Let enterprise spirit truly become a kind of spirit

In order to make the enterprise spirit truly become a kind of supporting the long-term development of the spirit of the enterprise, it needs to design, but also need continuous maintenance, both indispensable. The cultural embarrassment of a leading enterprise a company is engaged in animal husbandry, livestock slaughtering, meat processing and logistics distribution in one meat food production and processing enterprises, but also the relevant State departments identified industry leading enterprises. At present, the company has more than 2000 employees, the total assets of nearly 800 million yuan, the main products in the local market share of up to 45%. General manager of the company for veterinary professional origin, decent, thoughtful, hard-working, just more than 10 years from a general technician to the current position. In the company senior, middle and grass-roots management staff, 2/3 of the people have been working for the company for many years, education is generally under the Junior college, and another 1/3 is gradually growing in recent years, the young backbone, they are large or master degree. As the company's predecessor is an obscure small state-owned enterprises, many leadership hard, so that the company gradually developed a thrift, hard work, the courage to dedicate the traditional spirit and style of working. Production departments can find ways to ensure product quality, reduce production costs; Managers are not putting on airs and being vigorous.　　Enterprises often with temporary raids, the obligation to work overtime with the "holiday economy." But the company's development also has obvious hidden dangers: Labor intensity, overtime is common but income is not high, the mobility of young workers is large, older managers have outdated knowledge, low level, but also against the young managers of "personalized publicity", "individualism", the young management backbone and technical backbone have the ability, there are more modern interests appeal,　　They can love and work hard, but the heart does not fully accept the "selfless dedication" entrepreneurial spirit.　　What kind of entrepreneurial spirit does a company need? Enterprise Spirit to elaborate "refining" entrepreneurial spirit is an enterprise from the inside out of a temperament, appearance, it runs through all the subsidiaries, branches and functional departments, but also permeate the production and management activities in every link.　　Enterprise spirit and Enterprise values are the core elements of enterprise culture, therefore, in standardizing organizational behavior and corporate culture construction, we often have to do a careful refinement of entrepreneurial spirit, and slogans or slogans in the form of the company's most prominent position to show to all staff, so that it becomes a guiding enterprise development, integration of staff style of thinking sharp weapon. But so far, a considerable number of our enterprises are still too hasty in refining enterprise spirit. As Guo Wei, president of Shenzhou Digital (China) Co., said in a 2001-year CCTV session, "many Chinese companies are talking about their values." But this kind of value formation, often is the enterprise leader to have a brain fever to write out so several, then asks the staff to recite. In fact, refining the entrepreneurial spirit of lasting vitality, should be considered from the following points: 1.　　The enterprise actually includes the development history, the reality condition, the technical level, the scale size to make the full appraisal. A company by a smallThe state-owned enterprises have been transformed and have developed a good tradition of "thrift, hard work and dedication" for many years. Now, the enterprise scale becomes big, the technical level enhances, the economic benefit is very good, is the integration molding enterprise culture the opportunity, the enterprise spirit also naturally should revolve these circumstances to carry on the refinement.　　At the same time, we should also see that the conflict between the new and old employees is a conflict of values, we have in common although all are "Love hillock", "dedication", but the most fundamental difference is whether the dedication should be "selfless" or "have private." 2. In line with the direction of enterprise development in refining entrepreneurial spirit, not to write a past experience and lessons of the summary report, not only to consider the past, face the reality, but also to look to the future, and the company's future development of the overall blueprint closely combined. At this time, the enterprise's development strategy, industry characteristics, industry positioning, etc. should be in full consideration. For example: A steel enterprise in the north of the original steel production and sales as the main business, "hard skills, expenditure" is a long time to form a fine tradition.　　Now, the company is abandoning the steel business, and gradually transition to High-tech enterprises, the original formulation is clearly not appropriate. On the contrary, in the research we learned: a company in the foreseeable future will adhere to the focus of strategy-the advantages of resources focused on livestock breeding and slaughter processing, single-minded focus on the domestic market to implement the "top" strategy, and constantly open up the international market, to seek a leap-type development.　　This is to refine a company's entrepreneurial spirit needs to "tightly around" the core factors. 3. Easy to understand and accept the entrepreneurial spirit is designed for the company, but ultimately for the staff design.　　If they do not understand, do not accept, even if the back is ripe, shouting again, entrepreneurial spirit is always just a slogan hanging on the wall. A company is a typical manufacturing-oriented enterprises, in the company more than 2000 employees, front-line workers accounted for 90%, of which 80% and only junior high education level.　　If the spirit of enterprise in the formulation is too elegant, frequently quoting, I am afraid there will be no good effect. 4.　　Concise, catchy and catchy to make the enterprise spirit easy to remember, easy to implement, easy to sing, in order to improve the image and value of the enterprise from the internal and external two angles.　　Based on the above analysis, our consulting team in the "brainstorming" way to put forward more than 10 statements, in the combination, one by one, and constantly improve on the basis of the company will eventually be a corporate spirit of "bright, drip start." Bright: The company's production and management is not for the sake of the gain and loss of the moment, but has a very ambitious goal-constantly surpass themselves, become the industry benchmark, through trans-regional and even transnational operations, for the country and for the benefit of society.　　This is based on the corporate strategy of the "slogan", it should be internal to a company of each employee's heart. Intravenous drip: Despite the company's ambitious goals, but everyone is trying to start from little by little, from the satisfaction of consumers to start from the product quality and management level of continuous improvement, starting from every insignificant detail;, the staff of the "human" care must also be from the drip start.　　Thus, the ultimate realization of Bright's lofty ideals. "Bright, a bit to do" not only embodies a company's fine tradition, but also more aptly reflects the company's employees should be the spirit of vitality and enterprising. Ambition is not ambitious, this is the spirit to convey.　　The survey data show that both the management staff and the front-line staff, most of the expression and its connotation gave affirmation. Enterprise Spirit of "marketization" if the spirit of enterprise extraction is a kind of innovation based on practice, the promotion of enterprise spirit is the process of "marketization" of innovation results.　　This process must not be less, the "customer" in this market is first and foremost the employees at all levels of the company. 1. From the heart to impress the staff form: Arrange a very good trainer for a series of training. Starting point: It's not about what you want to instill in your employees, but how to impress your employees from the bottom of your heart. Difficult point: to the excellent training and informative cases to prove to employees, shaping corporate culture is no longer just the traditional sense of ideological and political work, but in order to achieve long-term development of enterprises to make systematic arrangements.　　To explain to the staff: the need to reshape the corporate culture, how they are refined out, is based on what kind of considerations, what benefits to the enterprise, what is the benefits to employees, what we should do to achieve enterprise development, employees benefit. 2. In order to promote the enterprise culture, including enterprise spirit, by system, according to our proposal, a company to its remuneration and rewards and punishments system made necessary adjustments: first of all, in the remuneration allocation of steps to open the grade, and moderate to the first line tilt (emphasis on production), to the important position tilt (emphasis on research and development and management). The new college students, for example, have a significantly higher income in the first line of work than they do in the office, and when they grow into the backbone of the company and move to more important positions, their income is significantly higher than the average employee's income. Secondly, no matter how the staff (or team) of the type of work, level, and regardless of his new methods, the new measures appear how inconspicuous, as long as the company can create benefits or reduce costs, the company will be a progressive differential to reward employees. Third, at the end of the examination, to the work performance or the public review of unqualified cadres to be warned (formal warning, "private" way), such as the second year is not qualified to dismiss.　　Finally, the moral integrity of the cadres one vote veto.　　The new distribution system and the reward system embody the spirit and culture of the enterprise, are welcomed by the staff, and make the enterprises in the management, research and development and production of all aspects of the continuous improvement. 3. Action to affect the basic idea of staff: superior for subordinate services, management for production services, production for sales services, sales for customer service.　　To "layer of service awareness" and "internal accountability system" to straighten out the various relationships inside and outside the company to the superior of love and dedication to lower levels of joint efforts. A company employees have men and women, have fat and thin, there is "white" (white-collar) has "blue" (blue-collar), there are longYoung, can say different, but they have in the integration of a common spirit, that is, "bright, intravenous drip"!