Analysis on the Connotation of Enterprise Culture

With the continuous acceleration of the internationalization of enterprises in China, many business leaders began to attack the construction of corporate culture, which gradually became a symbol of the strong development of enterprises. People also summed up that the management of third-rate enterprises depends on credibility; Second-rate enterprise management depends on system; First-class enterprise management depends on culture? The classic view is that although the leaders of enterprises have improved their understanding of corporate culture construction, their understanding of corporate culture is not very profound.

There are many ways to express the concept of corporate culture:

Father of modern management? Peter. Drucker said? Influence the behavior pattern of a group of people, and then gather knowledge to make people willing to work for the enterprise, so that everyone will always know when and where to do it. ?

Zhao Xiaobing, president of CSR Group, said? Culture is habit, and cadres and employees form good habits of interacting with others through education, system and other means. This is our culture. ?

Some scholars also think:? Corporate culture? , is the enterprise * * * members have values and code of conduct. To put it bluntly, every employee understands what is beneficial to the enterprise, and they all do it voluntarily, and over time they form a habit; After a certain period of accumulation, habits have become natural and firm in people's minds? Ideas? What about this? Ideas? Once formed, it will react (constrain) everyone's behavior in the form of rules and regulations and moral fairness, and gradually become everyone's? Code of conduct? .

American scholar John? Kurt and James. Heskett believes that corporate culture refers to the corporate values and business behaviors shared by all departments in the enterprise, at least the top managers of the enterprise. Refers to the kind of * * * cultural phenomenon owned by various functional departments of a branch company or departments located in different geographical environments in an enterprise. Wait, there are many more.

Scholars and entrepreneurs have their own views and understandings on corporate culture, and they all explain it from different angles. However, if we carefully analyze and understand these viewpoints, we will find that most of them talk about the function and performance of corporate culture. So how to understand corporate culture, or what is corporate culture? The author thinks:

Corporate culture is a unique management, development, management and environmental model formed by the personality and behavior ability of enterprise leaders in the process of enterprise management.

The formation of corporate culture is influenced by three factors:

First, the personality characteristics, moral concepts and behavior patterns of enterprise leaders are the core factors. Because each of us has our own unique personality characteristics and ways to deal with problems, these behaviors have formed the work behavior habits of enterprises, subordinates and employees over time.

Second, the behavior patterns, ideas, ideas and methods recognized by enterprise leaders, and the external advanced ideas and management methods can promote the development of enterprises, and will also be recognized and supported by leaders, thus forming a business and management habit of enterprises.

Third, the incentive factors for the development of excellent enterprises at home and abroad urge enterprise leaders to learn and accept new enterprise development concepts, adopt more advanced methods to manage and operate enterprises, or inject new leadership blood into enterprises to maintain their survival and development.

Of course, there are many factors that affect the formation of corporate culture, such as: national policies; Social development; People's living habits, etc.

Having said that, we can easily find that the key to the formation of corporate culture is the corporate leaders themselves. Therefore, as a leader of an enterprise, we should analyze the influence of our own behavior on the enterprise, learn from each other's strong points, and thus form a corporate culture conducive to the healthy development of the enterprise.