How to see the inheritance and change of enterprise culture?

Corporate culture change, must touch the old culture of the enterprise and the interests of certain groups, must be reshaped or more clearly the core values of the enterprise, must be a long and arduous process.

Some people say: corporate culture, is the entrepreneurial culture. In the enterprise, the entrepreneur's conception of the change in thinking, innovative ideas is very key, he can consciously put the company's core values and principles penetrate into the enterprise, and in the daily behavior in the words and deeds to play a role in the role of role model. In the process of corporate culture change, there is no close combination of corporate culture and modern human resources, through the effective management of human resources, so that the corporate culture can be landed.

Jack Welch, former CEO of General Electric, once said, "You want the train to go 10 kilometers per hour faster, you only need to add 1 horsepower; and if you want to double the speed of the train, you have to replace the tracks." Asset reorganization can increase productivity momentarily, but without cultural change, high productivity cannot be sustained. Then, to how to look at the change of corporate culture, can be understood and implemented from the following aspects:

A correct understanding of the construction of corporate culture

Now many companies in the construction of corporate culture, the understanding of corporate culture, construction and change, there is a fuzzy, superficial, vulgar and many other anomalies, there is a phenomenon of formalism, the phenomenon of the two skins, the main manifestations are:

1, "slogan culture", in the enterprise, the office to post some propaganda slogans; also emphasized in the meeting, we have to be honest and do things innovatively; playing a variety of loud slogans to remind people of the company's culture is this, that, but not through the day-to-day behavioral events to confirm it, implement it, consolidate it.

2, "hollow culture", the enterprise in the proposed core values and other cultural elements, put forward some of the actual direction of the company's philosophy, resulting in corporate culture can not reflect the characteristics of the enterprise and the development of the needs of the company, just look at the corporate culture, reflecting the vision and goals of the enterprise, is to do what can be done.

3, "text culture", many companies now do corporate culture, the pursuit of beautiful, gorgeous text show, in the same industry, compare each other to see who made something beautiful, for this reason, please some foreign monks, get some beautiful copy, culture manual, after doing a good job, and then for the archives management to add a Column, and ignore how to put its application, realization.

4, "ceremonial culture", some companies are very important to implement the flag, singing songs and other formalism, but go regardless of what the staff's real ideas, forced employees to comply, resulting in employees can not understand, is very disgusted.

These phenomena reflect some aspects of the enterprise in the implementation of corporate culture construction information. Of course, it is not to say that these ways are useless, good use of these ways, let these ways are very good landing, implementation, or will play a certain role. Metaphorically speaking, the application of slogan culture, since ancient times, many slogans have played its powerful effect. For example, "The king and his vassals would rather have seeds?" , "Learn Dazhai in agriculture, learn Daqing in industry!" "All reactionaries are paper tigers!" "No matter what the cat is, if it catches mice, it's a good cat!" The slogans of "Promote Chinese civilization, build a harmonious society" and "Crack down on the production and sale of counterfeit cigarettes" and "Reporting the production of counterfeit cigarettes will be rewarded with XXX yuan" are the unique "landscape" of some areas where counterfeit cigarettes are manufactured. These slogans are a unique "landscape" in some areas of counterfeit and fake cigarettes. These slogans, in all stages of society and related aspects, have played its certain power, but to play its role in depth, relying solely on these slogans is not enough, must be matched with some measures, but can make it implement. Therefore, the construction of corporate culture is the need for systematic planning and effective promotion, should not just publicize the slogan culture, more should be pursued is the landing of culture.

Two, play the role of entrepreneurial culture

Entrepreneurs in particular, the captain of a large ship, the enterprise how to go? Go well? Depends on the entrepreneur's command. Entrepreneurial thinking, work style and behavior all play a role in the development of enterprises. Previously, I often heard some friends in the industry talk about the boss of some enterprises often do things style and method: the analogy is that the company stipulates that the work to 8:00 on time, but in 9, 10:00 to the company's slow swing; said that the time of the meeting, but other personnel or subordinates in the meeting room to wait for the bitter not; the provisions of the company to be uniformed uniforms, dressed neatly, but their own backs T-shirt, wearing flip-flops, kicking and stepping He comes to the workshop to inspect; he keeps saying that he should be honest, but he never keeps his word. This kind of entrepreneurial behavior will only make the staff work less actively, the heart is more cold, how can play the role of entrepreneurs?

We can also look at the entrepreneurial management of outstanding companies.

Haier Group has developed to the present, from the beginning, Zhang Ruimin has established a "brand strategy", in the management practice, he put the essence of traditional Chinese culture and modern Western management thinking, the creation of a variety of management models suitable for the development of Haier, he said: "If the manager is not sitting down, the subordinates will trip. He said: "If the manager sits down, the subordinates will trip down", the enterprise thus has a thick Zhang Ruimin brand. GE in Jack Welch's leadership of 20 years, other enterprises in the global economy dominoes have collapsed, but he led GE to create a record one after another, he put the serious bureaucracy and redundancy phenomenon of GE carried out innovative reforms, so that GE this elephant like a small squirrel-like dance, until 2001, he was the only one in the world who has ever been in the business of management. Squirrel-like dance, until he chose to retire in 2001, his spirit continues to play a role in the company, and his efforts to create a corporate culture is still in GE to produce a more far-reaching and long-lasting role.

Three, pay attention to the efficiency of doing things

Enterprises in the level of doing things, should be in the company to create a kind of "to do what really should be done", "to do efficient and effective things" of the work habits and work atmosphere. Now many companies in doing a thing, just know that this thing to be completed, but do not pay attention to how to complete, when to complete and complete the cost of how much to pay. Now there are a lot of people too much like "form", praise "diligence" and ignore "efficiency"; the pursuit of "quantity" and do not ask "benefit". And do not ask the "benefit", and even many of our departmental salaries are simply based on the so-called "workload". Diligence is of course essential to success, but only in the "right way", "do the right thing" and "must be personally operated" is meaningful. We might as well ask ourselves before we "work hard": Do I have to do this? Do I have to do it myself?

How do you look at what you're doing to see if it's efficient or inefficient? You can write down 10 things that keep you busy for 20 hours a week, and after scrutinizing them, you will find that 10% of the work is meaningless or can be done by others, so you can improve your work effectively, thus making your work efficient and effective.

Four, to have the determination to continue to transcend itself

"The concept of a change in the world," the enterprise to have the determination to continue to transcend itself, so that we can accept new ideas, in order to resist the obstacles of the old culture, in order to make the corporate culture change is possible to really bring about the effect. Corporate culture change to make the enterprise to success, need to make the enterprise to become "leaner, swifter, more confident".

"Streamlining" is through process reorganization, optimization of institutions, rights and responsibilities to make the process clearer, faster, more flexible institutions, so that the enterprise to produce efficiency. Enterprises should be decentralized and respect to develop staff self-confidence, so that employees work "more confident", so that employees feel that they are the master of the enterprise.

Fifth, give full play to the role of human resources management functions

Corporate culture change is mainly to do people's work, the need for business people's words, behavior in line with the core values of enterprises, but people are inert, but also thinking consistency. So if you want to let the enterprise culture landing, rely on simple ideological education work is not enough, is the need to combine the concept of modern human resource management and functions to let it land, so that human resource management has become a tool for the landing of enterprise culture. Can be combined from the following levels, to see the role of human resource management on enterprise culture.

First of all, the enterprise should be established in line with the development of employee competency model, refine the core qualities of the actual situation in line with the enterprise, the general qualities and professional qualities, and competency model applied in all aspects of human resources management, through regular testing of the employee quality model to find out meet the requirements of the relevant positions of the staff and the existing staff deficiencies and need to be improved, targeted development of employee competency. Through regular testing of the employee quality model to find out the deficiencies and areas for improvement of the employees who meet the requirements of the relevant positions and the existing employees, the development and improvement of employee competence is targeted.

Secondly, companies should evaluate and adjust their own recruitment system, and take whether it is in line with the company's core values as one of the criteria for recruiting new employees.

Once again, in the company's training of employees, in the new employee induction training program to increase the core values of the company and the company's norms and requirements of training, the important sharing of the company's culture embodied in the benchmarking events, to help the new employees to understand and comprehend the corporate culture, and to enhance the core values of identity.

Finally, the company should really establish a compensation system in line with the core values and principles of the company. Internally, the company should emphasize the performance-oriented core values, and in the design of the compensation system, it should widen the pay gap between employees with different performances and performance capabilities, and really let employees with good performance, great contribution to the company and excellent performance be rewarded and promoted clearly, which must be continuously reflected through the adjustment of the compensation system.

In short, the change of corporate culture needs to be innovative in negation and transcendence in innovation. Organizational managers must have a visionary eye as well as the sea-like self-denial of the chest, in order to affirm, deny, negation of the negation of continuous innovation, beyond the self, to achieve value. At the same time, managers should also recognize that stability in the change is also something that must be considered, but, by no means afraid of change, stability and fear of chaos, small fortunes and not enterprising, in order to enterprise and staff *** with the development of the enterprise must be based on the actual situation of the development of the enterprise constantly change in order to make the enterprise continue to revitalize.