Profile of the enterprise Knowledge and understanding of the organizational structure and corporate

How can someone not know what to do, this is the necessary content to know an enterprise, and it is also the knowledge that enterprise management workers must master.

1. The profile of the enterprise is the content obtained by integrating the origin, development, scale, characteristics, culture, and vision of the enterprise by using highly generalized language. A business profile is not exactly the same as a business profile.

Or the description of the enterprise, not a flow account, nor a long speech, requires refined language and considerable familiarity with the enterprise, and also stands at the height of a certain social and internal and external environment;

2. The organizational structure of the enterprise has also become the organizational structure or organizational structure.

That is, the necessary organizational form for enterprises to ensure their stable operation and development, and to put it bluntly, it is the relationship between the management and the management of posts, usually with organizational charts.

to show. From the organizational structure of the enterprise, we can identify and analyze the basic attributes such as the nature and scale of the enterprise;

3. Corporate culture.

There are many people who say that corporate culture is the culture of the boss, and some people say that the corporate culture is false and empty, and it is the boss's ideological control ...... employeesI prefer that the corporate culture is a "habit" created by the founder of the company and constantly changed and run-in in the development of the company for many years, in order to be recognized by employees as widely as possible. Now the enterprise pays more attention to the construction of corporate culture, because the core of corporate culture lies in "people", and people are the core competitiveness of enterprise development, so the current corporate culture is more like a promotion and guarantee mechanism, you can see and feel, but to win the recognition of all employees, enterprises and employees still have a long way to go.

I am also a business management worker, the above humble opinion is some experience, for reference, inappropriate, I hope to forgive.

wq188, why are you so shameless, do you think that if you copy mine, it will become yours? Shallow.

Corporate culture. and corporate strategy has a leading influence on the organizational structure of the enterprise at the origin stage.

Corporate culture is in a certain socio-historical and cultural background.

The rise and development of the company is often directly related to the character, entrepreneurial awareness, business thinking, and work style of the founder. Corporate strategy is the rise of corporate culture after the gradual formation and development, it is based on corporate culture, all-round wheel to create a corporate environment, so that it can adapt to business operations, and more than competitors to meet the requirements of users. Corporate culture determines the formulation of corporate strategy and business model through business philosophy.

Choice. Enterprise strategy refers to the enterprise according to the changes in the environment, according to its own resources and strength to choose the appropriate business areas and products, the formation of their own core competitiveness, and through differentiation in the competition to win. Modern management studies such as MBA and EMBA believe that corporate strategy is a top-down holistic planning process and divide it into corporate strategy.

Functional strategy, business strategy and product strategy.

The types of strategies of enterprises include: development strategy, stability strategy, contraction strategy, merger and acquisition strategy, cost leadership strategy, differentiation strategy and concentration strategy.

Development-oriented strategies include integration strategies, diversification strategies, and intensive growth strategies.

The integration strategy includes the vertical integration strategy and the horizontal integration strategy. Gaining ownership or greater control over a distributor or retailer is known as forward integration. Gaining ownership or strengthening control over a business is called backward integration.

Gaining ownership or strengthening control of an enterprise that produces the same kind of products as itself is known as horizontal integration. Horizontal integration can be achieved through the following ways: purchase, merger, combination.

Corporate culture is composed of three levels: the material culture of the surface layer, which is called the "hard culture" of the enterprise. Including factory appearance, factory appearance, machinery and equipment, product modeling, appearance, quality, etc.; Institutional culture at the middle level, including the leadership system, interpersonal relationships.

and various rules and regulations.

and discipline, etc.; The spiritual culture of the core layer is called "corporate soft culture". Including various behavioral norms and values.

The group consciousness, the quality of employees and the fine tradition of the enterprise are the core of the corporate culture and are known as the spirit of enterprise.

The so-called organizational structure, in fact, is simply how the company divides labor to better achieve profitability.

The company's strategy solves the problem of where the company goes, what business it does, what customers it serves, and what value it provides. The company's organization solves the problem of what kind of division of labor to achieve the company's strategy. The company's human resources solve the problem of what kind of talents to find to achieve the company's strategy.

Whether it is the department layer system, the functional system, the division system, the matrix system, the parent and subsidiary system, and the royal banquet is a partnership system, it is impossible to solve all problems perfectly. In fact, any kind of organization has defects, and the most effective way is to deal with it flexibly according to the stage of the enterprise, the actual problems it faces, and the actual situation it has.

What is involved in the organizational problem? In fact, it involves how to design positions, how to divide departments, how to define responsibilities, how to evaluate results, and how to distribute salaries.

The core of the organizational problem is how to effectively mobilize and arrange employees to achieve organizational goals in a relatively reasonable and effective way. Employees come to work in the company with two needs, including whether they can earn money, earn enough money, and continue to earn money? Can there be growth, dignity, and a sense of accomplishment?

Is there a relative environment and colleague relationships?

That's my current understanding of organizational issues. There are several core nodes of organizational design, first of all, there is a sufficient understanding of the main business, and a clear understanding of the ecology and industrial chain of the business. Secondly, have enough understanding of the company's current situation and have a correct judgment of the stage the company is in.

Finally, have a clear understanding of the current organizational theories and their core pros and cons, and know what kind of theories are used to achieve organizational purposes.

Hello! We are happy to answer for you how to understand the organizational culture of a company:1

Study the physical environment 2Read what the company has to say about its culture3Examine how the company hosts strangers4

Interview with the company's employees 5Observe how people allocate their time6Learn about the career development of employees7

How long people can stay in the same role – especially in middle management roles8Pay attention to what is discussed and recorded9Particular attention should be paid to the anecdotes disseminated in cultural networks, including heroes, values, beliefs, and cultural networks, among others.

For CEOs, financial analysts, and even job seekers, corporate culture is an investment that only needs to be made with pocket money. Experience only gives you very limited information about a business, while culture can tell you more. People can actually diagnose the heroes, values and beliefs in the enterprise to improve the performance of an enterprise.

In the process of survival and development, the enterprise is guided by the spirit of enterprise and team consciousness, and is recognized by all members, and the values, beliefs, guidelines and norms that are followed together are called corporate culture. Corporate culture tells three major issues, one is the mission of the enterprise; the second is the future development of the enterprise, that is, the corporate vision (why employees are willing to follow you); Finally, what should be done and what should not be done, that is, the core values of the enterprise, in which values are the core of the core. 1. Corporate culture is a common cognitive system that forms organizational effectiveness.

Corporate culture is a collective cognitive system formed by Huaihui on the basis of core values, and under this cognitive system, employees tacitly reach a consensus on what should be advocated, what should be opposed, and how to do not violate the purpose and goals of the enterprise. 2. Corporate culture is a habitual way of behavior that everyone can recognize. The habitual behavior mode evolved by the corporate culture produces a more thorough driving force than commands, supervision, and punishment, and the culture will guide people to reach the highest standard, which is the highest basis for the ideology and behavior norms of the employees of the enterprise organization.

3. The system of basic assumptions implicit behind the values. Corporate culture will naturally guide the way employees think and behave, and then make assumptions about the future of the enterprise, employment standards, value system, benefit distribution, etc. 4. The team psychological contract reached between the members of the enterprise.

The headhunter's viewpoint is maintained by the labor contract and the psychological contract, which combines personal goals with organizational goals. Thank you for your inquiry, I hope my answer is helpful to you.

The organizational structure of the enterprise is the most basic structural basis for the operation of enterprise processes, department settings and functional planning, and the common organizational structure forms include centralization, decentralization, linear and matrix. The organizational structure of an enterprise is a system of division of decision-making power and the division of labor and cooperation of various departments. The organizational structure needs to be based on the overall goal of the enterprise, the enterprise management elements are allocated in a certain direction, the conditions for its activities are determined, the scope of its activities is stipulated, and a relatively stable and scientific management system is formed.

An enterprise without an organizational structure will be scattered, and an unreasonable organizational structure will seriously hinder the normal operation of the enterprise, and even lead to the complete failure of the enterprise. On the contrary, an appropriate and efficient organizational structure can maximize the energy of the enterprise, so that the organization can better exert synergies and achieve a reasonable operation state of "1+1>2". Many enterprises are suffering from the loss and confusion caused by unreasonable organizational structure.

The internal information transmission efficiency of the organization is reduced and the distortion is serious; Inefficient or even wrong decisions made by the company; Bloated organizational set-up; The division of responsibilities between departments is not clear, which leads to mutual blame and mutual constraints in work; The internal friction of the enterprise is serious, and so on. The only way to get rid of these corporate ills is through organizational changes.

Enterprise organizational structure: a system of division of decision-making power.