Briefly describe the meaning of corporate culture (short answer to what is corporate culture)

Corporate culture refers to a unique set of values, codes of conduct and organizational style formed during the long-term development process of an enterprise. It is the spiritual core and behavioral embodiment of an enterprise. It includes corporate values, corporate mission, corporate goals, corporate management culture, corporate employee culture and other aspects. Corporate culture can guide employees' thoughts and behaviors, form a consistent corporate image internally and externally, and improve the cohesion and competitiveness of the company. It is the soul of an enterprise and an important support for its development.

Every company talks about building its own corporate culture, but a company that truly has a culture doesn’t just put slogans on the wall. More importantly, whether all employees agree with these slogans and whether these slogans can influence the company's strategic goals and employee behavior. Otherwise, these slogans are just thin air.

Judge the effectiveness of corporate culture is actually very simple, don't just look at what they say, but look at what they do. Just like individuals, every action reflects the values ​​behind it. The corporate culture of many companies is derived from the culture of the boss. The boss's values ​​determine the behavior of his subordinates. As for the slogans posted on the walls, they are only for outsiders to see.

If you want to understand the culture of a company, you can analyze it from the following four aspects

1. Look at the organizational structure. The organizational structure determines the operating efficiency of the enterprise. The distribution of responsibilities and rights itself is a kind of corporate values ​​promotion.

2. For enterprises, the importance of strategic goals is self-evident. Whether it is consistent with the direction of corporate propaganda determines the long-term development of the company. The problem faced by many companies is that they often focus only on making money and ignore the realization of strategic goals. The satisfaction of this desire may bring short-term benefits to the company. 3. Look at the details of employees. Whether what you say is consistent with what employees understand is reflected in the details. You said you are a learning organization, but does your company organize sharing sessions? Are there any brainstorming sessions? How to open it specifically? Is the whiteboard in the conference room used frequently? These details can reflect your corporate culture.

Let me give you another example. I saw a video on Douyin some time ago about buying fake goods on Pinduoduo. The Pinduoduo platform advertises that if a product is fake, you will get 10% compensation, but in the end, users actually bought fake products. This incident revealed Pinduoduo’s problems with the definition of fake goods. Maybe this is just an individual company, but at least it shows that the corporate culture has not yet penetrated into the front line. It is also possible that Pinduoduo does not incorporate integrity into its own values.

4. See how companies deal with conflicts of values. First of all, you need to know what the company’s values ​​are? For example, the values ​​promoted by the company include integrity and efficiency. When your project encounters a conflict between integrity and efficiency. Should we choose integrity or efficiency? For example, if a problem is discovered on the eve of the project going online, do you insist on going online first and then fix it quickly, or do you report it to the leader truthfully and fix it before going online? Only the values ​​chosen under such circumstances are the true values ​​of the enterprise.

5. Look at the founder. In China, corporate culture is almost equivalent to boss culture. The founder's values ​​are almost identical to the company's values. Getting to know the founder is also the fastest way to understand the corporate culture.

PS: If a company has no culture, it does not mean that the company cannot make money. Many companies in the market do not have a corporate culture, but they are still doing well. The difference is that a company without culture will spend more on organizational operations and employee management. And when it reaches a certain scale, it won’t be big enough.

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