Organizational culture组织文化

Organizational cultureAbstract: Organizational culture is the intangible assets of the enterprise, is the core competence of each enterprise and it plays an important role in the development of enterprise, even is related to enterprises survival.However, organizational culture is not unchangeable and immutable, but should be continuous development.Organizational culture has condensed function, guide function, incentive function, constraint function. The second special motor LTD in Nanjing in after a period of development has been a rapid development of organizational culture, but there are still some problems, this article will analysis from the following several aspects, put forward the solution.Key words: Organizational culture Construction Strategy Along with the continued development of reform and opening up, along with the state-owned reform gradually thorough, as we gradually into the WTO, especially with the growing of private economy, the economic situation of our country changed, every aspect of the situation in the economic field has great changes have taken place: on the basis of the market and the combination of national regulation to preliminary establishment of socialist market economy, with public ownership as the main body, a variety of ownership economy common development of the economic system established, to distribution according to work as the main body, a variety of modes of distribution coexist system has begun to take shape, dominated by the state, give full play to social and personal power of the social security system has begun to take shape. Facing this kind of dramatic change and profound changes, as the main body of the socialist market economy enterprise, in order to ensure survival and development in the fierce market competition, it is necessary to promote the development of the enterprise each work, and organizational culture construction is one of the important items. So how does the social change of role in the corporate culture? organizational culture should be how to adapt to different stages of development? This article to analyze this problem from the perspective of organizational culture construction and put forward their own views. 1. Modern organizational culture and the second special motor LTD in Nanjings overview （1） The definition of corporate culture There seems to be wide agreement that organizational culture refers to a system of shared meaning held by members that distinguishes the organization from other organizations. This system of shared meaning is, on closer examination, a set of key characteristics that , in aggregate, capture the essence of an organizations culture.Innovation and risk taking. Attention to detail.Outcome orientation.People orientation. Team orientation. Aggressiveness.Stability.And in general, the organizational culture can be divided into three levels: surface layer of organizational culture, deep shallow culture and organizational culture. Three levels system connect with each other, depend on each other, interaction, constitute the system of organizational culture, common effect on the development of enterprises. (2) The functions of organizational cultureCulture performs a number of functions within an organization.First, it has a boundary-defining role: that is creates distinctions between one organization and others. Second,it conveys a sense of identity for organization members. Third, culture facilitates the generation of commitment to something larger than ones individual self interest. Fourth, it enhances the stability of the social system. Culture is the social glue that helps hold the organization together by providing appropriate standards for what employees should say and do. Finally, culture serves as a sense-making and control mechanism that guides and shapes the attitudes and behavior of employees. It is this last function that is of particular interest to us.Culture defines the rules of the game.(3) The second special motor LTD in Nanjing development history overview The second special motor LTD is located in the east of Nanjing. Company predecessor is Nanjing motor factory, founded in 1972, mainly produces T72S series three-phase asynchronous motor, products sold throughout the country, well received by users. Along with the development of the state electricity utility, electric adjustment of product structure in 1986 and the Shanghai institute of technology cooperation in joint development for fan motor technology, pump load matching YDT series pole-changing energy-saving motor, has the advantages of novel structure, high efficiency, energy saving effect is remarkable, low noise, high generalization degree ,are widely used in metallurgy, mining, textile, printing and dyeing, chemical, building and civilian facilities and other departments, the company existing staff 80 people, engineering technical personnel 18 people, with a full range of motor processing and testing equipment, can produce 80 to 355 motor base, annual output of more than 8000 sets. Products by the technical supervision of Jiangsu province motor testing station sampling shall be qualified for many times, and obtained ISO9001 quality certification. Products for aerospace machinery, capital of electronic industry. The penetration testing center, Shanghai Pudong airport, Shanghai rail transit, cotton beach power plant in Guangdong, Meizhou missile Arsenal, Shanghai baosteel, Shanxi Taiyuan and other national key projects and large enterprises supporting. Company quality policy: quality is the life of the enterprise, customer satisfaction is our goal.2. Problems existing in the organizational culture construction in the company After a period of development, the company focused on customer orders on time according to the point, not occur the phenomenon of delayed delivery. On the basis of existing customers, and constantly explore potential customers, develops the market. Employees basic practice of distribution according to work, work more, complete sets of superior indexes. And take part in some of the local charity activities, improve the visibility and reputation of its own. Boss see in many other companies have corporate culture, think about your not backward, also to make a. So, the bitter thought for a long time, listed some provisions and a hanging on the wall, everything is all right, and never go unnoticed, predictable results. But the interesting thing is, often boss also feel suspicious, the somebody else s corporate culture so prosperous, for the promotion of enterprise contribution so big, why our company has no effect, so, at the meeting is to emphasize implementation, but also have no special people to decode below, also does not have the professional person to enterprises internal and external conditions, some problems faced by the analysis of related research, put forward feasible measures and ways. Is common in human resources, administrative offices, mass of party branch, trade unions and other departments, this to the right, the key is neither specific instructions and requirements, no clear authority and responsibility, so, the result is not unknown, leading to their own organizational culture construction archaeological travesty, finally employees dont know what do you want them to do. 3. Nanjing second special motor LTD organizational culture construction countermeasure analysis (1) Discusses the necessity of whole organizational culture construction organizational culture construction is not only a boss, a department, some things, but also the responsibility and obligation of company all staff together. Tribal habit, village customs, national history, organizational culture, this is not only the needs of the society order, but in order to be able to understand the past, based on now, looking to the future. The enemy and know yourself, in order to fight. A growth of people and getting to know his process, according to the change of internal and external environment, timely make some response. Enterprise is also a reason, so, for staff service training, on-the-job training, training work idea and so on, cant ignore the progress of the enterprise and the staff are mutually patrimony, staff promotion to promote the development of the enterprise, the development of the enterprise employees.A good organizational culture can not only promote the development of the company, also can give employees want. Such as good personal life habits, work is not only beneficial to health, more conducive to efficient work, there is no doubt that help you succeed in your career. The good organizational culture can help a company staff to build up such a good habit. A strong corporate culture can not only produce powerful execution, soul can also wash peoples mind, help staff to establish noble, positive outlook on life and values. Such as troops known as the corporate culture, although they are military culture, and different in content, form and company, but the essence is the same, the purpose is the same. While everyone happy life, to achieve satisfactory results, and need to have the very strong fighting capacity, and in the process of military culture all the time in affecting every soldier, and woven into the thought and behavior of the each soldier, in a subtle influence on the ideology of every soldiers values and gradually unified. So, a lot of people at a glance can judge the soldiers wear no uniforms. (2) To carry out the organizational values, employee values organizational culture construction, is the embodiment of a enterprise values, the implementation of the operation concept, it must be top-down infusion, and the execution is to strictly grasp from the bottom up, and to form the relevant system to supervise and urge the inspection. Because, the establishment of the organizational culture as a corporate brand, is a system, complex and lasting project, so you have to direct involvement by the enterprise leaders, various departments to improve and implement together. In this, the leading cadre to take the lead by example, quite important, because it needs not only a kind of atmosphere (such as the execution of the atmosphere, the atmosphere of communication, learning atmosphere, etc.), but also because at the top of many ideas, ideas, methods, the following cant immediately understand, corporate policies, route, and not everyone can understand it. For ordinary workers, intuitive imitation often has effect than to think analysis directly.(3)Use good organizational culture inspire potential staff, giving full play to the staffs subjective initiative Many companies are able to recognize that employees are the wealth of the enterprise, but in the grab and promote the wealth appear puff, sometimes has the feeling of eating chicken ribs, investigate its root cause is short-sighted, on the project cant see the direct profit is considered unprofitable, or without the patient walk circuitous route, so in training employees, career planning, tourism and other project activities is not a man to do, or dont consider it. Machine of Taylors people in todays world has not adapted to the management mode, in this diverse world, manageme