The fashionable phrase. ... usually associated with large, very famous and very successful company. That said, ... However, as is often the case with the well-known phrases loud, very few people can give a clear definition of corporate culture as a phenomenon. Even fewer people can explain why it is needed.
Corporate Culture. - A set of internal (often unspoken and unwritten ) rules and laws, on which construction work and collaboration within the organization. This, if you will, the ...
It can be divided into two ...
Professional corporate culture reflects the general attitude toward work and achievement. For example, if the company tacitly accepted work as long as required to achieve the desired result in the desired time, it is unlikely to be delayed a man accustomed to work only during the specified contractual work day. And vice versa - if everyone in the organization of ...
The moral and ethical corporate culture reflects the relationship and the degree of ... The moral and ethical component of the internal organization of plants involves several levels of relationships:.
employer - employee.
supervisor - subordinate.
employee - an employee.
Company - Partners.
Company - Clients.
Company - competitors.
company - job seekers.
As in everyday situations completely, set out the internal culture of interaction. Here works the principle of similarity: attracted to each other just is not extreme, and ... The reason is quite simple: the risk of co-operation is minimized to if we can understand the thinking of his partner and anticipate his actions and reactions.
Corporate culture sets the pace of work and, consequently, affects its quality and results.
I must say that quite often there are situations when there is an island within an organization of corporate ... For example, the internal culture of IT department are often very different from the order within the company as a whole. However, this phenomenon can lead to internal conflicts, which does not contribute to the health of the organization itself.
As mentioned above, corporate culture has a direct impact on the qualitative and quantitative indicators of the success of the organization. I will take a few corporate culture that distinguish successful companies from the mediocre.
Result - oriented.
Client- oriented.
Teamwork (against edinolichnichestva ).
Continuous professional development.
Pay and promotion on merit and actual performance indicators.
...
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Despite the seemingly abstract concepts, corporate culture has a very specific influence on the results of the company. First, the corporate culture - or the spirit of the company - is in any organization. And often (unfortunately) it happens that the corporate culture - a set of unwritten rules of survival - contrary to the rules of formal. A clear sign - persistent failure to comply with the requirements of employees, the company imposed on them. By and large, corporate culture - is the real situation in the organization.
Second, the unwritten laws stipulate the adoption or rejection of various initiatives, which in turn is not the least impact on performance. For example, to better control the quality of employees the company decides to enter the individual performance plans for individuals and a system of performance indicators. If the spirit of the company does not imply a focus on results, such an innovation will not cause much excitement among workers, and they ( consciously or not ) would be to sabotage the work of. Another example: there is no point in wasting time and energy on teambuilding, if unspoken rule work - pull the blanket over himself.
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