The basic connotation of corporate culture theory refers to the six management theories that reveal its revolutionary thought, namely, creation theory, definition theory, value theory, humanism, revolutionary doctrine, corporate culture criticism theory.
Create the doctrine. Corporate culture is the background of the oil crisis, the US business and management through the domestic enterprise management and Japanese business management comparative study, resulting in a new management theory. The corporate culture theory has brought the world enterprise management into a new stage.
Define the doctrine. The definition of corporate culture is the classic writer has long been identified, not free to interpret and romance. "Z theory" that: a company's culture, mainly by its traditions and atmosphere, but also should include a company's values. "Seeking advantages" that: corporate culture is the essence of traditional culture, combined with contemporary advanced management strategies for enterprise employees to build a set of values, behavioral norms and environmental atmosphere. "American entrepreneurial spirit" that: corporate culture is to create and accept a new concept, a new vision, a new spirit of a culture. To sum up is: corporate culture is based on the principle of people-oriented, that is, to respect the human personality and value, promote human development as the center, take the essence of traditional culture, create and accept new values, new eyes, new spirit, Combined with contemporary advanced management strategies, for workers to build a set of values and environmental atmosphere.
Values theory. The doctrine emphasizes that corporate values are the core of corporate culture, corporate values are about people, that is, on people's values. Enterprise values are about people or about things, in other words, whether it is obvious respect for the individual, the development of people as the center, is the distinction between and distinguish between true and false corporate culture logo. Corporate culture before the old management, see things not see people, the kind of "enterprise development", "safe production", "capital expansion", "GDP" and so on in the first, are based on the material.
Humanism theory. The doctrine emphasizes that there is no people-oriented culture, corporate culture against "tube pressure penalty", "tube card penalty" is not corporate culture. (2) put forward the principle of "people-oriented"; (3) Put people-oriented values on all the elements of the enterprise. (3) Put the people-oriented values into the enterprise's all-embracing factors. The central position; ⑷ people-oriented global enterprises have become a magic weapon for success.
Revolutionary doctrine. (3) the scientific definition of "people-oriented" ("successful business"), and (3) the scientific definition of "people-oriented" ("successful business Always think of ordinary workers as the fundamental source of quality and productivity, ... ... have a deep-rooted basic tenet, that is: respect for individuals, so that employees become winners, so that they succeed. "" Seeking advantages ") ⑷ scientific definition (Corporate culture); (a corporate culture should be corporate environment, values, heroes, ceremonies, communication network, they are based on the concept of value. "Enterprise environment is the biggest factor in the formation of corporate culture, and business Culture is the enterprise in this environment, in order to obtain success must take all the strategies reflected. "" Corporate culture "); ⑸ launched a lot of typical enterprises.
Corporate culture criticism theory. In addition to the school to identify the true and false corporate culture, "the originality" and other 10 standards, "concept law" and other six methods, "find the ancestral ancestors" and other seven construction models, but also put forward a simple and popular with "six See "to identify the true and false corporate culture approach:
A look at the idea: employees are the most valuable wealth of enterprises, or other is the most valuable asset;
Second look at the action: what did the employees do, or ask the staff to do anything;
Three to see the system: to guide employees to strive for excellence, or forced employees to obey;
Four to see evaluation: positive incentive induction, or tube punches;
Five to see the atmosphere: advocating progress, or backward conservative;
Six to see leadership: words and deeds consistent, or mouth is not heart.
("Six theories" theory from Wang Changgen "beautiful management" and "embarked on the truth - corporate culture criticism theory").
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