Reading Conference (02)-two forms of organization (Culture and System)

When talking about the organizational form of an enterprise, it is inseparable from the two most basic organizational forms of culture and system. A system refers to formal behavioral norms, while a culture refers to an unwritten form of organization. Many enterprises are prone to extreme dependence on systems or culture. In fact, the two organizational forms complement each other. any excessive use of one organizational form will result in a decline in the validity of the period.

To talk about a system, we need to talk about a hierarchy. This is not the bureaucratic system that people usually think, but the core of the modern enterprise management system. The importance of this system cannot be emphasized too much. It is a formal, rational, and standardized organization, and is the core concept of Economic Sociology created by the master of sociology Weber.

Nine features of the hierarchy:

1. Professional, clear tasks and division of labor for each department.

2. Hierarchical Structure: unified command chain in the Organization. The level of a job is based on the level of the job, and everyone is equal outside the position. In typical Chinese organizations, formal power often invades informal fields and leads to informal power, such as general titles. Another problem is the proliferation of informal power, for example, the power of special personnel (drivers, gatekeepers, and secretaries) in an enterprise is rampant.

3. The rule system is used to unify and coordinate the Organization and ensure the stability and continuity of the Organization.

4. Non-personal and professional style. In our words, we require "Official Business". This sentence is a bit self-evident in China, because many Chinese people feel that they have a face, that is, they can be superior to those outside the system.

5. competency-based appointments rather than good/evil appointments. The promotion of personnel is determined based on the maximum interests of the Organization, rather than the personal likes and dislikes, and the degree of intimacy.

6. ability or qualifications-based promotion.

7. Exclusive: members work in the Organization as their only important profession. There is a judgment: The boss with many company posts printed on his business card is often not very successful.

8. Public/private domain boundaries. A major problem in China is the blending of private and commercial relationships in the business world. Westerners return to business, friends return to friends, and friends later, but Chinese do the opposite.

9. Blood of the organizational unit: written records. Western Conference details (from TCL Li Dongsheng): We are surprised to have a complete meeting record after negotiation with Western companies, this was originally the case for enterprises.

Why is there a hierarchy?

It is necessary to solve the issue of centralization and decentralization. If centralization and management fail to grasp a large amount of first-hand information, the decisions made may not be optimal. If decentralization is required, it cannot be guaranteed that the managers will maximize the organizational goals as the Decision-Making standard. This is what the Chinese people often say: "One Stop is dead, one put is chaotic. Based on this contradiction, what we need is the root of formal systems, procedures, and standards. It is unreliable from the organizational level to make decisions in a centralized manner. After all, the omnipotent managers do not exist. If you choose a sub-optimal solution, it is feasible for managers to make decisions under regulations, procedures and standards.

Informal corporate culture

The essence of corporate culture is to correct the shortcomings of the system. On the basis of the formal system, relying on the initiative of employees, flexible opportunities, fast messaging, and effective solutions to problems that cannot be effectively solved by formal organizations.

Institutional worship and brainwashing Culture

It is easy for Chinese to learn western things. For example, a company has everything in order to brush its teeth and wash your face. There are more than 1983 articles and more than 7000 documents of the company's system. The boss is simply a system madman. The system-based model is adopted, and the system is replaced by the military-controlled hierarchy. Another method is to replace corporate culture with brainwashing. The purpose of changing the individual ideology and eliminating the topic-based indoctrination education is to make the individual willing to serve the interests of others, or even pay attention to unconditional contributions and contributions. The method is very simple, that is, "If you say a lie three times, it becomes a truth ". Books in the popular "Cheese" and "executive power" series in China are just like this.

Relationship between system and culture

Balance: the balance between the system and culture. A typical representative is Toyota, which combines the most scientific system with the spirit of pursuing perfection.

Irreversible problem: Building trust is difficult, but it is easy to break. Employees can easily accept the formal organizational measures with low trust and informal organizational measures with high trust. However, in the opposite direction, employees are prone to resistance from informal organizational means with high trust to formal organizational means with low trust.

Consistency problem: many Chinese enterprises sing a high voice, but the system arrangement is completely different. They think that employees are invisible and treat employees as fools, it is completely in a status of self-deception.