advocated by the expert planning, guidance, design of the culture, is the top-down; the construction of the corporate culture of the staff is just a passive recipient, rather than the active participants and creators. Participants and creators. The construction of corporate culture in some enterprises are often taken from the top down approach, the lack of communication from the bottom up, that is, the boss set a program, and then look for experts to design the corporate culture system, and then in the staff in the declaration of coherence. Here the main body of enterprise culture construction is the entrepreneur, the object is the staff. Should see the enterprise culture should be an enterprise all or most members of the beliefs and expectations of the model. The cultural literacy of business leaders, the degree of awareness of the construction of enterprise culture, the cultural construction of an enterprise, especially the core culture of the enterprise plays a very important role in the construction, but can not be equated with the culture of entrepreneurs, the "boss culture", and must be allowed to participate in the construction of the enterprise culture of the entire staff, because the enterprise staff is the main body of the enterprise culture construction. The main body of enterprise culture construction. Only by combining the strategic thinking and leading role of business leaders with the basic role of the majority of employees to participate in the role of the main body, in order to truly create a living corporate culture, in order to truly make the excellent corporate culture to become a business leader and all employees **** have a spiritual home.

Misconceptions on the content

The content of the corporate culture, either simply as "business" + "culture", with empty slogans, paved text, Gorgeous rhetoric attached to decorative enterprises, resulting in corporate culture slogans, into a number of enterprises are flashy slogans; corporate culture appearance, some corporate culture is often "paper", or beautify the factory appearance; corporate culture virtualization, "packaging ", "hype" phenomenon is prominent, chasing the wind, show, put on airs, engage in the so-called "image advertising" publicity bombardment. Or simply equivalent to ideological and political work, that corporate culture is to assist the enterprise party organization to do a good job of ideological and political work of the staff; equivalent to the construction of spiritual civilization, that the construction of corporate culture is to engage in activities, tree typical, sing praises; equivalent to the spirit of enterprise, that the construction of corporate culture is to summarize a few loud slogans; equivalent to the sports and physical activities, that the corporate culture is to organize the staff to carry out spare time sports and physical activities; equivalent to CIS (CIS), that is, "packaging", "hype" phenomenon is prominent. Equivalent to CIS (Corporate Image Recognition System), that corporate culture is packaging corporate image. Either complex to "corporate culture is a basket, what can be loaded into it", blind superstition of tradition, the expectation that the content of the construction of corporate culture loaded into the traditional management style and management thinking, or blind Westernization, new and different, that all new, foreign is modern, trying to corporate culture as a "cure for all diseases". "The first time I've seen this, I've seen it in the past.

Misunderstanding of the method

There are two wrong tendencies in the method of corporate culture construction: First, the lack of theoretical judgment of the naturalistic tendency. The first is the lack of theoretical judgment naturalistic tendency, that the enterprise culture, including the enterprise concept, is the enterprise in the long-term production and operation activities in the natural formation, the enterprise has no way, and should not be man-made planning, design, construction. Another is the lack of empirical analysis of the subjectivist tendency. That corporate culture, including corporate philosophy, is based on the intentions of business leaders, artificially planned and designed. The former leads to the construction of corporate culture in the "no action" phenomenon, all let nature take its course, the lack of clear conceptual guidance; the latter leads to the construction of corporate culture in the phenomenon of formalism, "blitz" phenomenon, a lot of companies blindly follow the example of others in the construction of corporate culture, the rush to make quick profits, mechanically follow the example of others in the construction of corporate culture, the lack of clear conceptual guidance. Rush to profit, mechanical copying, convergence and similarity, the lack of characteristics and personality, the enterprise can be designed overnight very loud ideas, slogans, can also be printed out a very beautiful corporate culture manual. These two tendencies have caused a **** the same consequences, that is, the staff of the concept of corporate culture cognition are blank, there is no way to talk about the construction of corporate culture.