Can anyone give me a case study related to employee loyalty and corporate culture .

In an enterprise, the loyalty of employees is the most important, because if a person with high ability is not loyal to the company, then the higher the ability, the greater the destructive power.

The culture of loyalty is a unique tradition of Chinese, and the education received since childhood may penetrate into the bones. Loyalty includes loyalty to the country, loyalty to the party when you join the party, loyalty to friends when you make friends, can't betray friends in case of trouble, loyalty to your wife when you get married, can't betray love, and so on!

When you go to the workplace, of course, you have to face your leaders, your colleagues, and the work you do. From the day you join, the company may have to conduct a series of training for you, in which the company culture training may involve loyalty to the company, and even some Internet companies will sign some confidentiality agreements with you.

The purpose of the non-compete agreement is to prevent you from leaving the company one day, and you will do something that is not conducive to the development of the company, or even go to competitors, which will bring a lot of losses to the company.

On this issue, my understanding is that loyalty in the workplace is a matter of both sides. If the company regards employees as the company's wealth and thinks about employees everywhere, employees will naturally be loyal to the company, if the company only treats employees as a machine to make money for the company, in fact, this loyalty culture is still in words.

For example, some good Internet companies have signed a non-compete agreement with their employees, and once the employees are about to leave the company, the company will also give sufficient compensation to the employees to ensure that the employees do things that are not conducive to the original company in other companies. Tencent should do a good job in these aspects.

There are also some companies when employees are on the job, try to squeeze, employees leave, just to protect their own interests, completely ignore the interests of the departing employees, the result is conceivable!

Corporate culture. It is a value concept that is widely recognized and accepted by employees.

and the code of conduct and the way of behaving determined by this value. Excellent corporate culture can greatly enhance employees' sense of belonging, improve employee job satisfaction, employees will self-restraint, self-motivation, so as to form a strong cohesion and centripetal force within the enterprise.

Whether it is a leader or an ordinary worker, it needs to be respected. Therefore, treating every employee sincerely and equally can improve employee loyalty and achieve the purpose of retaining employees. On the premise of mutual respect, managers lead by example and establish a people-oriented corporate culture, which can enhance employees' sense of identity with the company and improve employee loyalty.

The understanding of this sentence is that in the corporate culture, you should still be loyal to your own letter defense, and you also need to be loyal to your own professional slippery shortcomings, nothing can be reported to others, about a situation in the company, you must be particularly honest.

It is necessary to take care of the company, respect the company's culture, safeguard the interests of the scumbag, and understand the company's development prospects.

The hidden loyalty in corporate culture refers to the loyalty of employees to the company. Every enterprise needs loyal employees in order to have a cohesive hail hall. in order to achieve long-term development.

It mainly refers to the employees' recognition of the company, the initiative and enthusiasm of the work, as well as the external maintenance of the image of the enterprise, as well as the sense of goal and responsibility for the completion of the work.

Ying Shouchang should work hard, not leak the company's secrets at will, and abide by the confidentiality agreement, but if it has been illegal, it is definitely not possible to tolerate this matter.

Do not do anything harmful to the enterprise, can always maintain the reputation of the enterprise, do not disclose any secrets of the enterprise, this is the loyalty in the corporate culture.

Personally, I believe that loyalty in corporate culture should be dedication and responsibility for one's own profession.

The impact of company culture on the development of the company and the loyalty of employees is very important, if the company culture of a company is very positive, then there will be more enthusiasm and enterprising spirit for employees, so it is completely possible to retain employees, so that employees can work hard for the company in addition to having "hard" rules and regulations, but also have a "soft" coordination and cohesion, which constitutes the internal driving force of the enterprise with invisible soft constraints. This power is the corporate culture that has become the soul of management. Corporate culture is an organic system, and shaping corporate culture is a function that leaders must practice. Once a corporate culture is integrated into an organization, it provides a code of conduct for employees to use the values they have embedded in their hearts, no matter where they work.

The basic idea of corporate culture is to change the opposition between managers and the managed, so that they automatically strive for the common goal of the enterprise. Corporate culture is the product of the combination of modern management theory and cultural theory, and is also the product of modern management practice, which plays a decisive role in the management decision-making and leadership style of the enterprise, and the work attitude and work style of the employees. The structure of corporate culture includes four levels: the material layer on the surface, the behavior layer on the surface, the institutional layer in the middle, and the core concept layer.

Among them, the concept layer belongs to a kind of implicit culture, which is the foundation of corporate culture, mainly including enterprise spirit, corporate culture, corporate values, moral norms, etc. These contents are formed in the long-term production and operation activities of the enterprise, and exist in the concept of the employees of the enterprise. It has a direct impact on the production and operation activities of the enterprise.

The material layer, the behavior layer and the institutional layer belong to the content of explicit culture, which refers to the content that the spirit of the enterprise can be directly felt by people in the form of materialized products and spiritual behaviors, including the enterprise system, corporate behavior, corporate facilities, corporate image and expression. The functions of enterprise starvation culture include guiding function, cohesion function, incentive function, restraint function and radiation function.