After reading "Corporate Culture of Greentown", as an employee of Greentown, I am very proud to be in a company that pursues exquisiteness and perfection. It is a very superior exercise platform, and I also feel the pressure, because we are not isolated and face many competitors. If you don't advance, you will retreat. Let's turn pressure into motivation. I firmly believe that as long as we work hard and make unremitting efforts, our work 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.
People-oriented has become a slogan in many places, but respect for people is difficult to implement. Greentown did it. It has achieved all this with a strict system. It combines interests, institutions and people-oriented, and makes them interact, restrict and promote each other, thus achieving an idealized effect. Greentown adheres to this concept, taking "creating a platform for employees" as one of its missions, taking employees as the company's "first product", taking "cultivating excellent employees" as the primary goal of enterprise operation, taking "for the growth of employees" as the reason for the company's existence, and emphasizing that the interests of employees should be put first! The company advocates "people-oriented", takes people as the starting point and center in the process of production and operation, and is committed to the common development of employees and enterprises around stimulating and mobilizing people's initiative, enthusiasm and creativity. "Sincerity, goodwill, exquisiteness and perfection" are the core values of Greentown. Greentown advocates: "Be kind to others, be kind to others and seek truth; Pursuing seriousness, pursuing exquisiteness and knowing each other as one, this is called a colleague. " It is this core value concept of Greentown that has created one boutique project after another that is deeply loved by consumers, and cultivated a group of people who work hard and pursue it.
Ideal, perfect, meticulous and excellent employees. Exquisite products must come from the hands of hard-working excellent employees, and seriousness is the unique and distinctive feature of Greentown people, Greentown products and Greentown services. Greentown people are working hard, and we are trying to repay the company, customers and society with our sincerity and goodwill. With the increasingly prosperous market economy, the society needs more exquisite products, and enterprises need more hard-working employees, so everyone in Greentown is striving for perfection!
I think there is no fixed model for an enterprise to establish its own corporate culture. We should continue to learn through work practice, actively absorb the advanced ideas of other enterprises, and establish a culture with our own employees in combination with the company's reality. Such as business philosophy, management philosophy, service philosophy, risk philosophy, talent philosophy and so on.
An enterprise with excellent culture can survive and develop in the future market competition, and its capital can continuously increase in value and become truly valuable capital. Otherwise, no amount of capital is just a pile of waste paper, because it will be gradually lost in the future market competition.
The quality, character and conduct of corporate culture, in a word, is the taste of the enterprise. In the big family of Greentown, we Greentown people will shoulder our due responsibilities and dedicate our limited life to the infinite cause of Greentown!
Reflections on corporate culture II. Reflections on "Corporate Culture" Whether an enterprise can become stronger and bigger requires not only good products and talents, but also good corporate culture. An enterprise without culture is doomed to have no vitality and competitiveness. Recently, this Harle was very touched when he read Corporate Culture!
Corporate culture is an extension of corporate values; It is an industry norm and thinking habit naturally formed by enterprises in the process of survival and development; It is a feeling that can only be understood, but cannot be expressed. As long as a person stays in one place for a long time, he will gradually be infected by this culture. And then integrate into this culture. System is not corporate culture, slogan is not corporate culture, slogan is not corporate culture, and anything that can be touched, seen and copied in an enterprise is not corporate culture. Corporate culture is a code of conduct and habit of thinking. It is ambiguous, obscure, invisible and invisible in the enterprise, but everyone can feel it. Reflections on 5 Articles of Corporate Culture
Every employee is eager to be an excellent employee and to get the support and appreciation of others. Corporate culture has pointed out the direction for each of our employees. The standard of excellent employees is: faster, better and better as the goal, initiative, responsibility, teamwork and originality as the work style, and passion, willingness and courage as the professional goal.
I think I will try to do the following in my future work:
First of all, we must take a proactive attitude in our work. A person's work attitude reflects his attitude towards life and determines his possible achievements. Work is the projection of life. An optimistic and enthusiastic person, whether at the grass-roots level or as a manager or boss, will think that his work is a sacred duty and take what he likes and enjoys as his mission with strong interest, thus discovering his unique ability. The most important thing is to keep a positive attitude, even if it is hard and boring work, you can feel the value from it.
Second, whatever you do, do your best. Whether this spirit exists or not can determine whether a person can succeed in his future career. If you can give full play to your strengths with flame-like enthusiasm, you won't feel tired no matter what you do. Even if you do the most ordinary work, you can become the most exquisite employee. This tells us that we should work with initiative and hard work everywhere, so that we can make great achievements even in a mediocre career. Pay attention to details, do daily work professionally every day, learn constantly in daily work, innovate constantly when encountering difficulties and persist for a long time.
Kong Ziyun: "Three rescues a day." In our respective posts, we spend every day.
Everyone should ask themselves, did I work hard today? Have you really done your duty? Have all the company's system requirements been seriously implemented? Only in this way can we live up to our mission, dare to take responsibility, keep making progress, and reflect personal value and life significance in promoting the sound and rapid development of enterprises.
Finally, I want to encourage you with the famous words of Paul Cochakin: this is how people should spend their lives. Looking back on the past, he will not regret wasting his time, nor will he be ashamed of being mediocre. Let's keep in mind the chairman's teaching and the essence of the book, bravely shoulder our due responsibilities and put our limited life into the company's infinite career!
After reading the contents of corporate culture, I really understand and understand it this week. The importance of corporate culture to an enterprise, as well as the role of corporate culture, every excellent enterprise. Our corporate culture can be described as Shunchi culture, and the team's learning and growth ability is the ultimate driving force for strategy implementation and company development, and is the foundation of all strategies. Implementing the strategy requires culture and atmosphere. Our action plan is an overall framework, which clearly expresses the integration of core values, strategy formulation, strategy implementation and expected results. Through the implementation of the plan, we will build a strong team. The soul of corporate culture-core values, mission-like passion, insatiable challenge spirit and team spirit of creating miracles, makes everyone full of passion, dare to struggle and dare to challenge, and the person who hopes to create miracles is himself. Only in this way can we surpass ourselves. Everything needs an efficient execution, and the key to execution is determination and attitude. We should match our words with our deeds, not just what we say. Results-oriented is a process of efficient implementation, not a process of coping. Execution is the guarantee of supervision and inspection.
Reflections on corporate culture 4 In the business world, there is a saying: "The system is a brick, and even the best design will have gaps; Culture is mud, everywhere. " As a country lacking in resources, Japan has sprung up on the ruins of war at an alarming rate in less than 30 years. What is the secret? Some people think that Japanese companies make full use of corporate culture to enhance their competitiveness. During the period of rapid economic development in China, all kinds of enterprises also attach great importance to their own internal cultural construction. However, the development of corporate culture in China is not normal, even almost retrogressive. Most enterprises' understanding of corporate culture stays at a very shallow level. I don't think this phenomenon can be completely attributed to enterprises, and the bad orientation of the industry bears considerable responsibility. At present, corporate culture tends to be "generalized". Consulting experts and scholars have published many books on corporate culture, but they often make this problem too complicated, making it a system and difficult to implement. For example, some company leaders said at the beginning that they should make their corporate culture into 25 "views", including talent view, development view, benefit view and so on. According to this idea, corporate culture is a very thick book, but it is not necessary. The simpler the corporate culture, the better. One more thing, the situation of state-owned enterprises and private enterprises is different, because for state-owned enterprises, the pressure of market competition is not great, just finish the work, while private enterprises have to start from scratch, which is very worrying. Therefore, private enterprises are more concerned about how to use corporate culture to manage and improve their competitiveness. In this regard, our hearts are full of pride. In our Dongzhou Group, the culture is simple but profound, which can be summarized as "sincerity, diligence, simplicity and prudence".
Corporate culture includes three aspects: mission, vision and values. The mission is to say what an enterprise does; Vision refers to where the enterprise is going, that is, what goals are to be achieved; Values refer to the way to achieve goals. Here, the most important thing is the management of values. The "value" I understand is the irreplaceability of a thing. For example, enterprises establish "innovation" as their own values, which means that "innovation" is the value orientation that can best guide enterprises to achieve their goals, and it is irreplaceable by other things. The ideal corporate culture is simple and clear values that can help enterprises improve their core competitiveness. Here, I particularly emphasize the word "clear", because I have seen many enterprises, please consult the company to help build corporate culture, which is comprehensive and rich. But it should be thought that the more comprehensive this kind of thing is, the more difficult it is to leave a deep impression on people, and the more difficult it is to generate scolding among employees. From the perspective of humanized management, setting so many rules and regulations for employees' work is not conducive to giving full play to their talents. In addition, enterprises use a lot of manpower, material resources and financial resources, but convey some messy information, which is also a huge waste. The corporate culture of many well-known foreign enterprises is very simple, generally only two or three sentences, at most four points, but it effectively embodies and implements the corporate values, which is the best thing to enhance the core competitiveness of enterprises. The core values of Dongzhou Group are clear: pursuing the service culture of customer first and honesty; Pursuing continuous innovation in technology and management; Realize the harmonious pursuit of enterprise and individual value; Have a sense of social responsibility that will never diminish. And these are often reflected in the daily work of our editorial department. Treat the manuscript casually and carelessly, and you must verify the effects and data mentioned in the manuscript one by one. This is responsible for the author and the greatest respect for the readers.
The establishment of a good corporate culture should include three steps: finding problems through investigation, inheriting the original excellent genes of the enterprise and deeply planting the corporate culture. Let's talk about research first. At present, the culture of some enterprises is not to find problems through investigation and then propose solutions to problems, but to collect them from employees. This is not a scientific method. They think that employees know their own enterprises, but in fact, employees can't stand at the height of the overall situation and master a lot of information to find problems. It is also important to inherit the original excellent genes of the enterprise, which is the key to maintain the stable development of the enterprise. The last and most important point is "deeply planting corporate culture", and "poor ability to deeply plant" is a prominent problem in the construction of corporate culture in China. The main reason for the deep-rooted poor ability is that the cultural system itself is inoperable and there is no scientific operation plan. But in fact, these works are natural and effective after abandoning formal expression. For example, in the fun sports meeting held in Shuyang last time, every employee who participated in it was integrated into it and was naturally infected by the atmosphere of unity and forge ahead. These atmospheres are based on careful investigation in the early stage. So, you have to make sure that you are in front.
In the combing stage of the investigation, we must face the question of whether the corporate culture can be deeply rooted in the hearts of the people. A good corporate culture is dumbbell-shaped, emphasizing both ends and the middle, that is, emphasizing research and deep planting, ignoring formal expression. But now most state-owned enterprises are just the opposite, showing a "spindle shape", emphasizing the two ends and the middle, that is, emphasizing research and deep planting, and emphasizing the floating performance in form.
Corporate culture is not static, it changes with the changes of enterprises to meet the needs of continuous development of enterprises. However, the change of corporate culture should follow the principle of "the core remains unchanged and always changes". For example, a company's corporate culture has three main points. According to the different stages and conditions of development, the company may adjust the order of these points, but the core concept will not change, which is also a manifestation of the company's good adaptability and relative stability. When enterprises need new ideas and vitality, recruitment can also bring these things to enterprises. Recruiting employees with different characteristics can make the corporate culture more inclusive and eclectic, so that all kinds of employees can play the greatest role in the positions that are most suitable for them. At the same time, through recruitment, many new employees who don't know much about corporate culture enter the enterprise. Some of their new ideas and ways of thinking collide and influence each other with the old corporate culture. Finally, they accepted the corporate culture and promoted its development.
The above is our understanding of corporate culture and Dongzhou culture. I hope that the vibrant Dongzhou culture will accompany and promote the growth of Dongzhou. The height of the mountain is man-made, and the enterprise is people-oriented. The company educates people by moral education, strengthens ideological and moral construction, and builds spiritual civilization across the times; The company pays attention to talents, management talents, professional and technical talents and skilled operation talents; The company has established a strong workforce by taking advantage of human resources. Not only achieved economic benefits, but also created social benefits, creating a service brand of Shanxi coal logistics. Focus on the central task of the enterprise, be realistic and pragmatic, and actively carry out work. Every employee is proud to be a logistics person in Shanxi coal industry. Under the leadership of leaders and the efforts of comrades, we have become a mature and stable team in three seasons. On the way forward, Shanxi coal logistics will surely create more glory!
Reflections on enterprise culture. I listened to Teacher Liu's class today. Although it is aimed at middle managers, as an ordinary employee, I am also very inspired after listening to it. Teacher Liu Tian simply divides the work of managers into management and leadership. The former teaches people how to do things correctly, while the latter teaches people to do things correctly. This leads to the concepts of system and culture, execution and leadership, performance and communication, being a man and doing things. As Liu Tian said, for companies in the transition zone of rule of man and rule of law, management can only achieve execution and performance by relying on the system, and the shaping of leaders' moral quality and the corporate culture extended from moral quality will have a great cohesive force and incentive effect on the team. The left hand is management, the right hand is leadership, and the combination of the two can make the enterprise last forever.
Come to the company for more than two years, and gradually understand the real estate industry and companies. Combined with this course, I have the following simple understandings: First, due to the long value chain of the real estate industry and high requirements for risk control and professionalism, each project is like a long-distance relay race, so the knowledge and leadership of managers are highly required, and responsibility is a necessary prerequisite for becoming an excellent manager; Secondly, in terms of system, our company has a profound employee handbook and other systems are also very complete. However, the company's learning and popularization of this system is not enough. Employees either lack respect for the system or use it rigidly. How to respect the system, restrain people's evil side, and how to make good use of the system to improve efficiency are problems that need to be solved. Third, on the day I arrived at the company, a leader told me about the communication between departments, and the phenomenon of pushing the Committee if something happened. I was deeply moved by his confession. As the saying goes, "Birds of a feather flock together." The elites in all departments of the company are capable people in their respective professions. Even for a department and a project, there is an obvious division of labor, and the character is to do preliminary work, project work and sales. Finally, shaping a good corporate culture will inspire and unite people. The talent standard and orientation of enterprises is the birthplace of culture, such as the coupling of old employees and new employees. The quality of enterprise stock talents determines the quality of incremental talents. Whether the stock of talents is inclusive will indirectly affect whether new employees can play their best level in this position.
In addition, I noticed that Liu Tian talked about two factors that determine success or failure in class, one is the system and the other is the mentality. At the same time, it determines people's behavior. Behavior forms habits, habits form character, and character determines success or failure. What is Yicheng's character? What determines this is what kind of system we have. In this environment, what kind of mentality do employees and managers work with? If our enterprises solve these problems and get good answers, they will not worry about survival or development. related articles
After a day of intense and interesting training. This is not only a big step for the company to build corporate culture, but also a great gain for our employees.
First of all, from a personal point of view, Yang Jingli's speech delivered all morning was clear-headed and coherent. The voice is very powerful. Let people realize that this is a person who has accumulated and prepared. It also verifies the famous saying that "opportunities are always reserved for those who are prepared". In particular, the incisive interpretation of the company name "Dabo Jiarui" made me see the inside story of a cultural person.
From the general direction, from the perspective of the company. Transmission of foreground target planning information. Enhanced our expectations and confidence in the company. As an individual, the enlightenment to us is: "I need to think about what kind of speed and steps I need to take in the process of developing with the company in order to keep pace with the company." More directly: "What kind of career plan do I need to make in the process of rapid development of the company? Straighten out your work ideas and take more responsibility for your work.
The core of training closely revolves around the theme of "team building and execution". Speaking of this topic, I have to mention an episode that happened during the afternoon training.
Yang Jingli put forward a targeted and premeditated question to our engineering department, forcing our engineering department to make a commitment on the spot. That is "the supervision of the company's product quality". At that time, I was very impulsive and very heroic and promised "I will come!" In front of everyone. I sat down and thought calmly. Thinking with Yang Jingli's team building theory. The factual answer I stand up to express should be "every employee in our engineering department shoulders the work of quality supervision, especially the employees in our production line, who directly and always participate in this project supervision during the production process." Of course, all this work was carried out under the arrangement and guidance of the leaders of our department.
I was also moved by the strong atmosphere brought by the harmonious family relationship between the boss and his wife. In the boss's words of criticism, praise and true feelings, I saw the elegance of an entrepreneur worthy of emulation by employees.
With the continuous construction of company culture and the efforts of sales colleagues, Dabo's road will get longer and longer. With the efforts of production brothers and other departments, the Great Bode Road will be wider and farther.