Corporate Culture Construction Questionnaire Design

In the process of corporate culture construction, an in-depth understanding of the current situation of corporate culture has become the most basic and extremely critical link. Corporate culture is the soft, intangible side of an organization. Managers must study the company's specific cultural background and understand the values ??and motivations lurking in the behavior of management and employees in order to evaluate the foundation of the current corporate culture construction and the direction of future corporate culture construction. The corporate culture construction plan must be analyzed and researched based on the company's reality, and then analyzed, sorted, and refined on this basis. Without this foundation, the corporate culture construction plan will undoubtedly be just talk on paper.

Among the elements that constitute the corporate culture of an enterprise, there are many elements that are unique to the nation, industry, and region. These elements can be obtained by managers reviewing literature, contacting and talking to employees, etc. Obtain; there are also some specific and personalized aspects of the enterprise. There are many ways to obtain information on these aspects. Usually we use the following: (1) introduction by business leaders; (2) collection of second-hand information; (3) Questionnaire survey; (4) Discussions and interviews with employees at all levels; (5) Information collection from other channels outside the company.

Among the methods mentioned above, questionnaire survey has become the most commonly used and most effective method in the diagnostic analysis of corporate culture construction due to its wide coverage of questions, large number of employee participation, and high value of information obtained. , has become an important link in this process. How to conduct a questionnaire survey has become a problem that corporate culture builders need to think deeply about. This article analyzes and studies the questionnaire survey method for employees in the construction of corporate culture, hoping to provide some useful reference for managers to conduct surveys.

Corporate culture factor model:

The corporate culture factor model explains various factors that need to be analyzed and studied in the construction of corporate culture, as well as the status and relationship of each factor. The corporate culture factor model takes the employees of the enterprise as the core, with industry and enterprise factors related to employees' personal career development horizontally, and family and social factors related to employees' personal emotions and responsibilities vertically. Centering around corporate culture, employees' views, attitudes, desires, and ideas about the company, industry, family, and society that are closely related to them determine the content of corporate culture.

According to the corporate culture factor model, we can make it clear that employees are the core of corporate culture construction. We believe that corporate culture is inseparable from employees’ personal beliefs, moral principles, values ??and attitudes towards work and life, and employees The company, industry, family and society in which they work play a very important role in the formation of these aspects of employees, and employees' reflections and behaviors in these aspects embody their above-mentioned concepts. However, the research cannot only focus on employees and divergence to other factors, that is, the role between employees and the industry, society, enterprises, and families cannot be just one-way, but should be two-way. While studying the personal values ??of employees, we must also study the values ??that industry, society, enterprises, and families need employees to maintain. Therefore, the questionnaire needs to be designed around employees’ concepts of themselves, the company, the industry, family, and society, as well as the conceptual requirements of the company, industry, family, society, and the employees themselves for their future development. This way, the most common ideas of employees can be sorted out and extracted. thinking characteristics, providing a very useful reference for corporate culture construction.

According to the principles and ideas provided by the factor model, design the overall framework of the questionnaire content, and design specific questionnaire questions based on the following content.

1 How employees know themselves

This part of the content mainly investigates the employee’s personal values, his career development plan, his understanding of his role in the enterprise, etc. , mainly including the following aspects:

(1) Employee career planning: Investigate employees' personal growth aspirations and motivations for growth, and whether they have clear plans for their future development direction and expected goals.

(2) Employees’ professional values: Investigate employees’ attitudes towards work.

Including employees' sense of responsibility and mission, sense of ownership, competition and team awareness, attitude towards difficulties and setbacks, code of conduct to be followed, requirements for work risks and benefits, work motivation requirements, and the strength of the company's sense of belonging. Whether they agree with the company's values ??and code of conduct, and whether they voluntarily abide by disciplines, etc.

(3) Evaluation of an individual’s working situation in the enterprise: Investigate whether the employee’s job is suitable for the use of his or her talents; whether it is in line with his career plan; whether it meets the existing working conditions and work content, changes How strong is the desire for the current status; the length of continuous working time in a position; and also includes his evaluation of the respect, status, treatment, etc. given to him by the company.

(4) Research on working styles: how employees use time at work, their pursuit of work quality, the strength of their safety awareness, etc.

2 Employees’ perception of the enterprise

Employees’ understanding of the enterprise’s methods, styles and habits in operation and management activities, as well as the enterprise’s rules and regulations, organizational structure and corporate culture They will have their own cognition in terms of corporate strategic planning and other aspects. Understanding these cognitions is the best basis for diagnosing the current situation of corporate management. The investigation of employees' perceptions of the company starts from the following aspects:

(1) Evaluation of the company's human resources management: Investigate the way the company appoints, assesses, trains, and promotes employees; whether the performance appraisal and salary systems are Science, whether it can achieve the role of motivating employees; how satisfied employees are with human resource management.

(2) The enterprise’s decision-making and communication model: Investigate the enterprise’s decision-making process, including who makes the decision, who to consult, individual or collective decision-making, etc.; investigate whether the communication within the enterprise is timely and what communication methods are available , which communication method you prefer and how effective the communication is; investigate how the company handles conflicts, including the desire to avoid conflicts or concessions, and the way to deal with conflicts;

(3) Understanding of the company's organizational structure Knowledge: Investigate different management positions and functions and their relative importance; the role and role played by department heads in the work; the centralization and authorization of the organization, whether employees in each position clearly understand their responsibilities; whether there is a smooth progress of work within the organization obstacles.

(4) The leader’s management style: Investigate the leader’s approach and style at work, whether it is interventionist, authoritative, consultative and participatory, or adopts other diverse and flexible methods; Is he pursuing results or is he process-oriented? Is he inclined towards the company's business and profitability or is he inclined towards caring for employees and democracy? Is the leader's image in line with the company's development needs?

(5) Employees’ perceptions and expectations of corporate culture: What employees think is the corporate spirit, core values, and corporate culture concepts currently embodied by the company; what kind of corporate culture employees expect to build , they believe that such a culture is more suitable for the development of the company and can better reflect the demands of employees.

(6) Evaluation and recognition of corporate strategic planning: Examine whether employees are familiar with and agree with the corporate strategy, their personal views on the future development direction of the company, and their description of the future corporate status.

3 Employees’ Family Concepts

Family can be said to be a person’s emotional sustenance, one of the sources of his hard work, and the cornerstone of his career success. Family life shapes an employee's values. Employees' understanding of the relationship between the company and their family also reflects their personal beliefs and concepts to a certain extent, and embodies employees' sense of identity and belonging to the company.

The questions in this part examine the employee’s evaluation of the company in his family, the impact of corporate culture on his life behavior, the recognition and sense of belonging to the company that his family members feel, How employees understand the status and mutual relationship between work and life, how to resolve conflicts between work and life, and how to handle and coordinate their roles between work and life.

4 Employees’ Social Concepts

In the process of development, enterprises need to pay attention to operations and profits. This is the basis for the survival, development and growth of enterprises, so enterprises must play the role of good operators.

On the other hand, enterprises should also assume social responsibilities and contribute to the harmonious development of society, so enterprises must play a social role. The social consciousness of an enterprise is reflected in its behavior and its philosophy, which is inseparable from the social concepts of its employees. Therefore, surveying employees’ citizenship awareness is helpful in diagnosing and building corporate culture.

The core of citizen consciousness is the sense of responsibility to the country and society. It is a very broad concept. In the questionnaire survey on corporate culture construction, only a few questions can be designed. In practice, the author usually Only questions designed to include responsibility awareness and moral awareness will be considered.

5 Employees’ understanding of the industry

With the development of our country’s market economy, not only the division of labor in some traditional industries has become more and more detailed, but also many emerging industries have emerged. Each industry has its own development model, direction and prospects. People in the industry will have their own understanding of the industry. They will evaluate whether the industry is a sunrise industry or a sunset industry, and they will analyze how the industry can develop sustainably. These perceptions will also affect employees' attitudes towards the company and work in the industry. The survey on employees' industry cognition mainly examines employees' confidence in industry development, exploration of development models and description of future goals.

When designing a questionnaire, in addition to clarifying the scope of questions that need to be asked, the following principles should be followed in the design of specific questions and options:

1 Principles to ensure the effectiveness of filling in the questionnaire

Whether a set of questionnaires can ultimately achieve good survey results depends not only on the design of the questionnaire questions, but also the number of questions and the layout design of the questionnaire:

The number of questions More is helpful for investigators to obtain more information. However, the greater the number of questions, the longer it will take to fill out the questionnaire. Respondents will feel tired and may complete the survey hastily, which will affect the reliability of the questionnaire. During the actual investigation, the author found that questionnaires generally use multiple-choice questions, the number of questions is controlled within 25, and the respondents can complete it within 20 minutes. This kind of survey effect is ideal.

Format design is also an aspect that ensures the effectiveness of filling out the questionnaire. Some questionnaires need to take into account the acceptability of the respondents, so the style and layout should be novel and beautiful; in general, the design of the questionnaire should consider whether it is convenient for the respondents to complete the filling, and will not cause problems such as missing questions and wrong selections. . For investigators, since they also need to collect statistics on questions, they must consider how convenient the layout design is for questionnaire statistics.

2 Avoid biased questions

For example, questions like this may appear in some questionnaires:

Do you think you are serious about your work?

A is yes B is not

The general characteristic of these questions is that the content involves the respondent's evaluation of personal character, ability, work attitude, etc. There are also more sensitive questions, such as evaluation of superiors and colleagues, and evaluation of company management. In the registered test, these sensitive questions will lead to biased choices. These questions are relatively straightforward, and the options usually include judgmental words. In this way, the respondents will converge on a certain option when choosing out of consideration of personal emotions and interests, resulting in distortion of the survey results. Therefore, to ensure the validity of the questionnaire, we must avoid biased questions.

3 MECE principle

MECE principle is a principle that McKinsey & Company needs to follow in solving problems. Its main content is: "Mutual independence and complete exhaustion". The purpose of this principle is to help managers clarify their ideas when solving problems and make their ideas as complete as possible. The idea of ??the MECE principle is to start from the highest level of the solution, list the various components of the problem, and analyze whether these contents are independent and clearly distinguishable, and then determine that every aspect of the problem comes from the listed contents. , the listed content includes all aspects of solving this problem. After the first level is determined, continue to discuss the level of detail issues in accordance with the MECE principle.

This method from McKinsey can be used in questionnaire design. A complete set of corporate culture construction questionnaires has been mentioned above. When designing a questionnaire, designers must first clarify what content your questionnaire will investigate and what gains will be gained through this survey. After the final paper design is completed, you should use this principle to test whether the results you want to obtain can be obtained through your questions, and whether there are repeated questions about a certain aspect in your questions. This is the role of MECE principles in overall design. Regarding specific questions, we must first clarify which aspects of the question need to be investigated, and which aspects of the options need to be set to completely cover all possible situations of this question. Then, check whether the options you set have duplication or meaning. Close. For example, the example we gave above was to investigate employees' attitudes towards work, but if we ask questions like this, it obviously cannot reflect the full content of our purpose. For this question, the option design did not take into account the principle of "complete exhaustion". Obviously, some people do not have a definite answer as to whether they are serious about their work and are willing to work hard, so they need to design another option, that is, "C is not clear." There are also some questions that do not take into account the principle of "mutual independence". Let's take this example to illustrate. If the option is changed to:

Do you think you are practical and willing to work?

A Very consistent with B Somewhat consistent with C Generally consistent with D Not very consistent with E Very inconsistent with There is a lot of repetition, so B and D can be omitted and C can be retained. Questions that do not meet the principle of "mutual independence" will confuse the respondents and prevent them from accurately expressing their thoughts when making choices. It is often the case that the actual number of choices is more or less than the specified number of choices.

Summary: This article conducted a detailed analysis and in-depth research on the practical operation of questionnaires in corporate culture construction. I hope it can provide useful reference for managers when carrying out corporate culture construction work. It should be noted that the collection of data and information is a very important step in the construction of corporate culture. The content of the questionnaire and the principles to be followed in this article can also be applied to other aspects of data collection. In short, only by mastering sufficient and detailed data and information can we truly establish a cultural system that is suitable for the enterprise and meets the development of the enterprise.

Thesis on Corporate Culture

The process of economic development can be said to be a process of cultural development

. A successful enterprise must have a sound governance structure, competitive core technologies, innovative entrepreneurs and management teams, and a positive and harmonious corporate culture. Corporate culture is a kind of force. With the development of knowledge economy, it will play an increasingly important role in the rise and fall of enterprises, even a critical role. The power of culture to promote corporate development

is becoming the common sense of more and more successful companies.

Triangle Group was founded in 1976 and is one of the 24 key enterprise groups in Shandong Province and one of the 500 largest enterprise groups in China. "Triangle" is

one of the nine internationally renowned brands cultivated in Shandong Province. It is the first Chinese well-known trademark among tire brands in the country

and the first batch of Chinese famous brand products

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Product. The company's brand culture is rich, and "Triangle" has become the most valuable trademark in the tire industry, worth 1.525 billion yuan. The company currently has more than 800 varieties of radial tires in 6 major categories, 160 specifications and nearly 400 varieties of bias tires in 100

various specifications. Triangle brand tires are produced every year

The production capacity is 20 million sets, including 16 million sets of radial tires. Sales revenue this year is expected to reach 9 billion yuan.

In recent years, Triangle Group has made great efforts to cultivate "integrity, innovation and diligence" throughout the company while strengthening its business management and economic development

The enterprise spirit of the company actively advocates and creates a cultural atmosphere that respects, trusts, cares for, cares for, educates and promotes people, and promotes the "three civilizations" of the enterprise. "The coordinated development of construction has created a spiritual and material path of "Enterprise development reaches new heights in the construction of corporate culture, and corporate culture construction forms characteristics in the development of the enterprise." ***The road to win-win development

. The company has successively won the honors of Weihai City's Advanced Grassroots Party Committee,

Party Building Red Flag Unit, Shandong Province's Advanced Ideological and Political Work Unit, Spiritual

Advanced Unit in Civilization Construction, Corporate Culture Construction Demonstration Unit and National

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Honorary titles such as Advanced Unit for Spiritual Civilization Construction.

Cultivation of spiritual culture,

Building ideological power for enterprise development

The construction of corporate culture of Triangle Group attaches great importance to human factors and strengthens

Adjust the power of spiritual culture, gather the sense of belonging, enthusiasm and creativity of employees

and actively create a triangle enterprise through "two grasps" and "two penetrations"

Cultural highlights.

Grasp the "outer tree image" with one hand. The company emblem of Triangle Group is composed of the trademarks of the sun, moon, earth and triangle. Beautifully printed company emblems can be seen everywhere in Triangle Group, creating a " The development atmosphere is to keep the ball in mind and look at the world. Triangle Group also selected internationally renowned movie stars

Guan Zhilin and "Chinese car king" Lu Ningjun, who has challenged the world's top events - the Dakar Rally several times

as the company's brand spokespersons. The world's

people have shown the Triangle Group's entrepreneurial spirit of constantly pursuing perfection and having the courage to challenge difficulties and challenges

limits, and build an excellent external environment from all levels

image.

Focus on “internal strength”. In recent years, Triangle Group has formulated the "Triangle Group Employee Etiquette Manual", "Youth

Civility Convention", "Employee Professional Ethics Code", etc., starting from the standardization of industrial behavior. text, and organize

employees to study seriously. Corporate cadres set an example and call on employees to strive

to be civilized people. The company has held many modern enterprise economic development training courses to provide employees with situation and task education, which not only enhances employees' sense of urgency and responsibility, but also improves employees' ability to participate in market competition. Awareness

and ability.

Comprehensively improve the overall quality of employees through cultural penetration. Triangle

The Group actively creates new forms and new carriers for employee education. Integrate ancient Chinese literary masterpieces such as "The Analects of Confucius" and "Tao Te Ching" with today's current events, organize employees to learn, and make the essence of them into exquisite articles

The poster is posted in the employee lounge, allowing employees to appreciate the essence of Chinese culture during their leisure time.

Organize employees to watch excellent film and television works such as "The Rise of a Great Power" so that employees can absorb the nutrition of excellent domestic and foreign cultures.

Establish a "College Student Association" among employees, open an "English Salon", etc.

Interest groups, and regularly carry out a series of technology and cultural lectures to provide students at all levels with > Create conditions for employees to improve their cultural accomplishment.

Comprehensively enhance corporate cohesion through emotional penetration. In recent years,

Triangle Group has overcome various difficulties and made every effort to seek benefits and do practical things for employees

and try its best to create

Create conditions to continuously improve the welfare level of employees. These activities make employees deeply feel the warmth from the corporate family.

Triangle Group also has a special corporate manual - "Triangle

Corporate Culture Manual", which is unique among similar domestic companies

Yes. The manual contains in detail the Triangle employee oath, the Triangle brand visual system, the Triangle song, the Triangle corporate philosophy, the Triangle management culture, the Triangle employee code of conduct and major events in the development of the Triangle The minutes are vivid in words and full of pictures and texts, permeating a strong corporate culture atmosphere.

Cultivation of institutional culture,

Building management capabilities for enterprise development

Triangle Group believes that the system must come from practice and from employees

Come; The system must serve practice and must be accepted and implemented by the masses.

The goal of institutional culture construction is to enable managers to transform from simple orders

to consultation and coordination, and from position authority to knowledge authority.

From being alienated from the majority of employees to becoming more friendly. Change the organizational structure of the enterprise from "pagoda type" to "network type", change the leadership from "controlling type" to "guiding type", and make employees change from "controlling type" to "guiding type". "Passive protection type" has been changed to "active creation type", so that the reward conditions have changed from "process type" to "result type", thus making the enterprise orderly and Act vigorously and resolutely, and be lively and full of vitality.

The process of institutionalizing management is the process of instilling management concepts into employees

Since the establishment of Triangle Group, the company has been actively committed to

the construction of corporate systems, formulated a number of rules and regulations, and compiled them into the "Compilation of Rules and Regulations of Triangle Group" to further improve the system. The scientific nature of management

.

The process of institutionalizing incentives is the process of promoting the construction of talent projects

Triangle Group has created an open, fair, just and transparent atmosphere by improving the basic work of employee training, employment and development, and effectively motivated employees to do their jobs. And make a career. Triangle Group

selects top talents, outstanding talents, and technical experts every year, and

strengthens incentive measures that link honor with salary and rewards with contribution,

Let the vitality of talents, knowledge, technology, management and capital fully emerge, let

the wisdom of all employees be fully utilized, and let the elites of the enterprise continue to emerge.

The process of institutionalized communication is the process of enterprises mastering market information and grasping

employees’ ideological dynamics. Triangle Group has a relatively complete set of communication information carriers, including the company newspaper "Triangle News", "Three Corners Voice" radio station, "Triangle Window" TV station, "Factory affairs disclosure column" and the president's mailbox, as well as the Triangle public website, the Triangle office automation website, the Triangle quality website, the Triangle training website, etc., various carriers

Presents the integrity and systematicness of the corporate culture construction of Triangle Group.

Triangle Group also incorporates ideological and political work into the institutional track, insists on

implementing the system of monthly ideological, production, and learning review meetings for grassroots units

, an annual democratic evaluation system for department leaders, an annual heart-to-heart talk system between company leaders and youth league members, a morning meeting system for each department of the company once a day, etc.

The process of service institutionalization is the process of fulfilling "customers first, serving with heart

". Under the guidance of the concept of "market-oriented, customer-centered, and efficiency as the goal", Triangle Group has carried out service standardization activities.

Further standardize the layout of the sales store environment, fully implement the standardization of sales staff's door-to-door services, and launch the "Standardized Terminology for Sales Staff" and "Service Standards", which effectively promotes service quality. improvement.

Cultivation of brand culture,

Building the image of enterprise development

For enterprises to develop and brands to innovate, a strong culture must be formed

Cultural support, use corporate culture with modern operating characteristics to unite employees

workers' morale, encourage employee morale, and better participate in market competition. Triangle

The majority of cadres and employees of the Triangle Group are working hard to enhance

brand value while developing the economy, and have achieved one new innovation after another in the history of the company's development

, created the splendid brand culture of Triangle and shaped a good corporate image

.

Characteristic culture creates brand. In 2006, Triangle Group unified the main color of its sales stores to dark blue. The classic blue is based on the profound exploration and adhering to Triangle's traditional culture. Endowed with a strong modern flavor and the spirit of the times, the market concept of "customer satisfaction is the only standard for our work" and high-quality and efficient service behavior run through the entire sales process

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In the process, the company uses systematic market planning, intensive advertising, advanced

marketing concepts and methods, and close to the style and taste of consumers, from the perspective of culture

Perspective, use cultural means to promote a distinctive brand personality and spread the profound cultural heritage of Triangle, thereby occupying people's hearts, winning the market, and allowing consumers to experience Triangle personally

marketing power and affinity.

High-quality products highlight the brand. Products are like character, and brand is an external reflection of an enterprise's internal quality and a higher-level embodiment of product value. Triangle people firmly believe that only first-class characters can make first-class products, create first-class brands, and achieve global success. In order to speed up the cultivation

of enterprises' core competitiveness that is different and superior to others in technology

, Triangle Group further increases its efforts in basic research and applied research

Investment in research, product development and experimental equipment continues to launch products suitable for different regions and consumer needs in

the international market. And constantly

enrich and improve the company's brand concept, and constantly

Improve product quality and service levels and strive for market share.

Social benefits build brand. While creating economic benefits, Triangle Group also actively participated in public welfare undertakings and created huge social benefits. The company has assisted the Chinese People's Liberation Army Art Center to successfully organize the "Sixth CCTV Military Song Television Contest", and assisted the Shandong Provincial Sports Bureau to successfully organize the "National Tenth National Games Shandong Athletes" "Zhuang Xing Gala", assisted the Provincial Advertising Association and the Weihai Municipal Administration of Industry and Commerce to successfully organize the "Weihai Second Advertising Festival", sponsored the Weihai International Habitat Festival, and sponsored the invitation.

Art troupes such as the Brazilian Song and Dance Troupe, the China Peking Opera Theater and the Shandong Peking Opera Theater

provide residents with high-level artistic enjoyment. Over the years, it has also provided financial and material support for the modernization of the military in the form of supporting the military. The company is enthusiastic about charity and donates a large amount of money every year

to assist students. In response to the national call, it organizes employees to donate money and materials to difficult areas.

In June 2007, during the "Charity Month" in Weihai City ", Triangle Group pledged a one-time donation of 40 million yuan to charity funds to contribute to and serve the society with practical actions.

Cultivation of humanistic culture,

Building cohesion for corporate development

The essence of corporate culture construction is people-oriented. As business owners

people are not only the creators of the company's material culture, but also the shapers of the company's spiritual culture. p>

The main role in an enterprise is directly related to the success or failure of corporate culture construction

Therefore, in the specific production, operation and management process, Triangle Group continues to meet the various needs of employees and is truly people-oriented.

Caring about and caring for people, and meeting the material and cultural life needs of employees.

Sanjiao Group insists on doing 8 to 10 practical things for employees every year, and has successively invested

hundreds of millions of yuan to build employee dormitories, purchase commuter buses, and establish employee organizations

Hospitals, kindergartens, libraries, reading rooms, and recreation rooms regularly show movies to employees

In carrying out the creation activities, the company played the role of the Triangle Group Charity Association, caring for, supporting and rescuing extremely poor employees. The company

has also launched a cohesion project, covering every aspect of employees' lives, from condolences on birth, old age, illness and death, to blessings on birthdays, marriages, and children's studies, etc.

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Aspects. All of these allow corporate employees to experience a sense of belonging and pride in Triangle Group.

Education shapes people and meets the needs of employees who desire to become talents. In order to speed up the construction of

the workforce and establish a relatively complete talent training system,

the company invests a large amount of money every year, in accordance with the principle of "paying equal attention to both internal and external, professional and comprehensive

improve. In response to the relatively weak team of senior technicians, Triangle Group has invested in specialized forces and personnel for training in accordance with provincial and municipal "gold blue collar" training requirements, and strives to provide training in a short period of time Build a backbone team of technicians within a certain period of time

. The company has successively invested in the establishment of employee schools, amateur party schools and audio-visual classrooms, and purchased a large number of scientific and technological reading materials and teaching materials. We have established and improved rules and regulations for talent recruitment and appointment

to create a relaxed and harmonious environment for talents to stand out. A large number of outstanding employees have improved through learning and are all in their respective positions. Outstanding achievements have been made

which have played a strong role in promoting the development of the company.

Respect and trust people, and satisfy employees’ desire to participate in management. Over the past few years, Triangle Group has insisted that all major issues related to the company's major decisions and employee interests

be submitted to the Workers' Congress for discussion, creating a sense of balance within the company

An atmosphere of equality and harmony enhances the cohesion and affinity of the company. Under the guidance of

humanistic management ideas, Triangle pays close attention to the cultivation and management of high-quality talent teams

, and builds a set of talents that can promote the development of the enterprise

Talent, development and retention policies, as well as corresponding incentive, restraint, and elimination mechanisms, have established a platform with interests as the core

Incentive and constraint mechanism, one can go up or down the ladder, and all positions are competitive

For employment. Being open and transparent puts pressure on those in positions and motivation for those below them. It makes those on the job a target of competition and those below the job have a goal to strive for.

The corporate culture of Triangle Group has enriched the spiritual world of Triangle people

, cultivated the thoughts and sentiments of Triangle people, and greatly promoted the business of Triangle

healthy development.

Triangle quickly grew from a little-known tire factory to a well-known leading tire company in China, and increased the pace of internal introduction

and external relations to "build an internationally advanced tire manufacturer". Enterprise, create a world-famous brand"

The goal is moving forward step by step.

The above content is for reference only! Good luck!