What's your summary after reading a book? It's time to spend some time writing your own thoughts. In order to make you no longer have a headache after writing, the following is a review of corporate culture that I have compiled for you, for reference only. Let's have a look.
Not long ago, I read a news in the newspaper that Haier's boss always insisted on introducing the situation while facing the visitors during the whole process of receiving visitors. Many visitors are puzzled by this "backward working method". People often ask, "Are you a little uncomfortable doing this?" But the answer is always the same. "Facing you is a kind of respect." As we all know, Haier Group is a large international enterprise and enjoys a high reputation at home and abroad. The key factor of Haier's rapid growth as an enterprise giant is that it has forged a corporate culture with its own characteristics, and made it penetrate into the hearts of employees, constantly blooming fragrant flowers, bearing rich fruits and emitting endless vitality and vitality. "Haier" phenomenon and its corporate culture have become the focus of attention and research by many experts and enterprises, and have become the road signs and flags for people to advance.
Having said that, some people may ask: Is corporate culture really that magical? What is corporate culture? Experts have given a definition: corporate culture is the sum of material wealth and spiritual wealth with corporate characteristics created by enterprises in long-term production and operation activities. Externally, it is a banner; internally, it is a centripetal force, and it is the soul and lasting power of an enterprise. Corporate culture includes spiritual culture, institutional culture and material culture. Among them, spiritual culture, also known as corporate philosophy, is the essence of corporate culture and is at the core.
So, how amazing is corporate culture? Zhang Ruimin, CEO of Haier Group, pointed out that you can destroy Haier, but you can't destroy Haier culture. As a philosopher once said, today you heard that Coca-Cola was burned out, and tomorrow you will build a new Coca-Cola because of its culture. It can be seen that the influence of corporate culture on enterprises and employees is far-reaching, and its charm is endless.
Our credit union is a special enterprise dealing in currency, and it also needs to have its own corporate culture. From the perspective of financial risks and competition, our credit cooperatives not only need corporate culture, but also urgently need it. Without corporate culture, the operation and management of our credit cooperatives will lose their soul, their heartfelt motivation and pursuit, and they will only have appearance, but lack connotation and vitality. If they are full of energy, it will be difficult to maintain them for a long time. Unfortunately, the construction of corporate culture of credit cooperatives in China is still in a superficial and primary stage, and it is still in a perceptual and vague understanding. What is the corporate culture of the credit union? I have been thinking for a long time about how to build it. I believe it is also puzzling every credit cooperative employee, and every credit cooperative employee needs to use his own wisdom and efforts to build it. So, how to shape the corporate culture of China's credit cooperatives?
Reflections on corporate culture II. I want to know the purpose of "how to build corporate culture in Huawei".
The first is to build a system. The cultural system of an enterprise usually consists of vision, mission and core values. Since its development, Huawei has been adhering to the unchangeable vision of "enriching people's communication and life" and undertaking the mission of "focusing on the challenges and pressures concerned by customers, providing competitive communication and information solutions and services, and continuously creating maximum value for customers". Its core values are embodied in four sentences: "customer-oriented, hard work, self-criticism, and struggler-oriented."
And "hard work", "self-criticism" and "striving for the foundation" are all embodied around "taking customers as the center"
The preparation of this Law began in 1995, and the Basic Law was promulgated and implemented in 1998, which is divided into objectives, basic business policies, basic organizational policies, basic human resources policies, basic control policies, etc. There are six chapters and 103 internal rules, which fix the vision, mission and values of the enterprise with the formation of the system, and are called the most complete and standardized modern enterprise in China.
"Establishing rules" has become an important magic weapon for the success of Huawei's corporate culture construction.
In the training of old employees, the concept of "making heroes generals" was emphasized. Among them, Huawei University has played an important role and is known as Huawei's "cradle of training generals". What they summed up in practice, such as "changing passive learning into active learning" and "attaching importance to case teaching", has also become the "treasure book" of enterprise university education.
The performance appraisal system from IBM has become a powerful weapon for Huawei's cultural communication. Huawei has truly put the assessment system and evaluation system in place among enterprises across the country. From the boss to employees at all levels, all attitudes and achievements towards labor should be assessed and evaluated. Evaluation is actually spreading culture through an institutional force, forcing you to identify with culture. Many people in the industry believe that Huawei culture is not so much established as evaluated.
Huawei's corporate culture construction involves all aspects and naturally has a lot of remarkable experience. The above three items are the most important inspiration I got when I read the book "Huawei's Corporate Culture" (actual edition), and they are also the "stones from other mountains" that we need to learn from in corporate culture work.
Reflections on corporate culture 3 As a newcomer, I have clearly understood the company's vision, mission, core values and competitiveness since I learned Happy Valley corporate culture handbook. Let me deeply realize that Happy Valley has led the industry, condensed people's hearts for happy culture and brought new happy experiences to China and the world.
In the process of continuous development and growth of Happy Valley, the corporate culture that we recognize today has gradually formed, allowing employees and tourists to "experience a happy journey and feel a happy culture". At work, we should learn to smile and be friendly, and show our vitality and enthusiasm to tourists. Happy Valley's service concept of "advocating three services first and pursuing the perfection of the five meetings", that is, "first sight, first smile, first greeting"; "Know how to guide, praise, detail, perform and cooperate" serves every visitor, so that every visitor who comes to Happy Valley can feel the happy culture, invest in affinity, and let them feel the new, strange and special play experience, thus supporting us more and paying attention to us, and truly highlighting the vision of "building a world-class chain theme park".
Happy Valley's innovative concept: innovation and change, dare to break through. The original intention of innovation has three meanings: to create new things and change, that is, to use the existing basic knowledge and available materials to master the frontier knowledge of related disciplines and produce some novel and unique ideas, viewpoints, methods and products with social or personal value. Happy Valley always adheres to this concept, strives for change, dares to break through, highlights our happy theme culture, grasps the theme of fashion, dynamism and passion, dares to expand market resources, and successfully becomes the leader of China theme parks. This shows that Happy Valley attaches importance to innovation. Only innovation is the source of enterprise progress, and innovation management can give enterprises a constant pursuit of power. Only by innovating, constantly changing, changing our times, keeping us ahead of the fashion of the times, innovating our happy culture, and keeping us ahead of the theme of happy culture, can Happy Valley stand at the peak, make us more advanced and realize our ultimate vision.
In a word, Happy Valley will always be the leader of China theme park, so we can feel how excellent the corporate culture of Happy Valley is. As an intern in the company, I need to study more deeply, deeply understand and practice the concept of corporate culture in my daily work, so that I can live a more fulfilling life and be proud of my excellent corporate culture. At the same time, I am proud to contribute to Happy Valley's entry into a world-class chain theme park. In the future work, we must study deeply and understand deeply, so as to make ourselves an excellent Gu Min.
Thinking about Corporate Culture 4 Learning the book Xinglong Corporate Culture makes me feel that my thoughts have been stirred in an unimaginable way, and my thoughts have been deeply baptized and changed, and even my realm has been sublimated invisibly. Because of the profound connotation of "Xinglong corporate culture", I can't fully understand and comprehend it at the moment, so I can only talk about my feelings and opinions through the most impressive part.
Xinglong family-Xinglong is a big family of employees, Xinglong is a big family of manufacturers, Xinglong is a big family of customers and Xinglong is a member of society. I think this is the spirit of ownership. In today's society, employees' work mentality is everywhere, they are irresponsible for their work, haggle over compensation, shirk their responsibilities and are indifferent to the collective, which has almost become a common problem for employees in enterprises. Such an enterprise is lifeless. Improving employees' sense of ownership, responsibility and self-discipline, so that they can really work as masters, will definitely improve the competitiveness and vitality of the company. Real sense of ownership, only consider what to do now, concentrate on doing it well, neither deliberately thinking about whether it can be done or not, nor whether it can be rewarded. Although sometimes there may be no economic return from work, it is also increasing our human capital and accumulating energy for the development of our career. This is the whole meaning of ownership and dedication. If every Xinglong employee has a sense of ownership, if every Xinglong manufacturer has a sense of ownership and regards Xinglong's internal affairs as his own business, it will inevitably form great competitiveness and vitality. Because everyone will reduce all possible costs and greatly improve a person's potential. As long as we have a sense of ownership, we will think that we are doing something of great value. The sense of ownership is the driving force of our development, which means honesty, teamwork, pragmatism, positivity, professionalism and innovation. With the courage and confidence of "making further progress", we will have the determination to reform and innovate, and we will continue to climb to higher goals.
Socialism with Chinese characteristics is the banner of contemporary China's development and progress, the fundamental guarantee of the country's prosperity, national rejuvenation and people's happiness, and the common goal of the whole party and people. Xinglong is a member of the social family, and contributes to the construction of socialism with China characteristics through the development of enterprises. Xinglong people take "developing chain stores and reporting to the country" as their ambition, and I am willing to contribute my own strength under the guidance of Xinglong spirit.
These are my feelings after studying, and I have a clear understanding of my work, knowing how to do it and how to do my job well.
After reading the 20xx annual meeting and Mr. Bei's corporate culture outline, I am very proud to be an employee of Chaohongji, an international brand company. It is a very superior exercise platform, and at the same time I feel the pressure, because we are not isolated, we are facing many competitors. Let's turn pressure into motivation. I firmly believe that as long as we work hard, as long as we make unremitting efforts, our performance will be improved, our ability and responsibility will be further exercised, and our brand image will be further rooted in the hearts of the people.
Corporate culture is the soul of an enterprise and the spiritual force to promote its development. Chaohongji founded the company in 65,438+0996, founded Chaohongji brand in 65,438+0997, launched the National Design Grand Prix in 65,438+0999, founded the VENTI brand in 20xx, and won the world luxury goods in 20xx.
Zhong Chao, the name of Chaohongji, is the geographical area where the enterprise is located, namely Chaoshan. Acer is China's word, his father's name.
People-oriented has become a slogan in many places, but it is difficult to implement it in respect of people. Chao Acer did it. It uses a strict system to achieve all this, and is very particular about loss calculation. This calculation method is transparent and open, so that every employee can know what kind of inlaying or carving, how much material will be lost and how many finished products can be produced. The system binds everything. The system is like an invisible sword hanging over his head, but it will never easily fall on excellent employees. Liao's general theory is that only the best mental state can achieve the highest work efficiency. Management may be such an act, which combines interests, institutions and people-oriented, and makes them interact, restrict and promote each other, thus achieving an idealized effect.
We Chaohongji, 20xx is the basic year, and 20xx is a year to test the cooperative combat capability of all Chaohongji people. Only when the roots are deep, the tree will be big, can it stand the test of wind and rain, can it stand tall and stand out from the crowd, and expect 20xx to achieve good results.
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