On the inheritance and innovation of enterprise cu

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Analysis on the inheritance and innovation of corporate culture

in recent years, corporate culture has attracted the attention of many scholars and enterprises, setting off a corporate culture fever in our country. Not only large state-owned enterprises like corporate culture, but also many private enterprises attach great importance to corporate culture, and have asked for advice, professionals and consulting companies to assist them in the construction of corporate culture. No matter who, in the process of corporate culture construction, will face such a problem: whether to inherit and innovate the corporate culture? How to complete inheritance and innovation

first, the construction of corporate culture needs inheritance, but also innovation

for the problem of "whether inheritance and innovation are needed" in cultural construction, different professionals continue to arouse the endogenous motivation of enterprises, and the views of enterprises are not exactly the same: some emphasize inheritance more and pay less attention to innovation; Some emphasize innovation rather than inheritance; Some emphasize both inheritance and innovation. In the process of corporate culture construction, how to treat this problem correctly? In my opinion, Chinese enterprises need to inherit and innovate in the process of cultural construction

1. This is determined by China's national conditions and the historical background of enterprises.

at present, China is in the process of transforming from a planned economy to a market economy. Although the characteristics of China's market economy have become more and more obvious, due to the short time, there are still a large number of ideas, concepts and consciousness formed under the long-term planned economic system that year. Most of China's enterprises were established and grew up in the process of transforming the planned economic system into the market economic system. In this process, various ideas, concepts and consciousness formed under the planned economic system were naturally brought to enterprises. In addition, the construction of China's market economic system is "crossing the river by feeling the stone", The operation and management of Chinese enterprises operating in this system is also in this state of "crossing the river by feeling the stone"

establishing a perfect market economic system is the goal of China's economic reform and development. Chinese enterprises will eventually be pushed to the market and become the main body of "independent operation and responsible for their own profits and losses", free competition and the survival of the fittest. The requirements for enterprise competitiveness under such an environment are completely different from those under the planned economic system. Therefore, most Chinese enterprises must reshape their competitiveness. Enterprise culture is an important part of competitiveness. In order to ensure that Chinese enterprises are more competitive in the future market environment, we need to inherit the excellent culture formed under the planned economic system in the cultural construction, It is more necessary to innovate the "ideas, concepts and consciousness that do not want to coincide with the market economy" and create a competitive corporate culture

2. This is determined by the guiding role of corporate culture

culture has a strong guiding role. Reform, innovation and development are the main melody of most enterprises in China at present. In this process, excellent culture can guide reform and innovation and become the horn of reform and innovation. In order to ensure that corporate culture can play a guiding role in the reform, innovation and development of enterprises, enterprises need to pay attention not only to inheritance, but also to innovation in the process of cultural construction. Only by creating new cultural ideas can we give play to the guiding function of corporate culture, guide the transformation of employees' ideas, and guide the promotion of enterprise reform and innovation

II. How to fully inherit and effectively innovate

1. Conduct systematic research and evaluation on the existing corporate culture

corporate culture is the sum of values, business ideas, group consciousness and code of conduct formed by all employees in the long-term production and operation process. Corporate culture includes concept culture and system. More than 600 pre meeting experts focused on the "development and innovation" situation culture, behavior culture and material culture of the new material industry. The research on enterprise culture must be systematic and comprehensive. We should conduct in-depth research, systematic analysis and objective evaluation on concept culture, system culture, behavior culture and material culture respectively. Clarify which are excellent cultures that meet the future development needs of the enterprise; What are outdated cultures that hinder the future development of enterprises

2. Fully inherit excellent culture

the inheritance of excellent culture should start from the idea, and fully inherit the excellent idea; The second is to inherit excellent institutional culture, the third is behavioral culture, and the last is material culture. In the process of inheritance, we must pay attention to the concept culture, system culture and behavior. In the future, companies will pay more attention to the matching and organic combination of investment culture and material culture downstream of the industrial chain. In many cases, the four are contradictory rather than organically combined. In this case, we must inherit the four parts separately, not in combination, and throw away all the contradictions and conflicts. For example, the ideas advocated by the company are not consistent with the established system, and there are obvious conflicts. When inheriting, we can't simply throw away such ideas and systems at the same time. Instead, we should analyze the two separately to see whether they can promote the future development of the enterprise. As long as they can promote, they should be retained, and those without promotion should be discarded

therefore, there are four cases of the final result of inheritance: first, retain the idea and abolish the system; Second, abandon the idea and retain the system; Third, revise the concept and adjust the system; Fourth, abandon ideas and abolish systems

3. Effective innovation of outdated culture

on the basis of full inheritance, effective innovation must be carried out for outdated culture. In the process of innovating corporate culture, we must take the innovative concept culture as the core and the innovative concept culture as the guidance to innovate the system culture, behavior culture and material culture respectively

(1) innovative concept culture. The innovation of concept culture is the most difficult, and it is also the core and focus of corporate culture innovation. For the innovation of enterprise ideas, first of all, we must study and analyze competitive enterprises, and fully understand the business ideas and business ideas of competitive enterprises; Secondly, we must analyze and study all kinds of advanced business ideas and ideas at home and abroad, and make full use of them; Finally, we must fully analyze the actual situation of the enterprise itself, and on this basis, innovate the business philosophy and value philosophy of the enterprise, and put forward a more competitive concept culture system

(2) innovate institutional culture. The innovation of institutional culture must be based on the concept culture, and the system that does not conform to the enterprise concept must be modified and improved to realize the full match between the system and the concept, the concept guides the system, and the system reflects the concept

(3) innovative behavior culture. The innovation of behavior culture must be guided by the idea and system, with the idea as the highest requirement and the system as the lowest requirement, and be systematically combed and adjusted item by item, so as to finally realize the consistency between behavior culture and idea culture. The idea guides the behavior, the system regulates the behavior, the behavior practices the idea, and the behavior is based on the system

(4) innovate material culture. The innovation of material culture must also be guided by the concept culture, systematically sort out and check all kinds of material culture, completely eliminate, adjust and improve, and finally realize the consistency between material culture and concept culture

in the actual operation process, the innovation of culture is more about the innovation of system culture, behavior culture and material culture, while the innovation of concept culture will be relatively less. Conceptual culture is the essence and core of culture, while institutional culture, behavioral culture and material culture are the forms and representations of culture. With the development and change of the environment, institutional culture, behavioral culture and material culture are more likely to become obsolete, while conceptual culture is less likely to become obsolete. Innovating institutional culture, behavioral culture and material culture is more about innovating the expression form of idea culture than necessarily changing the essential connotation of idea. In the process of cultural innovation, we must carefully analyze and treat them differently, and don't "throw out the bath water with the child". For example, when GuoShiNa was the chairman of IBM, he innovated IBM culture. He inherited the core value "respect customers" formed by IBM founder Tom Watson, but abolished the requirement that employees "wear dark suits, white shirts, and plain ties" at work, because in the era of Founder Tom Watson, "Wearing dark suits, white shirts and plain ties" is an effective form of customer respect, but in the 1990s when Guo Shina served as the chairman of IBM, this form has become obsolete and does not conform to the external environment. (end)

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