Three Misunderstandings In Enterprise Culture Construction

To a certain extent, private entrepreneurs decide the development and Prospect of an enterprise. Their emphasis on the construction of corporate culture has a direct impact on the construction and implementation of culture.

Although there are many successful private enterprise culture in Dezhou, it is still a weakness for the Dezhou private entrepreneurs who are most deficient in cultural foundation.

Thankless construction

Due to historical and realistic reasons, the overall cultural level of private entrepreneurs in Dezhou is generally not high, and their overall quality is uneven. Many people only have a secondary school education level, and lack of due awareness and basic quality in building their own corporate culture.

"No money to engage in corporate culture!" reporters visited the survey, feel that the owners of this view are not few.

In recent years, Mr. Li, a farm and sideline product company in Lingxian County, has spent much time in building enterprise culture and planning. But he is often tired and half dead.

Manager Li reluctantly said that when it comes to the construction of corporate culture, the executives should pay attention to it, but once they are implemented to specific funds, they will often be reluctant to invest.

Some owners of private enterprises think that they did not see any corporate culture in the first few years of their business.

Now, instead of putting a lot of money and energy into it, is it a bit "empty"?

Even those enterprises that have already grown up and have advanced management consciousness are often faced with such problems when trying to build their own corporate culture. Because private enterprises in Dezhou are mostly labor-intensive enterprises, most of their employees come from rural areas. Their quality is not high, their technology level is low, their awareness of the legal system is weak, and their mobility is very large. This poses a challenge to the construction of enterprise culture.

"I spend money to train a group of new people, but they haven't waited for them to create profits for the company. But they excuse the poor salary and get the ass off. Do you think I'm not spending money?"

The brand culture of putting the cart before the horse

The construction of corporate culture is all inclusive. It is not only the construction of internal cultural life, but also the promotion of corporate culture.

In recent years, well-known brands in Dezhou are increasing.

More and more Dezhou brands are in CCTV.

However, some experts point out that many private enterprises in Dezhou pay too much attention to the external packaging of their brands, and seriously ignore and ignore the maintenance and promotion of their brand culture. This often leads to the possibility that the brand will be shaken in the future competition.

Vice chairman of the Dezhou Federation of trade unions, vice chairman Zhou, talked about the operation of brand culture. He pointed out that the word "brand" should be the first word in the word "brand". Only the quality is the first, then the word "brand" can be spoken at two.

At present, many enterprises plan only focus on external marketing, but lack of internal construction and enrichment of brands, which is actually a dangerous phenomenon of putting the cart before the horse.

Family based talent management

An important part of corporate culture is the cultivation of human resources.

In the process of growth and expansion of private enterprises in Dezhou, most of them are family management.

Many owners of private enterprises believe that family loyalty is more conducive to their effective management of enterprises.

Therefore, many private entrepreneurs have adopted paternalistic management in the management of employees, most of whom are mainly family members.

Although many private enterprises employ highly qualified talents to participate in the management of their own businesses, they do not really delegate power to these senior managers. The power is still firmly in the hands of business owners.

Some foreign "white-collar workers" sometimes feel the surveillance and interference from other members of the boss family.

These foreign talents have to run away after they feel that their talents can not be applied.

Yan Shuquan, director of the Dezhou private entrepreneurs Research Institute, pointed out that such a narrow human resource management mode directly led to the result that employees did not feel secure and secure, showing a lack of initiative and dedication. This is just a prominent manifestation of a lack of corporate spirit and a serious lack of cohesion.