How to build a healthy corporate culture

, helps to form **** the same values within, and promote better development of the enterprise If another way of saying, a healthy corporate culture will be clearly manifested in the core spirit of the enterprise and the work style of the two aspects, then it is not difficult to understand, in fact, the corporate culture to a large extent is a reflection of the boss's culture, the boss's preferences trend determines the framework of the corporate culture. In general, personal decision-making strong leadership, does not have a strong cohesion; and the leader of the personal cohesion is very strong, personal decision-making power will be slightly less. Bosses should balance the relationship between the two, otherwise some bad situations will occur. Take decision-making power as an example. In layman's terms, decision-making power is also the strength of personal expression. People with a strong desire for personal expression will reject their peers. Such a boss, usually do not allow subordinates to dance with him on the same stage, in the decision-making often negate the subordinates of the idea, management is always picking the subordinates of the wrong, will eventually lead to some capable subordinates can not accept this management style and choose to leave. On the contrary, the personal performance of the weak will attract talent, such bosses are usually good at using the people around them, so that the people around them to show their strengths, but due to the boss's own decision-making power is not strong, the enterprise can only do medium-sized level. And healthy corporate culture, like healthy blood without any germs, both with a strong cohesion, but also has a strong radiation, but also has a very strong guidance function. The boss has these two forces, we must exclude some of the personnel who are not suitable for this culture, deposition of a number of people with the same values ****. The final result is that the employees who enter the company and stay are all working in the same direction. In other words, it is a group of people with similar ideas to do something together. In fact, this kind of corporate culture has the principle of exclusivity at the same time. For example, Huawei's corporate culture is a kind of wolf culture, can not accept the wolf culture of people basically will not stay in this enterprise. This also shows the style of doing people, will not be integrated will be ostracized, and finally can only go away. This is the reason why some newcomers to a certain company, and soon left again. It can be said that this is the natural effect of a healthy corporate culture. As an example, the owner of a private enterprise doesn't really like to pry into other people's privacy, so the people who stayed down below basically conformed to this principle. One year he recruited a production director, this person to the company often ask questions, even everyone's private matters he has to ask. So everyone unanimously reflected that this person has character problems, of course, the boss will not keep him here to stay. Another effect of a healthy corporate culture is assimilation. Because not into a business are not the same mode of thinking people, can not be identified in the interview can be very clear, but after a long period of corporate culture, they accept the concept of corporate culture, and strive for the development and growth of enterprises and gradually improve their ability to work. The world's respected corporate culture of large enterprises no one denies his excellence, hundreds of years of development are summarized in the essence of the inevitable. So, some people suggest to imitate the practice of that can be, but copied and adapted from the corporate culture does not see will be applicable to the start of the Chinese SMEs. On the one hand, there are obvious differences between Eastern and Western cultures, and on the other hand, certain cultures need to be developed to a certain extent before they can show their effect. Therefore, for more bosses, the most important thing is to improve their own personal decision-making ability and cohesion, and the two are indispensable in the development of the enterprise culture will lead to a healthy and upward path, so that the enterprise is no longer a dream to become bigger and stronger, "small boss" identity will be a natural transition.