Good Corporate Culture
Good Corporate Culture
Introduction
“Corporate culture is the basic specifications which are created, discovered and developed by a specific organization in dealing with their own external adaptation and internal integration issues”. (Baeney, 2006) “It is used as a guide for organization members to feel, think and understand the issues related to cultural identity, including the guiding ideology of corporate, business idea, work style, values, and codes of conduct, ethics, cultural traditions, customs, ceremonies, management systems and corporate image”. (Gordon & Ditomaso, 2002) This essay will firstly state the necessity of building the good corporate culture. Following this, it will discuss the specific measures to build a good corporate culture. Then, there will be a real cause study of Haier’s successful corporate culture.
The necessity of building the good corporate culture
“Build a good corporate culture will undoubtedly have a decisive significance for a good business”. (Kreps, 2000) To promote the development of the corporate and culture, not only can stimulate the positivity of employees, and still can make the corporate popularity and influence, so that corporate will develop based on long-term goals. “A good business, regardless of their industry, is bound to have its own cultural atmosphere closely related to its development”. (Joris, Maryse & Marco 2005) This kind of atmosphere can be reflected in the spirit, reflected in a specific employee behavior or it also can be reflected in the management idea. All of these can build the corporate culture.
Measures should be taken to build a good corporate culture
Firstly, the good corporate culture should have the business idea of people-based and people-oriented, which should consider the issue from the human point of view and the dual point of view of internal customers and external customers (Rob and Zemsky, 2002). It is a good instantiation of people-oriented. Some famous corporate which
Introduction
“Corporate culture is the basic specifications which are created, discovered and developed by a specific organization in dealing with their own external adaptation and internal integration issues”. (Baeney, 2006) “It is used as a guide for organization members to feel, think and understand the issues related to cultural identity, including the guiding ideology of corporate, business idea, work style, values, and codes of conduct, ethics, cultural traditions, customs, ceremonies, management systems and corporate image”. (Gordon & Ditomaso, 2002) This essay will firstly state the necessity of building the good corporate culture. Following this, it will discuss the specific measures to build a good corporate culture. Then, there will be a real cause study of Haier’s successful corporate culture.
The necessity of building the good corporate culture
“Build a good corporate culture will undoubtedly have a decisive significance for a good business”. (Kreps, 2000) To promote the development of the corporate and culture, not only can stimulate the positivity of employees, and still can make the corporate popularity and influence, so that corporate will develop based on long-term goals. “A good business, regardless of their industry, is bound to have its own cultural atmosphere closely related to its development”. (Joris, Maryse & Marco 2005) This kind of atmosphere can be reflected in the spirit, reflected in a specific employee behavior or it also can be reflected in the management idea. All of these can build the corporate culture.
Measures should be taken to build a good corporate culture
Firstly, the good corporate culture should have the business idea of people-based and people-oriented, which should consider the issue from the human point of view and the dual point of view of internal customers and external customers (Rob and Zemsky, 2002). It is a good instantiation of people-oriented. Some famous corporate which
References: Baeney. J.B, 2006, Organizational culture: Can it be a source of sustained competitive advantage, Academy of Management review, 11, p656-p665 Baker.G, Gibbons.R and Murphy.K Besley.T and Ghatak.M, 2005, Competition and Incentives with Motivated Agents, American Economic Review, 95, p616-p636 Cremer.J, 2003, Corporate Culture and Shared Knowledge, Industrial and Corporate Change, 2, p351-p386 Rob.R, and Zemsky.P, 2002, Social Capital, Corporate Culture, and Incentive Intensity, RAND Journal of Economics, 33, p243-p257 Ruimin.Z, 2007, Raising Haier, Harvard Business Review, Yi. J.J & Ye.S.X., 2003, The Haier Way: the Making of a Chinese Business Leader and a Global Brand, London: Homa & Sekey Books