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    company culture

    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 (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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