What does organizational image mean?

Organizational image is the general impression formed by the public after comprehensive evaluation of the organization. Organizational image includes many contents, such as organizational spirit, values, code of conduct, moral standards, business style, management level, talent strength, economic benefits and welfare benefits. Organizational image is a comprehensive reflection of these elements.

Organizational image has the following characteristics:

complete

Organizational image is an organic whole, and image is the result of the interaction of many factors within the organization. Taking an enterprise as an example, the corporate image includes:

(1) Comprehensive factors such as enterprise history, social status, economic benefits and social contribution;

(2) Personnel quality factors such as employees' ideology, culture, technical quality, service mode, service attitude and service quality;

(3) management factors such as product quality, product structure, management policy, management characteristics, basic management, professional management and comprehensive management;

(4) technical strength, material equipment, geographical location and other factors.

These different factors have formed different specific images, but these specific images only constitute the foundation of the whole enterprise. A complete corporate image is the sum of specific elements composed of various image elements and is a valuable asset of decisive significance to the organization. Of course, for some organizations, one aspect of the image may be more prominent, and then other aspects of the image may be covered up, resulting in one-sidedness or incompleteness of the organizational image. In fact, this is normal, because the organization and publicity are focused, and it is impossible for the public to fully understand all the situations of the organization.

Most of their impressions come from one or several aspects of the organization they can contact, which requires the organization to take every aspect and every link seriously, so as to form a good overall impression in the public mind.

subjectivity

Organizational image is the public's view of the organization, so it is a subjective thing. Because the public itself is different, their social status, values, ways of thinking, cognitive ability, aesthetic standards, life experiences and so on are different, and their perspectives and space-time dimensions of observing organizations are also different, so the public's understanding and evaluation of the same enterprise and its behavior are bound to be different. This is a fact. In addition, in the process of image-building and communication, it is inevitable to give full play to the subjective initiative of organizational employees and infiltrate the thoughts, concepts and psychological colors of enterprise employees. Therefore, the organizational image is subjective.

objectivity

Image is a kind of concept, which is people's subjective consciousness, but the object of the concept is objective, that is to say, the material carrier on which the organizational image is formed is objective, the buildings are real, the products are real, the employees of the organization are concrete, and the activities of the organization are also real. Therefore, organizational image, as a reflection of objective things, is not transferred by human will, and it cannot be based on illusion.

Do we say that the organizational image is objective or based on statistical laws? Organizational image is the public's opinion, not a single person or a few organizations, but the public. Individual opinions are subjective and changeable, but the opinions of the public as a whole or most of them are objective. Although most people may be misled or have wrong views for other reasons, it is also a reflection of the state of public relations. If we don't understand the organizational image from the whole public, we can't form an organizational image. Because no matter how perfect the enterprise is, there will always be opponents, and no matter how lame the public relations are, there will always be applause.

stability

When the public has a certain understanding and view of the organization, it will generally remain for a period of time and will not change or disappear easily. This is the relative stability of the organizational image. It is not easy to leave an impression in the public mind, especially in today's era of numerous products and rampant advertisements; However, it is even more difficult to change the image of a product or an organization in the public mind. For example, when China people go abroad, they often encounter some ridiculous problems, such as shopping by ticket, uniform clothes, and even women with feet. On the contrary, the great changes that have taken place in China in recent 20 years have not left any impression on foreigners (especially those who have never been to China). The relative stability of this organizational image may produce two results, one is that the organization benefits from maintaining a good image, and the other is that the organization is damaged because the bad image is difficult to change. Of course, the image is not static, but it is always not easy to change an image.

You can refer to ... >>

What are the elements of organizational image?

Elements of modern organizational image

Organizational image has three main elements:

(a) The overall characteristics and style of the organization

The overall characteristics and style of an organization refer to some of the most prominent characteristics of the organization, which can represent the overall situation and is the general understanding of the organization and its behavior by the public. The overall characteristics and styles of an organization can be divided into internal characteristics and styles and external characteristics and styles.

The general internal characteristics and styles of an organization refer to its spiritual outlook, values, cohesion, efficiency and strength, such as talents, technology, capital and enterprise level.

The external characteristics and styles of the organization include beautifying and protecting the organization's buildings, equipment and environment, the appearance, clothing, attitude, office supplies, signs, factory flags, factory emblems, factory songs and unique colors of employees.

The internal characteristics and styles of an organization are two aspects of the same category as the external characteristics and styles of an organization. Internal characteristics and styles are the pillars and foundations of external characteristics and styles, which determines that the value orientation of external characteristics and styles is relatively implicit. External characteristics and styles are the direct expression of internal characteristics and styles, which are intuitive and easy to produce first impressions, so that the public can quickly understand the characteristics of the organization. Therefore, in shaping the organizational image, both can not be neglected.

(2) Fame and reputation

There are two basic indicators to evaluate organizational image: popularity and reputation. Visibility is the degree to which an organization is known and understood by the public. This is an objective measure of the "reputation" of price assistance organizations. But popularity is a neutral word, and there is no difference between good and bad.

Reputation is the degree to which an organization gains public trust and admiration. This is an index to evaluate the social influence of an organization.

Fame and reputation evaluate organizational image from both quantity and quality. An organization has a high reputation, but its reputation is not necessarily high; Low popularity does not necessarily mean low reputation. Therefore, if an organization wants to establish a good image, it must take improving its popularity and reputation as its pursuit goal at the same time.

(C) the positioning of organizational image

The positioning of organizational image means that an organization determines its specific position in the public, which is usually determined by comparing a specific organization with similar organizations. Therefore, the positioning of organizational image is always based on the characteristics of the organization itself, the situation of similar organizations and the situation of the target public.

Organizational image positioning is one of the important contents of public relations practice or public relations planning. What kind of overall characteristics and style an organization chooses, and how high its popularity and reputation should be in different periods, all have a positioning to form an organizational image. Without a unified organizational image, organizations cannot develop image resources. The accurate positioning of organizational image is the foundation of organizational success.

What are the main contents of organizational image in public relations? Pray for the great gods.

Organizational image is an organic whole, and image is the result of the interaction of many factors within the organization. Taking an enterprise as an example, corporate image includes: (1) comprehensive factors such as corporate history, social status, economic benefits and social contributions; (2) Personnel quality factors such as employees' ideology, culture, technical quality, service mode, service attitude and service quality; (3) management factors such as product quality, product structure, management policy, management characteristics, basic management, professional management and comprehensive management; (4) technical strength, material equipment, geographical location and other factors. These different factors have formed different specific images, but these specific images only constitute the foundation of the whole enterprise. A complete corporate image is the sum of specific elements composed of various image elements and is a valuable asset of decisive significance to the organization. Of course, for some organizations, one aspect of the image may be more prominent, and then other aspects of the image may be covered up, resulting in one-sidedness or incompleteness of the organizational image. In fact, this is normal, because the publicity of the organization is focused, and it is impossible for the public to fully understand all the information of the organization. A good personal image of organizational leaders can enhance the organizational image. The personal image of a leader is dual. The image of individual leaders in the public mind often represents the image of the whole organization. Once the public recognizes the personal image of the leader, it means the recognition of the organizational image. Everyone has a "love me, love my dog" mentality. The public likes the personal image of the leader and naturally likes the organization led by the leader. Therefore, the leader's personal image and organizational image are interdependent and mutually reinforcing. On the one hand, the leader's personal image helps to enhance the organizational image. On the other hand, it should also be noted that the personal image of the leader is based on the image of the whole organization. Without the organizational image, the leader's personal image is like a flower without branches and leaves, even if it is dazzling and gorgeous, it is fleeting and has no long-term vitality. To sum up, my opinion is the same as yours. I hope it will help you understand.

Adopt it

What are the elements of organizational image?

Elements of modern organizational image

Organizational image has three main elements:

(a) The overall characteristics and style of the organization

The overall characteristics and style of an organization refer to some of the most prominent characteristics of the organization, which can represent the overall situation and is the general understanding of the organization and its behavior by the public. The overall characteristics and styles of an organization can be divided into internal characteristics and styles and external characteristics and styles.

The general internal characteristics and styles of an organization refer to its spiritual outlook, values, cohesion, efficiency and strength, such as talents, technology, capital and enterprise level.

The external characteristics and styles of the organization include beautifying and protecting the organization's buildings, equipment and environment, the appearance, clothing, attitude, office supplies, signs, factory flags, factory emblems, factory songs and unique colors of employees.

The internal characteristics and styles of an organization are two aspects of the same category as the external characteristics and styles of an organization. Internal characteristics and styles are the pillars and foundations of external characteristics and styles, which determines that the value orientation of external characteristics and styles is relatively implicit. External characteristics and styles are the direct expression of internal characteristics and styles, which are intuitive and easy to produce first impressions, so that the public can quickly understand the characteristics of the organization. Therefore, in shaping the organizational image, both can not be neglected.

(2) Fame and reputation

There are two basic indicators to evaluate organizational image: popularity and reputation. Visibility is the degree to which an organization is known and understood by the public. This is an objective measure of the "reputation" of price assistance organizations. But popularity is a neutral word, and there is no difference between good and bad.

Reputation is the degree to which an organization gains public trust and admiration. This is an index to evaluate the social influence of an organization.

Fame and reputation evaluate organizational image from both quantity and quality. An organization has a high reputation, but its reputation is not necessarily high; Low popularity does not necessarily mean low reputation. Therefore, if an organization wants to establish a good image, it must take improving its popularity and reputation as its pursuit goal at the same time.

(C) the positioning of organizational image

The positioning of organizational image means that an organization determines its specific position in the public, which is usually determined by comparing a specific organization with similar organizations. Therefore, the positioning of organizational image is always based on the characteristics of the organization itself, the situation of similar organizations and the situation of the target public.

Organizational image positioning is one of the important contents of public relations practice or public relations planning. What kind of overall characteristics and style an organization chooses, and how high its popularity and reputation should be in different periods, all have a positioning to form an organizational image. Without a unified organizational image, organizations cannot develop image resources. The accurate positioning of organizational image is the foundation of organizational success.

What are the basic connotation and three levels of administrative organization image?

1 Concept definition editing management refers to the activity process in which managers integrate various resources of an organization to achieve the established goals of the organization by implementing functions such as planning, organizing, leading and controlling in a specific environment. [2] It has three meanings: (1) Management is a conscious and purposeful activity that serves and obeys organizational goals. [2](2) Management is a continuous activity process, and the process of achieving organizational goals is the process of managers implementing functions such as planning, organizing, leading and controlling. Because these functions are interrelated, the management process is a continuous activity process. [2](3) Management activities are carried out in a certain environment. Under the open conditions, any organization is in a constantly changing environment, and the complex environment has become an important factor that determines the survival and development of the organization. [2]2 Historical Development Editor Factory Management (Classical Management) Factory management theory is based on scientific management, with production management as the core and the goal of improving factory production efficiency. Scientific management takes economic people as the object, follows the principle of efficiency first, and emphasizes that factories should replace traditional experience management with system management, and workers should replace their accustomed working methods with scientific methods. This concept of efficiency was promoted by Emerson to improve efficiency by organizational means, and was further promoted by Cook to spread efficiency in non-industrial organizations. [3] With the application or popularization of statistical methods, quantitative models and computers, the production-centered management theory began to develop in the direction of management science, resulting in decision theory, management, system theory and cybernetics. [4] The formation of these theories has laid a solid foundation for the development of management. There are many overlapping viewpoints between decision theory and process theory, and the combination of them provides a theoretical basis for organizational decision-making. Operation management expands the content of management from production management to operation management; As analytical tools, system theory and cybernetics promote the all-round development of management. [3] In the process of transforming workers' personal efficiency into organizational efficiency, Fa Yueer's organizational management theory and Weber's administrative organization theory supplemented the scientific management theory, thus forming the classical organization theory. Fa Yueer's views on management principles were summarized into eight principles by urwick, and the principles on management functions were further developed into seven functional theories (planning, organization, personnel, command, coordination, reporting and budget) by Gulick. The bureaucracy proposed by Weber has always been regarded as an indispensable organizational form. [3] Organizational Management (Contemporary Management) Mayo's Hawthorne experiment can be said to be a watershed in the history of management. Mayo believes that the demand for money is only a part of the needs that workers want to meet, and most of the needs of workers are emotional comfort, security, harmony and belonging. Since people are social people and there are informal organizations within formal organizations, management must pay attention to the skills of society and people, strike a balance between the economic needs of formal groups and the social needs of informal groups, and pay attention to interpersonal relationships. Therefore, interpersonal relationship management came into being. [3] But there is an extreme view in interpersonal relationship management, which regards interpersonal relationship as an end, not a means. According to this view, it is natural to improve productivity as long as good interpersonal relationships are established and maintained. This extreme view of interpersonal relationship confuses the starting point and purpose of management. In order to restore the logical starting point of management science, the behavioral science theory developed by interpersonal relationship management has deeply discussed human nature along the individual and group levels. Maslow regards man as a mature self-actualizer, McGregor's super-Y theory preliminarily integrates the viewpoints of economic man and social man, and Herzberg's two-factor theory, Skinner's reinforcement theory and Fromm's expectation theory analyze the process of human psychological activities. At the group level, Lei Wen's group dynamics theory analyzes the group behavior of informal organizations. In addition, Tannenbaum's leadership behavior continuum theory and Likert's leadership four-system model discuss leadership behavior and leadership types. [3] In the process of the development of interpersonal relationship management and behavioral science theory, the research on conflicts between organizations, groups and individuals has also developed rapidly. The combination of conflict research and behavior research has contributed to the embryonic form of modern organizational management theory, and the organizational theory established on this basis also includes interpersonal relationship management. [5] follett's constructive discussion of conflict regards the organization as a cooperative system, and accordingly thinks that organizational management should not only pay attention to the construction of interpersonal relationships, but also pay attention to the cooperation status between employees; Besides, this cooperation should be a continuous process ... >; & gt

What does the corporate image include?

Corporate image brand visual integration project: VI (Visual Identity) is corporate visual identity, which fully conveys the spirit, industry characteristics and differences of the enterprise through scientific visual language. It is a powerful tool to shape corporate image brand and expand corporate visibility, and it is also a communication carrier for the sustained and stable development of corporate image and brand. Visual communication is one of the main ways of corporate image communication. Externally, standardized VI system design can increase the company's sales and create a good social living environment for enterprises; Raise the visibility of consumers, business partners, investors and many other groups; Enhance the company's brand strength and intangible assets. Internally, enhance employees' sense of belonging, loyalty and cohesion. Concise and standardized VI identification system makes communication clear and effective. Thereby reducing internal friction and improving the work performance of employees. Corporate image is abstract, conceptual and comprehensive. Through VI project means such as corporate logo, name, standard words, standard colors, symbolic graphics, office supplies, clothing, vehicles, architectural appearance, flags, exhibitions, public welfare undertakings, advertising activities, public relations, etc., it is spread with unified and unique symbols at different times and on different occasions, attracting public attention and forming an intuitive impression, which is accepted by the society. For many service enterprises, information technology plays a key role in directly affecting their business performance and can have a positive external impact. VIS identification system has laid a good foundation for the company to finally achieve its own business brand goals. VIS identification system mainly consists of two parts: the basic combination specification of enterprise logo and the specification of application identification system. .

What does the standard for evaluating the image of social organizations not include?

What is not included is a multiple-choice question.

Please provide specific options.

In order to answer

What is the organizational image state diagram?

The image of an organization can be reflected by two indicators: popularity and reputation. The data obtained from the survey are crisscrossed to form a four-quadrant map of organizational image, that is, the state map of organizational image. It is the main tool for public relations experts to measure the actual social image of an organization.

The actual social image of an organization needs to be reflected by the public's understanding, views and evaluation of the organization, and these indicators can be summarized as two comprehensive indicators: visibility and reputation. Fame is the public's knowledge and understanding of the organization, and it is an objective index to reflect the social reputation of the organization. Its specific contents include: whether the public knows the name, logo, products, services, leaders, establishment time, etc. Reputation is the public's trust and recognition of the organization and an objective indicator of the social reputation of the organization. Its specific contents include: whether you like the products, services and sales methods of this enterprise, how to evaluate the organizational setup, personnel quality and work efficiency of this institution, whether the management policy of this institution is correct, and so on.

The image of an organization can be reflected by two indicators: popularity and reputation. It is the main tool for public relations experts to measure the actual social image of an organization by crisscrossing the data obtained from the survey to form a four-quadrant map of organizational image.

In the four-quadrant diagram of organizational image, area A represents high visibility and reputation, which shows that the public-private relationship of the organization is in the best state. The question in the future is how to keep honor by going up a flight of stairs. However, it should also be noted that high popularity will also put pressure on reputation, so we must always be vigilant. Area B means high prestige and low popularity, indicating that the public-private relationship of the organization is in a relatively stable and safe state. The focus of public relations work should be to raise awareness on the basis of maintaining reputation. Area C indicates low popularity and reputation, indicating that the public-private relationship of the organization is in a bad state. In this state, institutions should first improve themselves and strive for a higher reputation, and at the same time keep a low profile in communication for the time being, and then improve their popularity after enjoying a better reputation. Zone D means high popularity and low reputation, indicating that the public-private relationship of the organization is in a "notorious" bad state, not only with poor reputation, but also with many people. In this case, the focus of its public relations work is to reduce its negative popularity, remain anonymous, reduce the attention of the media, quietly strive to improve itself, and try to gradually recover its reputation, improve its reputation, and then seek development.

The state diagram of organizational image not only shows the image of social organizations in the eyes of the public intuitively, but also can preliminarily diagnose the problems existing in public relations, provide a basis for formulating policies and strategies for public relations, and is a necessary step for public relations decision-making.