Through the study of various concepts of corporate culture, we find that although there is no completely unified definition of corporate culture at present, there is a certain element of * * * between various definitions, that is, corporate culture must be a clear concept, rules and advocacy, must be implemented at the level of organization and employee behavior, and must become a value and behavior choice recognized by all personnel within the organization. The two most critical areas for corporate culture to achieve results are "ideas" and "habits", and the creation of corporate culture must proceed from these two areas, so that corporate ideas can promote understanding between enterprises and customers and stakeholders; Let the behavior habits of enterprises be implemented in the conscious actions of each employee and eventually become the behavior habits of employees.

Based on the above research, combined with Han Zhe Consulting's practice and theoretical research in corporate culture consultation for many years, we give the following definition of corporate culture: corporate culture originates from corporate core values and has continuous cognitive patterns and habitual behaviors. This cognitive model and behavior model enable employees to reach the same cognition with each other, form a psychological contract, and become the basis of employees' thoughts and behaviors.

Combined with the research of relevant experts, we believe that corporate culture has the following six functions, as shown in the following figure:

1. Guidance function

Cultural traction strategy, cultural influence system and cultural change behavior all emphasize the guiding role of culture. Any corporate culture will rely on unique values and standards, subtly affect the goals pursued by the organization, implement the construction and adjustment of enterprise systems and mechanisms, and have great appeal to all employees of the enterprise. Based on the same values and system requirements, employees will gradually form the same, continuous and unique thinking habits and behavior patterns.

Step 2 coagulate

As long as the goals, advocacy and requirements put forward by corporate culture can be accepted by most employees, they can have a sense of responsibility, pride and mission for employees' work, enhance their sense of identity and belonging to the collective, and use the same actions to unite employees to work hard for the goals of the enterprise.

3. Motivation

Enterprise goals and business philosophy are good incentive standards. Enterprise culture gives employees a more acceptable spiritual incentive than discipline and material rewards through enterprise spirit and mutual care, love and understanding among people. This spiritual motivation is based on the mental model and behavior model generally recognized by all employees of the enterprise, which is generated through positive feedback, which is very conducive to encouraging all employees to strive to achieve the goals of the enterprise.

Step 4 limit

The company's cultural atmosphere can restrain thoughts and behaviors in an intangible, informal and non-mandatory way, and form behavioral appeal and management power for all members. Corporate culture includes not only the rules and regulations that all employees must do and cannot violate, but also the moral norms that require employees to "do this and not do that". When this constraint gradually changes from external heteronomy to individual self-discipline, and from the conscious behavior of a few people to the conscious behavior of most people, it will produce a stable and long-term intangible spiritual force, which will naturally play the role of a good atmosphere in enterprises.

Step 5 beautify

Excellent corporate culture is the refinement, conciseness and sublimation of the past development experience and excellent success genes. Through the interpretation of words and the enrichment of external performance systems, such as the expression of core concepts of corporate culture, the presentation of cultural manuals, the design of corporate VI, the optimization of working environment, and the standardization of employee behavior, it will beautify the enterprise and employees themselves and satisfy employees' desire for knowledge, beauty, pleasure and novelty.

6. Coordination role

Corporate culture has the function of coordinating the relationship between enterprises and society, the relationship between employees within enterprises and the values between employees and enterprises, so as to promote the harmony between enterprises and society and employees within enterprises, so as to better meet customer needs and promote enterprise development.