Give an example of how to build a learning corporate culture in business management.

The cultural construction of enterprises is the essence of enterprise management. Corporate publicity is only one part of the cultural construction of a company. Of course, the culture of a company has its own common denominator.

However, for specific enterprises, according to the nature of the enterprise, the environment in which the enterprise is located, the development status of the enterprise, the development strategy, the development goals and the existing corporate culture atmosphere, the strategy of the cultural construction of the enterprise is different. Here, I just want to make a few suggestions:

1. The cultural construction of the enterprise is not only trying to promote "what kind of enterprise I am" to the society. On the contrary, it should be the integration of the internal culture of the enterprise. This kind of integration should not be just a simple publicity activity, but should be a brainwashing of cultural identity and fulfillment from top to bottom within the enterprise.

It is a process of cultivating deep-seated shared beliefs.

2. It is necessary to put the cultural construction of the enterprise at the strategic level and put it into the daily management activities of the enterprise. The cultural construction of an enterprise is a process of time accumulation, and it is also a process of starting to cultivate. In other words, the establishment of corporate culture should not be placed in a state of "natural evolution", but should be a continuous process of cultivation.

An enterprise should regard the establishment of corporate culture as an operational management process, should set up a special department to carry out the management activities, and should infiltrate this concept into all the daily activities of the enterprise.

3. In the process of establishing corporate culture, the publicity of the enterprise should pay attention to the transmission of the corporate image. The establishment of corporate culture is a process from the inside out, and we should first cultivate ourselves to become "what kind of enterprise", and then convey "what kind of enterprise we are" to the outside world. Of course, these two processes do not take place absolutely independently.

But there should be a strategic focus. When promoting to the outside world, you should not simply focus on the so-called "eyeball effect", but should send a message to the outside world that your attitude is positive.

1.Corporate culture has a cohesive effect Corporate culture can unite employees tightly together, form a strong centripetal force, so that employees are united, in unison, and strive to achieve goals. In fact, the basis of the cohesion of the employees of the enterprise is the clear goal of the enterprise.

The cohesion of corporate culture comes from the correct choice of the fundamental goal of the enterprise. If the goal of the enterprise is not only in line with the interests of the enterprise, but also in line with the interests of the vast majority of employees, that is, it is a win-win goal for the collective and the individual, then it means that the interest basis generated by the cohesion of the enterprise is there. Otherwise, no matter which strategy is adopted, the formation of corporate cohesion can only be an illusion.

2.A good corporate culture has a gravitational effect Excellent corporate culture not only has a strong gravitational force for employees, but also has a great gravitational force for partners such as customers, businessmen, consumers and the public; An excellent corporate culture plays a big role in stabilizing and attracting talent. The same is true for partners, if the same conditions, no one is unwilling to go to a better company to work; There's not a single customer who doesn't want to work with a better company.

This is the gravitational effect of corporate culture. 3.Corporate culture has a motivating effect Excellent corporate culture is invisibly to motivate and encourage employees, a good working atmosphere, will naturally allow employees to enjoy the pleasure of work, if in a mutual bargaining, intrigue in the enterprise work, employees will naturally not enjoy harmony and happiness, but will produce negative psychology.

The cultural atmosphere and value orientation formed by the corporate culture is a kind of spiritual incentive, which can mobilize and stimulate the enthusiasm, initiative and creativity of employees, induce people's potential wisdom, make the ability of employees develop in an all-round way, and enhance the overall execution of the enterprise.

Why build a learning-oriented, innovative corporate culture, the significance of the first.

Learning-oriented corporate culture is an organizational culture that introduces the theory of learning-oriented organization in the process of corporate culture development and leads and supports the growth of enterprises into learning-oriented enterprises. It is of great significance to enhance the competitiveness and added value of enterprise products and enhance the value of corporate image. To create a learning-oriented corporate culture, we must follow the principles of scientific positioning, all-round construction, deepening of connotation, high standards and high starting points, and gradually achieve practical results by establishing learning concepts, building learning platforms, improving learning mechanisms, integrating personal visions, building common visions, and creating a learning atmosphere.

A successful corporate culture should have corporate values and cohesion.

The construction of corporate culture is a closed-loop system from the shaping of core concepts to the implementation of corporate culture to the evaluation and feedback of cultural construction. It is not a one-time thing, but a long-term project that requires the participation of all employees. Corporate culture itself is systematic, and it is an organic whole composed of different levels and different parts of the enterprise that are interconnected, interdependent and interactive.

Strengthen the systematization in the process of corporate culture construction

First, it is necessary to correctly understand the dialectical relationship between the four levels that constitute corporate culture - the core layer, the system layer, the behavior layer and the performance layer. The spiritual layer is the values and ideological soul of the enterprise, the core of the stability of the corporate culture, and determines the institutional layer, the behavior layer and the performance layer; The institutional layer and the behavioral layer are the intermediaries between the spiritual layer and the material layer, which must reflect the requirements of the enterprise spirit and standardize the material layer.

Second, we must strictly abide by the steps of building corporate culture: first, according to the internal and external conditions of the enterprise, determine the business strategy, which is the premise and foundation of the construction of corporate culture; The second is to introduce corporate values and enterprise spirit based on enterprise strategy, which is the basic framework and direction of corporate culture construction.

Third, under the guidance of corporate values and spirit, we should further improve the enterprise system and employee behavior, institutionalize and behaviorize the core cultural concepts, and have better operability and implementation, so as to promote the traction and transformation of cultural concepts on employee behaviors.

Fourth, it is the surface construction of corporate culture, which is the preparation of hardware facilities and environmental factors for the construction of the spiritual layer of corporate culture.

Finally, it is the publicity and implementation of corporate culture. The structural level of corporate culture and the steps of construction are an organic whole, interlocking and indispensable. If we do not consider the appropriate value system from the perspective of enterprise operation and development, establish a spiritual culture, or determine the spiritual culture without paying attention to the maintenance, embodiment and strengthening of institutional culture and material culture, then this so-called "corporate culture" is difficult to resonate with employees.

The construction of corporate culture must be based on the necessary staffing, organizational guarantee and financial support, combined with the long-term development strategy of the enterprise, to form the whole process from the shaping of the mission, vision and values of the corporate culture to the effective training and promotion of the culture through various means, and finally the regular evaluation of the construction and implementation of the corporate culture. Only by grasping all aspects of cultural construction can we ultimately achieve the purpose of improving employees' sense of belonging and cohesion. Without the support of systematic thinking, the construction of corporate culture can only be a flash in the pan at best, and cannot be deeply rooted in the hearts of the people.