How to build an organizational culture How to shape an organizational culture?

1.Understand and summarize the company's fine traditions;

2.Understand and summarize the values of previous leaders of the organization;

3.Understand the organization's strategy and mission;

4. Focus on the analysis of the values of current organizational leaders;

5. According to the above draft of the company's core values, submit it to the leaders for review;

6. Formulate the company's corporate culture according to the core values;

7. Revise the company's system and code of conduct according to the corporate culture and publicize it;

8. Promote the combination of operation and management with the company.

Summary. Shaping the pathway.

1) Choose the right organizational values standard.

Organizational values are the core of the entire organizational culture, and choosing the true organizational values is the primary strategic issue in shaping a good organizational culture.

2) Strengthen employees' sense of identity.

a Make full use of all communication tools and means to promote the organizational culture with great fanfare.

b. Cultivating and setting examples.

c. Strengthen relevant training and education.

3) Refining and freeze frame.

A careful analysis.

b Comprehensive induction.

c. Concise freeze-frame.

4) Consolidate implementation.

a Establish the necessary institutional safeguards.

b Leaders lead by example.

5) Constantly enrich and improve in the process of development.

When the internal and external conditions of the organization change, the organization must lose no time in enriching, refining and developing the organizational culture.

How do you shape organizational culture?

Hello, for you to find out that shaping the organizational culture can be done in this way, the organizational culture refers to the organization in the long-term survival and development of the formation of the organization, for the organization and for the majority of the members of the organization to follow the sum of the highest goals, values, basic beliefs and behavioral norms, etc., and in the bridge organization activities of the reflection of the smile.

Shaping Paths(1) Choose the right hand-to-hand laughing organizational valuesStandardsOrganizational valuesSilver grinding is the core of the entire organizational culture, and choosing true organizational values is the primary strategic issue for shaping a good organizational culture(2)Strengthen employees' sense of identityA Make full use of all publicity tools and means, and publicize organizational culture with great fanfareB. Cultivate and establish modelsC. Strengthen relevant training and education(3)Refine and freeze frame A Careful analysis B Comprehensive induction C Concise and freeze frame (4) Consolidate and implement a Establish necessary institutional guarantees B Leaders lead by example (5) Enrich and improve in the process of developmentWhen the internal and external conditions of the organization change, the organization must lose no time in enriching, perfecting and developing the organizational culture.

The first step is to collect excellent corporate culture cases, investigate and analyze the current situation of the enterprise, the industry situation, the competitive situation, the ultimate goal of the enterprise, etc., and derive the necessity of the existence of the enterprise and the requirements of the enterprise; Step 2:

Summarize the corporate vision, corporate mission, enterprise spirit, corporate philosophy, corporate strategy, corporate slogan, etc.; Step 3; According to the refined concept layer and the actual needs of the enterprise, the enterprise code of conduct is designed, including employee code of conduct, service standard, production standard macro core, crisis management standard, ceremony, ceremony, etc.

I hope I can help you wish you a happy life, Mo Da, please feel trembling and feel good help give me a compliment, you can also Guan Chun trembling note me, I will answer for you as soon as possible.

Summary. 1.Select a value criterion.

Since organizational values are the heart and soul of the organizational culture, the choice is positive.

Organizational values are the primary strategic issues that shape organizational culture.

There are two prerequisites for choosing organizational values, one is to be based on the details of the organization.

Fine features. Different organizations have different purposes, circumstances, habits, and ways of composing, which make up a wide variety of organizational types. Therefore, it is necessary to have a precise grasp of this group.

The characteristics of the organization, choose the organizational values that are suitable for their own development, otherwise they will not get.

to the recognition and understanding of the broad range of employees and the public.

The second is to grasp the relationship between organizational values and various elements of organizational culture.

Coordination with each other, because the elements can only be achieved through scientific combination and matching.

system optimization as a whole. On this basis, it is necessary to grasp the selection of the right organizational value standard.

The following four points: (1) The organizational value standard should be correct, clear, scientific, and have bright characteristics.

2) Organizational values and organizational culture should reflect the purpose and management of the organization.

and direction of development.

3) It is necessary to effectively investigate the level of recognition and acceptance of the staff of the Organization.

It is in harmony with the basic literacy of the staff of the Organization, and the standards are either too high or too low.

1.Choosing a Value CriterionSince organizational values are the heart and soul of an organization's culture, choosing the right organizational values is the primary strategic issue in shaping an organization's culture. There are two prerequisites for the selection of organizational values, one is to be based on the detailed characteristics of the organization.

Different organizations have different purposes, circumstances, habits, and ways of composing, which make up a wide variety of organizational types. Therefore, it is necessary to accurately grasp the characteristics of the organization and choose organizational values that are suitable for its own development, otherwise it will not be recognized and understood by the broad masses of employees and the public. Second, it is necessary to grasp the coordination between the organizational values and the various elements of the organizational culture, because the overall optimization of the system can only be achieved through scientific combination and matching.

On this basis, the following four points should be grasped in selecting the correct organizational value standard: (1) The organizational value standard should be correct, clear, scientific and have bright characteristics. (2) Organizational values and organizational culture should reflect the organization's purpose, management strategy and development direction.

3) It is necessary to effectively investigate the degree of recognition and acceptance of the staff of the organization, so that it is in harmony with the basic literacy of the staff of the organization, and it is difficult to achieve too high or too low standards.

Hope it helps.

1 Substance layer. It's the organizational culture.

It is the material culture of the organization created by the organization, which is a superficial organizational culture with the material form as the main research object, and the condition for the formation of the spiritual layer and institutional layer of the organizational culture.

2 Behavior layer. That is, the organizational behavior culture, which is the activity culture generated by the employees in the production and operation, learning and entertainment. Including organizational business activities, public relations activities, and interpersonal relations.

Cultural phenomena arising from activities, recreational and sports activities.

3 Institutional layer. It is the middle level of organizational culture, which organically combines the material culture of the organization and the spiritual culture of the organization into a whole. It mainly refers to the part that has a normative and binding impact on the behavior of the organization and its members, and is a variety of rules and regulations with organizational characteristics.

The sum of the Code of Ethics and the Employee Code of Conduct.

4 Spiritual Layer. That is, the organizational spiritual culture, which is the psychological stereotype and value orientation of the employee group formed by the organization in the long-term practice.

It is the sum embodiment and high summary of the organization's ethics and values, that is, the organizational philosophy, reflecting the common pursuit and common understanding of all employees.

It is generally called material culture.

Material culture refers to the material products created by human beings, including the production tools and labor objects and the technology used to create them. Material culture** is technological and directly related to the way in which socio-economic activities are organized. It is manifested through the economic, social, financial, and market infrastructure.

How to do the construction of corporate culture.

In short, it is the culture and values of the enterprise or organization, as well as the framework and implementation mechanism for the corresponding operation. It is the foundation and core of the healthy development of the enterprise.