The sum of the highest goal, value system, basic beliefs and enterprise organizational behavior norms. The concept in the textbook: corporate culture is the basic belief and cognition established by enterprises to solve the problems of survival and development, which is considered effective by the members of the organization and enjoyed and followed by them. Corporate culture embodies the core proposition of corporate management and the resulting organizational behavior. "Corporate culture" refers to the values and codes of conduct shared by all members of an enterprise. To put it bluntly, every employee knows what is good for the enterprise, and they all do it voluntarily, and over time they form a habit; After a certain period of accumulation, habits become nature and a firm "concept" in people's hearts. Once this "concept" is formed, it will react (constrain) everyone's behavior and gradually become a "code of conduct" in the form of rules and regulations and moral fairness. Corporate culture refers to the sum of values, business principles, business style, entrepreneurial spirit, ethics and development goals that are gradually formed in practice and recognized and observed by all employees. Corporate culture refers to the values and codes of conduct established by enterprises in their long-term production and operation activities, which are generally recognized and followed by all employees of enterprises. Some people think that corporate culture should be understood from the following aspects: 1. Corporate culture is the basic rules of the game formed in the process of solving the problems of survival and development, so we will always take "solving problems" as the purpose. 2. Corporate culture is considered to be effective, which everyone likes, follows and consciously maintains; 3. Corporate culture is learned. 4. Corporate culture maintains the sustainable development of enterprises. 5. Corporate culture reflects the core value of the enterprise.
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Broadly speaking, culture is the sum of material wealth and spiritual wealth created by human society in historical practice; Culture in a narrow sense is social ideology and corresponding organizations and systems. Corporate culture is the result of the interaction of all members' will, characteristics, habits and scientific and cultural level. It is different from culture, education, scientific research, military and other organizations in cultural nature. Corporate culture is attached to the enterprise, which comes into being with the emergence of the enterprise and dies with the demise of the enterprise. Even without summarizing or proposing external forms of expression, corporate culture still exists. There is a great deviation between the internal essential content and external performance of corporate culture. First, the external manifestation is usually a sentence or a few words, not the whole internal essence; Second, the dross actually existing in corporate culture will certainly not appear in external forms of expression; Third, the external forms of expression are usually relatively stable and will not change frequently, but the essential content of corporate culture is constantly changing due to various factors. Corporate culture plays an important role in the interaction with employees. When a person is hired by an enterprise and becomes a new employee of this enterprise, the corporate culture at this time represents the result of the interaction of most old employees. The interaction between one person and the whole naturally leads to the assimilation of new employees. As for small probability events, if they are not universally representative, they will not be mentioned. Corporate culture is the soul of an enterprise and an inexhaustible motive force to promote its development. It contains a very rich Haier corporate culture.
Content, the core of which is the spirit and values of the enterprise. The values here do not refer to various cultural phenomena in enterprise management, but to the values held by enterprises or employees in enterprises in commodity production and management. Corporate culture is a multi-level ecosystem composed of core layer, middle layer and peripheral layer, which can be roughly divided into concept layer, system layer, behavior layer and material layer according to content, and corporate cultures at all levels are harmonious, unified and interpenetrating. According to the characteristics of corporate culture system structure, Bloomington Consulting Company gives the Home (history-integration-membership-exchange) model of corporate culture construction. Corporate culture in a broad sense, ranging from the United Nations, a country, a nation, a local government, a political party, a trade union, a student union to family and friends, is actually called "organization". But in most cases, this concept is applied to describe the cultural image of enterprises or various non-profit organizations. In modern management, this is a cultural form that is actively shaped through a series of activities. When this kind of culture is established, it will become a norm to shape the behavior and relationship of internal employees, a common value of all enterprises, and play a great role in maintaining the unity and cohesion of enterprise members. This new management theory has been widely valued by modern enterprises.
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12 opinions of professional corporate culture consulting companies on corporate culture: 1, the embodiment of values in management practice, which is the focus of corporate culture analysis and management. 2. Corporate culture is inherited. 3. The continuous growth of value is the fundamental purpose of corporate culture construction. 4. "Poor embeddedness" is a prominent problem in the construction of corporate culture in China. Company activities (17) 5. Personality is the life of corporate culture. 6. The scientific corporate culture system is clear and practical. 7. The combination of qualitative and quantitative is the basis for the formation of corporate culture system. 8. The core of corporate culture construction is recognition and enjoyment. 9. The clear interpretation of corporate culture is the result of external and internal interaction. Corporate culture is not CIS (mental identity MIS+ behavioral identity BIS+VIS) 1 1. Enterprise culture is based on entrepreneur culture 12.
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A successful corporate culture is attractive to the outside and cohesive to the inside. Generally speaking, an excellent corporate culture should have the following six characteristics: First, the values that can be widely recognized by employees. Employees' recognition of corporate culture is the real culture. In actual business management, many business owners or responsible persons have to do things that they don't agree with. Second, the successful practice and verification under the guidance of values. There is a company whose values are like this: be a real person and do things seriously. But when this enterprise and its employees did it, it changed completely. Enterprises often fail to pay wages on time and honor their promises to employees, so bosses fool employees and employees cheat bosses and customers. Their practice is quite different from their "being a real person and doing things seriously". Third, let employees have a sense of mission and let enterprises have positive factors. Excellent corporate culture can not only make employees have a sense of mission and responsibility, but also motivate employees to work actively and make employees look forward to the future. On the contrary, it will make employees feel negative, pessimistic and even commit suicide. Foxconn's recent spate of jumping off buildings proves this point. There are three main reasons for Foxconn employees to jump off a building: first, their personal emotional intelligence in the workplace is low; Second, the pressure of social competition is great; Third, there are problems in enterprise management, which is the most direct and main reason, that is to say, Foxconn's corporate culture construction is not in place. Some employees have negative world-weariness psychology and behavior. Fourth, it is simple and convincing. The core proposition of corporate culture must be concise and clear. We can look at the famous corporate culture at home and abroad and simplify a sentence or a word. For example, Haier's integrity culture-always sincere, not Lip's enterprising culture-we have been working hard. Five, can make the enterprise produce unrepeatable competitiveness. In fact, corporate culture has gone beyond the scope of management, and it is essentially a competitive culture that cannot be copied. The competition of modern enterprises is, in the final analysis, the competition of corporate culture or brand culture. Excellent corporate culture is the most powerful competitive weapon for enterprises and cannot be copied. Six, can make employees have deep feelings for the enterprise. Corporate culture can not only improve employees' sense of ownership and noble sentiment, but also make employees have deep feelings for the enterprise. No matter where they go, employees are always full of nostalgia for everything in the enterprise, and there is always a sense of intimacy when they hear or see the representative figures, signs, advertisements and products of the enterprise.
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The wholeness and systematicness of the whole cultural construction Based on more than ten years' experience in cultural construction, Beihua summarized the experience in corporate cultural construction. Establish an effective service system, adapt to the needs of the times and enterprise development, combine the experience of enterprise culture construction with the actual needs of enterprises, and gradually explore a set of enterprise culture sub-system construction model. Its functions can be summarized as: self-cohesion, self-transformation, self-adjustment, self-improvement and self-continuation.
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1, American scholars John Kurt and james heskett believe that corporate culture refers to the corporate culture of an enterprise.
A department, at least the top manager of an enterprise, has the values and business behavior of the enterprise. ..... refers to the * * * cultural phenomenon shared by all functional departments of a branch company or departments located in different geographical environments in an enterprise. 2. According to Tres Deere and allen Kennedy, corporate culture is values, heroes, customs and ceremonies, cultural networks and corporate environment. 3. william ouchi believes that corporate culture is "enterprising, defensive and flexible-that is, the values that determine activities, viewpoints and behavior patterns. 4. Corporate culture is a new modern enterprise management theory. If an enterprise really wants to enter the market and embark on a road of rapid development, good efficiency, continuous improvement of overall quality and coordinated economic development, it must popularize and deepen the construction of corporate culture. 5. Corporate culture can be divided into broad sense and narrow sense. Enterprise culture in a broad sense refers to the material culture and spiritual culture with its own characteristics created by enterprises; In a narrow sense, corporate culture is the sum of business purposes, values and moral codes of conduct formed by an enterprise with its own personality. 6. Corporate culture is an organic and important part of social and cultural system. It is the comprehensive reflection and expression of national culture and modern consciousness in the enterprise, the enterprise characteristics and group consciousness formed under the influence of national culture and modern consciousness, and the code of conduct produced by this consciousness. 7.( 1) Corporate culture is a norm gradually formed among working groups. (2) Corporate culture is the main values that an enterprise believes in and the condensation of far-reaching values, myths and heroic symbols. (3) The purpose of corporate culture is to guide enterprises to formulate policies for employees and customers. (4) Corporate culture is the "principle" of enterprise survival and competition, and it is the "inherent law" that new employees must master if they want to be hired by enterprises. (5) Corporate culture is the feeling or atmosphere conveyed by the layout of objects in the enterprise, and it is also the way for members of the enterprise to communicate with customers or other external members. (6) Corporate culture is a corporate culture composed of traditional atmosphere, which means the company's values, such as enterprising, defensive or flexible-these values constitute the norms of the company's employees' vitality, views and behaviors. Managers practice and instill these norms into employees and pass them on from generation to generation. (7) Corporate culture is a certain cultural concept and historical tradition formed in an enterprise, with the same values, ethics and life information, which unifies various internal forces under the same guiding ideology and business philosophy and converges in the same direction. (8) Corporate culture is a mixture of economic significance and cultural significance, that is, the values and codes of conduct formed in the corporate world have a cultural impact on people and society. Not knowledge cultivation, but people's attitude towards knowledge; Not profit, but profit psychology; It is not interpersonal relationship, but the philosophy of dealing with people in interpersonal relationship. Corporate culture is something that permeates all the activities of the enterprise and is the virtue of the enterprise. (9) Corporate culture refers to the basic information of an enterprise organization, and it is a basic viewpoint to test the internal and external environment of an enterprise with basic values. It is the code of conduct and value system that all members of the enterprise abide by and believe in together, and it is the philosophical idea that guides people to do their work. (10) Corporate culture is a spiritual wealth and material form with its own characteristics created by enterprises in their production, operation and management activities under certain social and historical conditions. It includes cultural ideas, values, enterprise spirit, moral norms, codes of conduct, historical traditions, enterprise system, cultural environment, enterprise products and so on. Among them, values are the core of corporate culture. The latest view of corporate culture: corporate culture can be planned. Enterprises should go public, management should go public first, and values should go public first! Zhang Ruimin once said, "Haier only did one thing in 17, and that was innovation". If there is anything about Haier's success, it is the characteristic culture established by Haier and the fact that it has only done one thing for many years. Over the years, many enterprises went to Haier to learn from the scriptures and took away a lot of materials, but China didn't really create a few "Haier". Why? Because the form is easy to resemble but the spirit is difficult to resemble. Yang Mianmian, president of Haier, also said: Everyone says that the core of Haier is innovation culture, but how to make innovation fall to the ground. Haier's success lies in its persistence in culture for 20 years. Why can't Haier's management model move away? Because this management mode is both boring and hard. Yang Mianmian said that people have three quotients: EQ, IQ and resilience quotient, and resilience quotient is the most difficult to achieve, which is also Haier's culture. Culture is "Tao", which runs through the development of enterprises and always penetrates into all the details and systems of enterprises. Culture is intangible but more powerful than tangible things, and it is the core of enterprises in the era of "idea wins". Therefore, Yingteng Consulting believes that excellent enterprises should not only go public, but also go public in culture and values.
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preliminary study
In the early 1980s, Terrence Deere, a professor at Harvard University's School of Education, and Allen Kennedy, a consultant of McKinsey & Company, accumulated a wealth of information in their long-term business management research. In half a year's time, they made a detailed investigation of 80 enterprises and wrote a book "Corporate Culture-Custom and Etiquette of Enterprise Survival". After the book was published in July, 198 1 became the best-selling management book. Later, it was rated as one of the most influential 10 management books in 1980s and became a classic about corporate culture. It points out with rich examples that excellent and successful enterprises have a strong corporate culture, that is, all employees abide by it, but this is often a natural agreement rather than a written code of conduct; There are various rituals and customs to promote and strengthen these values. It is the non-technical and non-economic factors of corporate culture that lead to these decisions, the appointment and dismissal of personnel in enterprises, and the behavior, clothing hobbies and living habits of employees. In two enterprises with almost the same other conditions, due to the strength of their respective cultures, the consequences for the development of enterprises are completely different.
The historical inevitability of editing this paragraph
First, due to the development of productivity and the popularization and application of new office tools such as the Internet, some changes have taken place in the daily management rules of enterprises, and the changes in labor tools require the renewal of ideas; Second, the proportion of intellectual factors in labor has increased, and the number of mental workers has increased relatively. Accordingly, enterprise managers can no longer regard these high-quality employees as robots, but should give employees emotional respect and rational respect; Third, with the development of productive forces, people's demand level is rising, and enterprises must adapt to this new situation, so as to formulate management methods suitable for modern people, which has the same realistic basis as the proposal of "social man" in management science; Fourth, competition has intensified. In order to win in the competition, while improving labor efficiency, the enthusiasm and creativity of employees are becoming more and more important in labor. Enterprises must put forward values that meet the needs, such as innovation, service and reputation. Fifth, with the expansion of enterprise scale and the emergence of multinational companies, thousands of people, even people of different nationalities and nationalities, need to unify their thoughts, concepts and behaviors.
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Deere and Kennedy summarized the whole theoretical system of corporate culture as five elements, namely, corporate environment, values and the core of British corporate culture.
Heroes, cultural ceremonies and cultural networks. Enterprise environment refers to the nature of an enterprise, its management direction, its external environment, its social image and its connection with the outside world. It often determines the behavior of enterprises. Values refer to the unanimous understanding of whether an event or an action is good or bad, good or evil, right or wrong, and whether it is worth emulating. Values are the core of corporate culture, and unified values enable members of the enterprise to have unified standards when judging their own behaviors, and use them to choose their own behaviors. Hero refers to the core or personified figure of corporate culture, whose role is to serve as a living example and provide an example for other employees in the enterprise to follow, which plays an extremely important role in the formation and strengthening of corporate culture. Cultural ceremony refers to all kinds of commendation, reward activities, gatherings and entertainment activities in enterprises, which can dramatize and visualize some things happening in enterprises, vividly publicize and embody the values of enterprises, make people understand the connotation of corporate culture through these lively activities, and make corporate culture "entertaining". Cultural network refers to the informal information transmission channel, mainly to spread cultural information. It is composed of some informal organizations and people and a specific occasion, and the information it conveys can often reflect the wishes and mentality of employees. According to the definition of corporate culture, the content of corporate culture is very extensive, but the most important thing should include the following:
Management philosophy
Business philosophy, also known as enterprise philosophy, is a unique methodological principle for an enterprise to engage in production and management activities. It is the basis of guiding enterprise behavior. In the fierce market competition environment, enterprises are faced with various contradictions and choices, which requires enterprises to have a set of scientific methodology to guide and a set of logical thinking procedures to determine their own behavior. This is the management philosophy. For example, Matsushita of Japan "emphasizes economic benefits, attaches importance to the will to survive, and strives for survival and development in all things", which is its strategic decision-making philosophy. Beijing Landao Commercial Building was established in 1994. Guided by the business philosophy of "honesty first, friendship supreme" and "showing righteousness with affection, taking advantage of righteousness, and combining righteousness and interests", the turnover doubled within three years of its establishment and jumped to the fourth place in the capital business circle.
values
The so-called values are the basic viewpoints that people evaluate the existence, behavior and behavior results of people (individuals and organizations) based on some utilitarian or moral pursuit. It can be said that life is to pursue value, and value determines the pursuit of life. Values are not the embodiment of people at a certain moment, but a system of values formed in long-term practical activities. Enterprise's values refer to employees' evaluation of the meaning of enterprise existence, business purpose and business purpose, and their pursuit of a holistic and alienated group consciousness, which is the common value criterion of all employees of the enterprise. Only on the basis of the same value criterion can the correct value goal of the enterprise be produced. With the correct value goal, there will be the behavior of striving for the value goal, and the enterprise will have hope. Therefore, the enterprise values determine the behavior orientation of employees, which is related to the life and death of enterprises. The values that only pay attention to the economic benefits of enterprises will deviate from the socialist direction, which will not only harm the interests of the country and the people, but also affect the corporate image; If we only pay attention to the values of immediate interests, we will be eager for quick success and instant benefit, engage in short-term behavior, and make enterprises lose their stamina and lead to extinction.
spirit of enterprise
Enterprise spirit refers to the spiritual outlook carefully cultivated by enterprise members according to their own specific nature, tasks, purposes, requirements of the times and development direction. Enterprise spirit should be embodied through the conscious practice of all employees in the enterprise. Therefore, it is the externalization of the concept consciousness and enterprising psychology of enterprise employees. Enterprise spirit is the core of enterprise culture and plays a leading role in the whole enterprise culture. Enterprise spirit is based on values and driven by value goals, which plays a decisive role in business philosophy, management system, moral fashion, group consciousness and corporate image. It can be said that enterprise spirit is the soul of an enterprise. Enterprise spirit is usually expressed in some philosophical and concise language, which is convenient for employees to remember and often used to motivate themselves; It is also convenient for external publicity and easy to form an impression in people's minds, thus forming a distinctive corporate image in society. For example, the spirit of "a fire" in Wangfujing Department Store is to illuminate and warm every heart with the light and heat of the people in the building, and its essence is dedication to service; The spirit of "seeking truth from facts, pioneering and enterprising" in Xidan Shopping Mall embodies the value concept of seeking truth from facts as the core and the business style of being sincere and trustworthy and pioneering and enterprising.
commercial morality
Enterprise ethics refers to the sum of the behavioral norms that adjust the relationship between the enterprise and other enterprises, enterprises and customers, and employees within the enterprise. From the perspective of ethical relations, enterprises are evaluated and standardized with moral categories such as good and evil, public and private, honor and disgrace, honesty and hypocrisy as standards. Different from legal norms and institutional norms, business ethics is not so mandatory and binding, but it has a positive demonstration effect and strong appeal. When it is recognized and accepted by people, it has the power of self-restraint. Therefore, it has wider adaptability and is an important means to restrain the behavior of enterprises and employees. The reason why China's time-honored Tongrentang Pharmacy can last for more than 300 years is that it integrates the excellent traditional virtues of the Chinese nation into the production and operation process of enterprises, forming a professional ethics with industry characteristics, that is, "helping the world and strengthening the body, striving for perfection, not deceiving children, and treating them equally."
group consciousness
Group is organization, and group consciousness refers to the collective concept of organization members. Group consciousness is an important psychological factor in the formation of internal cohesion in enterprises. The formation of enterprise group consciousness makes every employee of the enterprise regard their work and behavior as an integral part of realizing enterprise goals, makes them feel proud of being a member of the enterprise, and has a sense of honor for the achievements of the enterprise, so as to regard the enterprise as the same body and ownership of their own interests. Therefore, they will strive to achieve the goals of the enterprise and consciously overcome behaviors that are inconsistent with the goals of the enterprise.
corporate image
Corporate image is a corporate culture that is manifested through external characteristics and operational strength and recognized by consumers and the public.
The overall impression of the enterprise. The corporate image expressed by external characteristics is called superficial image, such as signboard, facade, logo, advertisement, trademark, clothing, business environment and so on. It gives people an intuitive feeling and is easy to form an impression; The image expressed through management strength is called deep image, which is the concentrated expression of internal factors of the enterprise, such as personnel quality, production and operation ability, management level, financial strength and product quality. The surface image is based on the depth image. Without the deep image, the surface image is false and cannot be maintained for a long time. Because circulation enterprises mainly deal in goods and provide services, and have more contact with customers, the superficial image is particularly important, but this does not mean that the deep image can be put in a secondary position. Xidan Shopping Mall in Beijing has set up a corporate image of "treating people sincerely, touching people sincerely, treating people sincerely and treating people sincerely", and this service is based on beautiful shopping environment, reliable commodity quality and real price, that is, taking solid material foundation and operational strength as the guarantee of quality service, realizing the combination of superficial image and deep image and winning the trust of customers.
Enterprise system
Enterprise system is formed in the practice of production and operation, which is mandatory for people's behavior and can guarantee certain rights. From the hierarchical structure of enterprise culture, enterprise system belongs to the middle level, which is the expression of spiritual culture and the guarantee of material culture realization. As a model of employee's code of conduct, enterprise system enables individual activities to be carried out reasonably, internal and external interpersonal relationships to be coordinated, and employees' interests to be guaranteed, so that enterprises can be organized in an orderly manner and work hard to achieve enterprise goals.
corporate culture
Corporate culture structure refers to the temporal and spatial order, primary and secondary positions and combination modes among the elements in the corporate culture system, and it is the proportional relationship and positional relationship of the composition, form, level, content and type of corporate culture. It shows how these elements are linked to form the overall model of corporate culture. That is, enterprise material culture, enterprise behavior culture, enterprise system culture and enterprise spiritual culture form.
Enterprise mission
The so-called corporate mission refers to the role and responsibility that enterprises should play in social and economic development. It refers to the fundamental nature and reasons for the existence of enterprises, explains the business fields and business ideas of enterprises, and provides the basis for the establishment of enterprise goals and the formulation of strategies. The mission of an enterprise should explain the scope and level of its activities in the whole social and economic field, and specifically express its identity or role in social and economic activities. It includes the business philosophy, purpose and image of the enterprise.
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Depending on the task and mode of operation
Deere and Kennedy divided corporate culture into four types: strongman culture; Work hard and enjoy culture; Solve cultural problems; Process culture. 1, tough guy culture. This culture encourages internal competition and innovation, and encourages adventure. Characteristics of corporate culture with strong competitiveness and fast product renewal II. Work hard and enjoy culture. This kind of culture pays equal attention to work and entertainment, and encourages employees to complete less risky work. Corporate culture characteristics of weak competitiveness and relatively stable products. 3. Gambling culture. It has the characteristics of putting all your eggs in one basket on the basis of careful analysis. Generally speaking, corporate culture is characterized by large investment and slow results. 4. Process culture. This culture focuses on how to do it, and there is basically no feedback on the work, so it is difficult for employees to measure what they have done. Corporate culture with strong authority and ability to complete tasks step by step.
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Guiding function
The so-called guidance function is to guide the leaders and employees of enterprises through it. The orientation of corporate culture contributes to corporate culture.
Mainly can be reflected in the following two aspects. 1. Guidance of management philosophy and values. Management philosophy determines the way of thinking and the rules of dealing with problems in enterprise management. These methods and rules guide operators to make correct decisions and guide employees to engage in production and business activities in a scientific way. The enterprise's * * * same value concept stipulates the enterprise's value orientation, which enables employees to form a * * * understanding of things and have the same value goal. Leaders and employees of enterprises act for the value goals they set. American scholars thomas peters and George W. Robert Waterman pointed out in the book "Pursuing Excellence" that "all the excellent companies we have studied are very clear about what they stand for, and have seriously established and formed the company's value standards. In fact, if a company lacks clear values or incorrect values, we doubt whether it is possible to achieve operational success. " 2. Guidance of enterprise goals Enterprise goals represent the direction of enterprise development. Without a correct goal, it is equivalent to losing the direction. A perfect corporate culture will set the development goal of the enterprise from reality and with a scientific attitude, which must be feasible and scientific. It is under the guidance of this goal that enterprise employees engage in production and business activities.
Constraint function
The binding function of corporate culture is mainly realized by perfecting management system and moral norms. 1. Effective rules and regulations are one of the contents of corporate culture. The enterprise system is the internal laws and regulations of the enterprise, and the enterprise leaders and employees must abide by and implement it, thus forming a binding force. 2. The restraint of moral norms is to restrain the behavior of enterprise leaders and employees from the perspective of ethical relations. If people violate the requirements of moral norms, they will be condemned by public opinion and feel guilty psychologically. The ethical standard of "saving the world for health, striving for perfection, not being unfaithful and treating everyone equally" in Tongrentang Pharmacy restricts all employees to operate in strict accordance with the technological process, strict quality management and strict discipline.
Coagulation function
Corporate culture is people-oriented and respects people's feelings, thus creating a harmonious atmosphere of unity, friendship and mutual trust within the enterprise, strengthening group consciousness and forming strong cohesion and centripetal force among employees. * * * The same values form the same goals and ideals. Workers regard the enterprise as a body of the same destiny and their work as an important part of achieving the same goal. The whole enterprise keeps pace and forms a unified whole. At this time, "the factory prospers me and the factory declines me" has become the sincere emotion of employees, and "loving the factory as home" will become their practical action.
Incentive function
* * * The same values make every employee feel the value of his existence and behavior, and realizing self-worth is the corporate culture of people.
The satisfaction of the highest spiritual needs will inevitably form a powerful incentive. In the people-oriented corporate culture atmosphere, leaders and employees, employees and employees care about and support each other. Especially the leaders' concern for workers, the trade union will feel respected and will naturally cheer up and work hard. In addition, the enterprise spirit and corporate image have a great incentive to employees, especially when the corporate culture is successfully built and has an impact on society, employees will have a strong sense of honor and pride, and they will redouble their efforts to safeguard the honor and image of enterprises with their own practical actions.
Adaptive function