1, spiritual layer
Spiritual layer is the core and subject of corporate culture.
The spiritual level of corporate culture includes the following six aspects.
(1) Enterprise spirit is the consciousness formed by the combination of modern consciousness and enterprise personality, and it is the basic belief, will quality and ideological realm that all (or most) employees of the enterprise abide by or have together. It is the result of summarizing, refining and advocating the positive factors in the existing concept consciousness, traditional habits and behavior forms of enterprises. Enterprise spirit is the source of enterprise culture, and enterprise spirit is the product of the development of enterprise culture to a certain stage.
(2) The highest goal of an enterprise is the common pursuit of all employees, the concentrated expression of the common values of all employees, and the starting point and destination of corporate culture construction. With clear and lofty corporate goals, we can stimulate employees' initiative, enthusiasm and creativity, enhance employees' sense of accomplishment and prevent short-term behavior.
(3) Business philosophy is the basic belief that business leaders will always hold in the whole production, operation and management activities, and it is also the philosophical thinking and abstract generalization of business leaders' production and management policies, development strategies and strategies. Its formation is determined by the social system and surrounding environment of the enterprise, and influenced by the thinking mode, policy level, practical experience and personal quality of the enterprise leaders.
(4) Enterprise spirit is a common code of conduct, which is a comprehensive reflection of enterprise culture in the aspects of employees' ideological style, traditional habits, working methods and production methods. The corporate ethos of an enterprise generally has two meanings. The first layer refers to the overall good ethos; The second layer refers to the unique atmosphere that distinguishes enterprises from futures enterprises. Once the enterprise ethos is formed, it will create a certain atmosphere in the enterprise, form the psychological set of the enterprise collective, form the consistent attitude and behavior of most members of the collective, and thus become an invisible great force affecting all members of the enterprise.
(5) Enterprise ethics is the norm and criterion of the high-speed relationship between people, units, individuals and collectives, individuals and society, and enterprises and society, including moral consciousness, moral relationship and moral behavior.
(6) the company's purpose. This refers to the value of an enterprise and its commitment to society as an economic unit.
The above six aspects together constitute the spiritual layer of corporate culture, and each aspect has its own emphasis and different angles; However, in essence, they are unified and coordinated. These six aspects overlap each other in content, so it is not necessary to distinguish them strictly when designing corporate culture. As long as these six aspects are covered in the content, the spiritual layer of this corporate culture is complete.
2. System layer
This is the middle layer of corporate culture, which mainly refers to the part that regulates and restricts the behavior of employees and organizations. It mainly stipulates the code of conduct and habits that enterprise members should follow in joint production and business activities. The system layer mainly includes the following three aspects:
(1) universal system
Enterprises have some general systems, which should be incorporated into the general system of enterprises. Such as factory director responsibility system, post responsibility system, workers' congress system, distribution according to work system, etc.
(2) Special system. This mainly refers to the unique and unusual systems of enterprises, such as the system of democratic appraisal of cadres by employees, the system of "five must-visit" for cadres (when employees are born, married, dead, sick and retired, cadres will visit their families), the system of dialogue between employees and cadres, and the system of celebration. Compared with the management system, the special system can better reflect the management characteristics and cultural characteristics of an enterprise. Enterprises with good corporate culture must also have various special systems; Enterprises with poor corporate culture often ignore the suggestions of special systems.
(3) Corporate customs. This refers to the long-term and established ceremonies, ceremonies, behavior habits, festivals and activities of enterprises, such as singing competitions, sports competitions, group weddings, factory celebrations and so on. Business habits are different from management systems and special systems. It does not appear as a definitive text item and does not need to be enforced. It is completely maintained by the power of habit and preference. It is dominated by the spiritual layer and reacts on it. Corporate customs can be formed naturally or artificially. Once an activity or custom is accepted and passed down by all employees, it becomes a corporate custom.
3. Physical layer
This is the surface part of corporate culture, the artifact culture created by the enterprise, and the carrier of the spiritual layer, which can often reflect the management thought, management concept, work style and aesthetic consciousness of the enterprise. The physical layer mainly includes the following aspects:
(1) corporate logo, standard words and standard colors;
(2) The capacity and appearance of the factory, including the natural environment, architectural style, design and layout of workshops and offices, greening and beautification of the factory and living quarters, and pollution control of the factory;
③ Features, styles, quality and packaging of products.
(4) Characteristics of enterprise process devices;
⑤ Factory clothes, factory flags, factory emblems, factory flowers and factory songs;
⑥ Corporate cultural and sports living facilities;
⑦ Enterprise modeling or memorial building;
8. Corporate souvenirs;
Pet-name ruby corporate culture communication network, such as newspapers, publications, radio and television, billboards, billboards, etc.
From the perspective of management science, how to shape corporate culture, a good corporate culture is not spontaneous, but depends on the long-term careful cultivation and construction of enterprises. The steps to shape a good corporate culture are as follows: (1) The managers of the enterprise or the advocates and designers of the corporate culture put forward the preliminary plan for the construction of the corporate culture; (2) To cultivate the corporate culture of all departments of the enterprise, it is necessary to have a unified goal and a clear division of labor; (3) Evaluation culture. Refers to tracking the problems and implementation in the process of corporate culture cultivation to ensure the smooth completion of the task of corporate culture construction; (4) Summarize and process the effective corporate culture, and summarize the language that is easy to understand, concise and easy to remember, and inspiring; (5) Follow-up feedback, and adjust or reshape the corporate culture for some contents that do not conform to environmental changes.
The influence of enterprise culture in enterprise management. The purpose of management is to reduce costs in several aspects, such as people, energy and materials.
To get the maximum benefit with the least investment, the improvement of efficiency is mainly through optimizing the process or relying on personnel.
Personal performance evaluation, etc. And by improving production and manufacturing methods. In short, management is a problem for universities, not for them.
Make it clear in a few words.
Management solutions: corporate culture and its impact on enterprises? Corporate culture is a unique cultural image of an organization, which consists of its values, beliefs, rituals, symbols and ways of doing things.
The concept of corporate culture:
Broadly speaking, culture is the sum of material wealth and spiritual wealth created by human society in historical practice; Culture in a narrow sense is social ideology and corresponding organizations and systems.
Corporate culture is gradually formed in the practice of production and operation, which is recognized and observed by all employees. It is the sum of mission, vision, purpose, spirit, values and business ideas with organizational characteristics, and it is the embodiment of these ideas in the practice of production and operation, management system, employee behavior and corporate external image. It is different from culture, education, scientific research, military and other organizations in cultural nature.
Corporate culture is the soul of an enterprise and an inexhaustible motive force to promote its development. It contains very rich contents, and its core is the spirit and values of the enterprise. The values here do not refer to various cultural phenomena in enterprise management, but to the values held by enterprises or employees in enterprises in commodity production and management.
The influence of corporate culture on enterprises;
First, the guiding function: the so-called guiding function is to guide the leaders and employees of the enterprise through it. The guiding function of corporate culture is mainly reflected in the following two aspects:
1. Guidance of business philosophy and values: The business philosophy determines the thinking mode and problem-solving rules in business operation, guides operators to make correct decisions, and guides employees to engage in production and business activities scientifically. The common values of enterprises stipulate the value orientation of enterprises, so that employees can form a consensus on things and have a common value goal. Leaders and employees of enterprises act for the value goals they set.
2. Enterprise goal orientation: Enterprise goal represents the direction of enterprise development. Without a correct goal, it is equivalent to losing the direction. A perfect corporate culture will set the development goal of the enterprise from reality and with a scientific attitude, which must be feasible and scientific. It is under the guidance of this goal that enterprise employees engage in production and business activities.
2. Constraint function: The constraint function of corporate culture is mainly realized by improving management system and ethics.
1. Constraints of effective rules and regulations: enterprise system is one of the contents of enterprise culture. The enterprise system is the internal laws and regulations of the enterprise, and the enterprise leaders and employees must abide by and implement it, thus forming a binding force.
2. Ethical constraints: Ethics is to constrain the behavior of business leaders and employees from the perspective of ethical relations. If people violate the requirements of moral norms, they will be condemned by public opinion and feel guilty psychologically. The ethical standard of "saving the world for health, striving for perfection, not being unfaithful and treating everyone equally" in Tongrentang Pharmacy restricts all employees to operate in strict accordance with the technological process, strict quality management and strict discipline.
3. Cohesion function: the corporate culture is people-oriented and respects people's feelings, thus creating a harmonious atmosphere of unity, friendship and mutual trust in the enterprise, strengthening group consciousness and forming a strong cohesion and centripetal force among employees. Common values form common goals and ideals. Employees regard the enterprise as a community of destiny and their work as an important part of achieving common goals. The whole enterprise keeps pace and forms a unified whole. At this time, "the factory prospers me and the factory declines me" has become the sincere emotion of employees, and "loving the factory as home" will become their practical action.
Fourth, the incentive function: the common values make every employee feel the value of his own existence and behavior. The realization of self-worth is a satisfaction of people's highest spiritual needs and will certainly form a strong incentive. In the people-oriented corporate culture atmosphere, leaders and employees, employees and employees care about and support each other. Especially the leaders' concern for workers, the trade union will feel respected and will naturally cheer up and work hard. In addition, the enterprise spirit and corporate image have a great incentive to employees, especially when the corporate culture is successfully built and has an impact on society, employees will have a strong sense of honor and pride, and they will redouble their efforts to safeguard the honor and image of enterprises with their own practical actions.
Verb (abbreviation of verb) adjustment function: adjustment means adjustment and adaptation. It is inevitable that there will be some contradictions between various departments and employees of enterprises for various reasons, and self-regulation is needed to solve these contradictions; There will be disharmony and incompatibility between enterprises and the environment, customers, enterprises, countries and society, which also needs to be adjusted and adapted. Business philosophy and business ethics enable operators and ordinary employees to deal with these contradictions scientifically and consciously restrain themselves. The perfect corporate image is the result of these adjustments. The regulation function is actually a reflection of the dynamic role of enterprises.
Sixth, radiation function: cultural forces not only play a role in enterprises, but also have an impact on society through various channels. Cultural power radiates through many channels, mainly including media and public relations activities.
How to explain the connotation of corporate culture in the book Management Principles! The connotation of corporate culture lies in its evolution and its potential role. To put it simply, from small to large, the management mode and core are also changing, and small enterprises have fewer people and less energy. Therefore, it is generally managed by experience management. The core idea of this method is that employees can cut corners. It is generally called spur. When a small enterprise becomes a medium-sized enterprise, the relative personnel. After the difficulty of management increases, most of them adopt scientific management, that is, experience management, and cooperate with a set of rules and regulations to achieve clear rewards and punishments, fairness and justice. Its basic core idea also comes from all lazy people. Employees are diligent in order to get rewards and avoid punishment. Finally, it becomes a large enterprise with too many employees and diversified fields and departments. Even multinational enterprises with foreign cultures have different basic cultures and customs. At this time, the management came. Relying on spiritual management and culture to restrict, this management method is the most efficient and effective, supplemented by the above two methods, and mainly based on self-supervision. However, only enterprises with corporate culture can realize it. The core idea of this method is that everyone's values are the same, so how to cultivate corporate culture? First of all, corporate culture is based on this enterprise, no matter who you are or what kind of education you have received. Everyone in this unit has common values, pursuit and cherish. They all cherish the sense of superiority and rich income brought by the prosperity and good reputation of their own enterprises, and regard themselves as part of the enterprise, rather than simply slavery or subordination. They are proud of the social influence and position of their enterprises in the industry. And sincerely want to maintain and improve. Their values are that I am diligent, not for others and the company, but for myself and benefit myself and the company. Colleagues should be harmonious, employees should be positive and so on. Different business processes have created different corporate cultures, derived different group consensus and developed in different directions. The formation of corporate culture needs managers' purposeful guidance and long-term brewing. These are just the management effects of corporate culture, and their functions go far beyond this.
What are the three levels of enterprise information management? It can be obtained through Baidu Encyclopedia: baike.baidu./view/3706445.htm.
Enterprise information management, like enterprise management, is divided into three levels for management:
High-level strategic management: the overall grasp and control of enterprise information and resources;
Middle management: specifically design, organize and coordinate the information of business activities of enterprises, so as to effectively carry out various business activities;
Grass-roots management: manage the process information of business processing.