What contribution has it made to the corporate culture, and what is the use of the corporate culture

Explains why corporate culture doesn't work.

The core of corporate culture is to provide everyone with a quintessence, a centripetal force of cooperation, and a value of interpersonal relationship, which needs to be convincing to people.

The purpose of a business is to make money.

Performance and business are the most basic things, such as what corporate culture, employee culture, and how the boss treats employees, etc., are all details, and they are all icing on the cake.

It is necessary to pay attention to it when the foundation is good.

Corporate culture can guide the values and behavioral orientations of the enterprise as a whole and its members. It is manifested in two aspects: one is to guide the thoughts and behaviors of individual members of the enterprise; The second is to play a guiding role in the value orientation and operation and management of the enterprise as a whole.

This is because once the corporate culture of an enterprise is formed, it has established its own system of values and normative standards, if the value and behavior orientation of the members of the enterprise and the system standards of the corporate culture have a contradictory phenomenon, the corporate culture will correct and guide it to the values and normative standards of the enterprise.

The role of corporate culture.

1. Cohesion function.

Common values, beliefs and interests are the cornerstone of enterprise cohesion. For an enterprise, the common goal promotes the enterprise to produce a strong centripetal force; The pursuit of common values has formed a strong spiritual pillar for employees. In order to achieve the goals of the enterprise, each member of the enterprise will condense into a group that is in the same boat and burst out with great energy.

2. Active intervention function.

A mature corporate culture can effectively intervene in the thinking and behavior, strategy, goals, organization, system, and process required by the enterprise to solve the external survival and internal resource integration, and these intervention rules can be modified according to the changing conditions.

3. Decision support function.

Corporate culture guides the strategic managers of the enterprise to choose decisions that are in line with the long-term interests of the enterprise, and consciously show behaviors that are in line with the interests of the enterprise in the process of organizing and implementing the decision.

4. Radiation function.

Corporate culture not only plays a radiation role between employees and departments within the enterprise, but also radiates to the outside of the enterprise, to the community and to the society. An excellent enterprise is to complete effective communication with the outside world in the radiation process of its own culture and establish a good corporate image. The radiation of corporate culture is the concept radiation, the second is the product radiation, the third is the personnel radiation, and the fourth is the best radiation.

5. Incentive function.

The incentive function of corporate culture comes from the spiritual power of corporate culture itself, which also stimulates the enthusiasm of employees and maximizes their enthusiasm and potential. An enterprise has an excellent corporate culture, it has an inexhaustible spiritual strength, and the cultural atmosphere and value orientation formed by the corporate culture is a kind of spiritual incentive.

In our daily work, we often hear that we need to promote and implement the corporate culture and train the corporate culture for new employees. We advocate using culture to bring recognition and culture to bring loyalty. It is not enough for an enterprise to have business alone, we must conscientiously study the corporate culture, use culture to unify ideas, and use culture to cast the soul.

We often say that "system is the starting point of management, culture is the apex of management, and talent is the key to development". The whole chapter system, standard processes, clear division of labor, performance appraisal, etc., are all in the management of employees' daily behavior, and are in the standardization of corporate standards to improve operational efficiency. It can be said that it covers most of the essence of the enterprise, but it is not the whole story.

Culture is the apex of management, a truly excellent enterprise is a system, and an excellent company will be a culture. We managers can ask carefully, what is the culture of our company? Is the culture of our team and department the foundation of Shiling?

How much effort do we make each year to build a corporate culture? If we don't come up or don't know it completely, then you are not a good manager. If we don't do cultural management, we can only be a medium-sized company.

Corporate culture is the soul of an enterprise and an inexhaustible driving force to promote the development of an enterprise. It can play a guiding role in the development direction of an enterprise, motivate employees' willingness to work, and at the same time, it can also carry out better talent training. "Talent is the key to market progress", in order to make progress in various fields, we must be able to grasp excellent talents.