Explain how enterprises should carry out organizational culture innovation in connection with realit

Library. How to innovate corporate culture. Professional documentation.

8 pages. Divide. Longyuan Periodicals.

Longyuan Periodicals.

How to innovate corporate culture.

Pick; Want; Innovation is the soul of the enterprise, but also the soul of the corporate culture, adhere to the corporate culture innovation in order to enhance the competitiveness of the enterprise, in order to achieve the sustainable development of the enterprise. This paper introduces the connotation of corporate culture and corporate culture innovation, points out the necessity and principles of corporate culture innovation, analyzes the realization path of corporate culture innovation, and makes a detailed description of how to carry out corporate culture innovation for reference.

Innovation is the act of obtaining a certain beneficial effect by improving or creating new things, methods, paths, elements, and environments in a specific environment with different modes of thinking. The successful operation of an enterprise is closely related to corporate culture, and corporate culture innovation is the driving force for the development of an enterprise and its culture. In order to carry out corporate culture innovation, we must carry out a fruitful construction of corporate culture, get rid of the shackles of old cultural concepts and views that are out of touch with the actual development and operation and management of enterprises, constantly explore and innovate management methods, closely combine corporate culture innovation with business management practices, and make the business philosophy, business process, management system, ritual and even language and other elements of corporate culture adapt to the pace of development of the enterprise and changes in the external environment, and effectively enhance the comprehensive competitiveness of the enterprise. In order to achieve the sustainable development of the enterprise.

Summary. Hello dear, I am happy to answer for you, the answer is: Dear hello, enterprise knowledge management is based on the premise of enterprise organizational innovation, based on IT applications, and based on the principle of resource integration and knowledge sharing.

How should enterprises innovate to promote knowledge sharing? Combined with the knowledge management process, talk about how to implement innovation in organizational culture?

Hello dear dear, I am happy to answer for you, the answer is prepared for Kai for: Dear you are good, enterprise knowledge management is based on the premise of enterprise organizational innovation, based on the application of IT, and based on the principle of resource integration and imitation knowledge sharing.

In order to solve the above situation, it is very necessary for enterprise managers to introduce knowledge management. Knowledge management can provide a new way for enterprise managers to realize the sharing of explicit and implicit knowledge. Knowledge management helps to deal with explicit and tacit knowledge and to present it in a way that is appropriate to the social context.

Managers with good knowledge management are able to react with agility to external needs, apply internal resources and monitor the development direction and changes of external markets. Our petrochemical enterprises will also be like a tiger to change their wings and be in an invincible position.

Specifically, we will talk about how enterprises should carry out institutional innovation to promote knowledge sharing.

It is very necessary for enterprise managers to introduce knowledge to prepare for the elderly. Knowledge management can provide a new way for enterprise managers to realize the sharing of explicit and implicit knowledge. Knowledge management helps to deal with explicit and tacit knowledge and to present it in a way that is appropriate to the social context.

Managers with good knowledge management are able to respond with agility to external needs and should be aware of the development direction and changes in the external market with internal resources and at the disposal of internal resources. Our petrochemical enterprises will also be strengthened and invincible.

Answer: Innovative organizations often have some kind of common culture, such as encouraging experimentation, appreciating failure, rewarding both success and failure, and so on. An innovative organizational culture is often characterized by:

1) Accept ambiguity. Too much emphasis on purpose and specificity limits one's creativity.

2) Tolerance is impractical. Organizations don't inhibit employees' "what ifs......Just ......Such questions are made unrealistic, even stupid. What may seem unfeasible at first glance can often lead to an innovative solution to a problem.

3) Less external control. Organizations reduce control over rules, regulations, policies, and so on to a minimum.

4) Accept the risk. Employees are encouraged to experiment without fear of possible failure. Mistakes are seen as providing opportunities to learn.

5) Tolerance of conflict. The organization encourages different handicap opinions. Consensus and recognition among individuals or units does not mean that high business performance can be achieved.

6) Focus on results over means, and after putting forward clear goals, individuals are encouraged to actively explore various feasible ways to achieve the daily standard. A focus on results means that there may be a number of correct solutions to any given problem.

7) Emphasize open systems. The organization is constantly monitoring possible changes in the environment and can react quickly and frankly at any time.

First, when choosing a value standard, you should pay attention to it

Organizational value standards should be correct, clear, scientific, and have distinctive characteristics.

Organizational values and organizational culture should reflect the organization's purpose, management strategy and development direction.

It is necessary to effectively investigate the level of recognition and acceptance of the staff of the Organization and harmonize it with the basic qualities of the staff of the Organization.

In choosing organizational values, we must adhere to the mass line and give full play to the creative spirit of the masses.

2. Strengthen employee identity

Make full use of all publicity tools and means to publicize the content and requirements of the organizational culture with great fanfare, so as to create a strong environmental atmosphere.

Set an example. Training and education can enable members of the organization to systematically accept and strengthen the organizational spirit and organizational culture advocated by the organization.

3. Refining and fixing

Careful analysis, detailed analysis and careful comparison of the differences between the results of practice and the planned scheme and, if necessary, the rationalization opinions of relevant experts and employees can be absorbed.

Comprehensive induction. On the basis of systematic analysis, a comprehensive sorting, induction, summary and reflection are carried out.

Concise freeze-frame. The organizational spirit, organizational values, and organizational culture that have been scientifically demonstrated and tested by practice should be organized, perfected, and formatted, and the necessary theoretical processing and word processing should be carried out in concise language.

Fourth, consolidate and implement the organizational culture

Establish the necessary systems.

Leaders take the lead in setting an example.

Fifth, rich development.

1.Guiding effect.

2.Cohesiveness.

3.Debugging role.

4.Radiation.

5.Incentives and constraints.

Enrich people's spiritual world, enhance people's spiritual strength, and promote people's all-round development!