"Sister Lingjun, corporate culture is composed of three levels: 1. The material culture of the surface layer is called the "hard culture" of the enterprise, including factory appearance, factory appearance, mechanical equipment, product modeling, appearance, quality, etc.; 2. Institutional culture at the intermediate level, including leadership system, interpersonal relations, various rules and regulations and disciplines, etc.; 3. The spiritual culture of the core layer, called "corporate soft culture", includes various behavioral norms, values, group consciousness of the enterprise, employee quality and fine traditions, etc., which is the core of corporate culture and is known as the spirit of enterprise. Zhao Weidong said in detail.

"Chairman, is the construction of corporate culture composed of these three levels?" Suling-kun asked again.

"Sister Lingjun, I said from the popular aspect, if from a theoretical point of view, there are four levels: 1. Core layer: a constituent element, that is, values, which is the existence of common values; 2. Theoretical layer: two constituent elements, namely ethical philosophy, science and technology, which are the existence of a common way of thinking; 3. Entity layer: the four constituent elements, namely the mode of production, rules and regulations, ethics and morality, and customs, which are the present and future existence of the habits; 4. Representation layer: two constituent elements, namely image art and language art, which are the artistic expression of the "three existences". Zhao Weidong introduced again.

In fact, the construction of corporate culture is a systematic project. Summarize a few loud slogans, design a few beautiful images, it is impossible to build a strong corporate culture, the construction of a strong corporate culture, not only in accordance with the four levels of corporate culture, the nine elements of the design and construction, but also in accordance with the selected corporate culture target model, the other four components of the enterprise organization to clean up and adjust, in order to achieve their mutual integration, but also to divide the corporate culture into three modules for management, in order to ensure its integrity and development coordination.

Zhao Weidong is very clear that through the implementation of the corporate culture construction project will be able to solve many problems of the enterprise, focusing on solving the problem that the employees do not agree with the values of the enterprise, the boss and the supervisor simply manage through instructions, and the subordinate employees are in violation of the yang and yin, and the enterprise organization has no execution.

The interpersonal relationship in the enterprise is tense, the internal friction is serious, and the employees' minds are used to calculate each other, and they cannot concentrate on doing their work well; Employee goals and enterprise development goals are two skins, employee will and leadership will two skins, employees employment ideas are serious, work passively, just work for the sake of work.

There are many contradictions between employees and enterprises, between subordinates and superiors, employees of enterprises are not motivated to work, and the efficiency of enterprise organization is low; There are many gangs within the enterprise organization, and they tear down each other and attack each other, and the decision-making of the upper level of the enterprise will be implemented if it is conducive to the realization of its own interests, and if it is not, it will be resisted.

advocating empty talk, discussing big and small things without making decisions, slow response to changes in the external environment, and poor organizational efficiency; Ignoring the satisfaction of employees' personal value and psychological needs, disrespecting, distrusting, and caring for employees, and lacking loyalty to the enterprise.

"Chairman, after such a clear and complete introduction, I basically understand the elements and content of corporate culture construction, and with these, I believe that I can quickly establish a corporate culture with the characteristics of our consortium." Suzukun said confidently.

In order to better do a good job in the construction of corporate culture, Zhao Weidong once again introduced the relevant work content to Di Lingjun, and asked her to choose to determine the basic type of corporate culture, and design and plan the target model of corporate culture, so as to ensure that the corporate culture built must be a strong corporate culture that can promote and promote the sustainable and stable development of the enterprise.

It is proposed to be good at summarizing and summarizing enterprise values, building an enterprise value system, and determining a unified guiding ideology and value goals for enterprise organizations.

In the implementation, special attention should be paid to the enterprise value system as the core, the other four levels of the enterprise culture of the nine elements, respectively, to ensure the integrity of the construction of the enterprise culture.

According to the target model of corporate culture selected and designed, the other four components of the enterprise organization are cleaned up accordingly to ensure that the corporate culture is integrated with the other four components of the enterprise organization, so that the corporate culture can truly play the role of the genetic code of the enterprise organization.

Zhao Weidong asked Lingjun to divide the corporate culture into three modules: internal management, external marketing and business cooperation, and implement effective management for the development and improvement of corporate culture, so as to ensure that corporate culture can play a role in continuously promoting and promoting the stable development of enterprises.

It is necessary to pay attention to all the corporate culture system, develop written materials for publicity, promotion and implementation, and have the corporate culture target model selection document, the enterprise value system description document, the corporate ethics code publicity outline, the enterprise system specification development management documents, the corporate image brand management system, the corporate culture publicity outline, and the enterprise employee handbook.

In particular, we should remind that in the implementation, we should also pay attention to the target mode of corporate culture according to the actual and development stage of the enterprise, so as to ensure that the construction of corporate culture has a clear direction; It is necessary to carefully discuss, design and plan the connotation and characteristics of the target model of corporate culture, and draw a blueprint for the construction of corporate culture.

In the process of construction, it is necessary to pay attention to investigation and research, collect and summarize the basic connotation of the enterprise value system, formulate a plan for the construction of the enterprise value system, discuss and determine the value system of enterprise culture, and determine the unified guiding ideology and value objectives for the operation of the enterprise organization.

In the implementation, it is necessary to clean up the enterprise decision-making management according to the corporate culture target model and value system selected and designed, so as to realize the integration between the corporate culture and the enterprise target system, clean up the enterprise organizational structure design and management, realize the integration of corporate culture and its relationship, clean up the enterprise job role management to realize the integration of corporate culture and its relationship, and clean up the enterprise business process management to realize the integration of corporate culture and its relationship.

Through the construction of corporate culture, stimulate the sense of mission of employees, no matter what the enterprise has its responsibility and mission, the sense of mission of the enterprise is the goal and direction of the work of all employees, and is the source of power for the continuous development or progress of the enterprise.

Through the construction of corporate culture, the sense of belonging of employees is condensed, and the role of corporate culture is to let a group of people from different places pursue the same dream together through the refinement and dissemination of corporate values.

Through the construction of corporate culture, strengthen the sense of responsibility of employees, enterprises should publicize the importance of employees' sense of responsibility through a large number of materials and documents, and managers should instill a sense of responsibility, crisis awareness and team awareness to all employees, so that everyone can clearly understand that the enterprise is a common enterprise for all employees.

Through the construction of corporate culture, employees are given a sense of honor, and everyone should make more contributions, make more achievements, and pursue a sense of honor in their own jobs and work fields.

Through the construction of corporate culture, to achieve the sense of achievement of employees, the prosperity of an enterprise is related to the survival of every employee of the company, the prosperity of the enterprise, the employees will be proud, will be more active and enterprising, the higher the glory, the greater the sense of achievement, the more obvious.

After such a detailed explanation and careful allocation by Zhao Weidong, Di Lingjun fully grasped the purpose, purpose and way of establishing the corporate culture of the consortium, and the rest is the problem of deployment and implementation.

She really can't believe that how can people have such an amazing talent, can see the essence through the phenomenon, and put forward all kinds of epoch-making new theories of enterprise management, and the theory is extremely mature and perfect, covering a wide range of areas, and the system is also extremely perfect, which plays an extremely important role in standardizing enterprise management.

This younger brother of his own is really a super genius, the more time with him, the more he finds that he is unfathomable, he seems to be able to see through the future, from knowing him to knowing, he is his sister from age.

In terms of knowledge and wisdom, he is fundamentally like his student, all the major decisions of the group are his own decisions, and he is the wisdom of one person, and his many management teams are all clerks, all of whom are implementing his decisions.

At present, there are more than a dozen or nearly twenty consortia, a huge business empire, and six countries that are controlled by him, all of which are created by his own strength, and the rest of the people are honestly just giving him a hand, he is too demonic, and Ji Lingjun can't restrain himself from loving him and worshiping him from the bottom of his heart......

"Sister Lingjun, corporate culture is composed of three levels: 1. The material culture of the surface layer is called the "hard culture" of the enterprise, including factory appearance, factory appearance, mechanical equipment, product modeling, appearance, quality, etc.; 2. Institutional culture at the intermediate level, including leadership system, interpersonal relations, various rules and regulations and disciplines, etc.; 3. The spiritual culture of the core layer, called "corporate soft culture", includes various behavioral norms, values, group consciousness of the enterprise, employee quality and fine traditions, etc., which is the core of corporate culture and is known as the spirit of enterprise. Zhao Weidong said in detail.

"Chairman, is the construction of corporate culture composed of these three levels?" Suling-kun asked again.

"Sister Lingjun, I said from the popular aspect, if from a theoretical point of view, there are four levels: 1. Core layer: a constituent element, that is, values, which is the existence of common values; 2. Theoretical layer: two constituent elements, namely ethical philosophy, science and technology, which are the existence of a common way of thinking; 3. Entity layer: the four constituent elements, namely the mode of production, rules and regulations, ethics and morality, and customs, which are the present and future existence of the habits; 4. Representation layer: two constituent elements, namely image art and language art, which are the artistic expression of the "three existences". Zhao Weidong introduced again.

In fact, the construction of corporate culture is a systematic project. Summarize a few loud slogans, design a few beautiful images, it is impossible to build a strong corporate culture, the construction of a strong corporate culture, not only in accordance with the four levels of corporate culture, the nine elements of the design and construction, but also in accordance with the selected corporate culture target model, the other four components of the enterprise organization to clean up and adjust, in order to achieve their mutual integration, but also to divide the corporate culture into three modules for management, in order to ensure its integrity and development coordination.

Zhao Weidong is very clear that through the implementation of the corporate culture construction project will be able to solve many problems of the enterprise, focusing on solving the problem that the employees do not agree with the values of the enterprise, the boss and the supervisor simply manage through instructions, and the subordinate employees are in violation of the yang and yin, and the enterprise organization has no execution.

The interpersonal relationship in the enterprise is tense, the internal friction is serious, and the employees' minds are used to calculate each other, and they cannot concentrate on doing their work well; Employee goals and enterprise development goals are two skins, employee will and leadership will two skins, employees employment ideas are serious, work passively, just work for the sake of work.

There are many contradictions between employees and enterprises, between subordinates and superiors, employees of enterprises are not motivated to work, and the efficiency of enterprise organization is low; There are many gangs within the enterprise organization, and they tear down each other and attack each other, and the decision-making of the upper level of the enterprise will be implemented if it is conducive to the realization of its own interests, and if it is not, it will be resisted.

advocating empty talk, discussing big and small things without making decisions, slow response to changes in the external environment, and poor organizational efficiency; Ignoring the satisfaction of employees' personal value and psychological needs, disrespecting, distrusting, and caring for employees, and lacking loyalty to the enterprise.

"Chairman, after such a clear and complete introduction, I basically understand the elements and content of corporate culture construction, and with these, I believe that I can quickly establish a corporate culture with the characteristics of our consortium." Suzukun said confidently.

In order to better do a good job in the construction of corporate culture, Zhao Weidong once again introduced the relevant work content to Di Lingjun, and asked her to choose to determine the basic type of corporate culture, and design and plan the target model of corporate culture, so as to ensure that the corporate culture built must be a strong corporate culture that can promote and promote the sustainable and stable development of the enterprise.

It is proposed to be good at summarizing and summarizing enterprise values, building an enterprise value system, and determining a unified guiding ideology and value goals for enterprise organizations.

In the implementation, special attention should be paid to the enterprise value system as the core, the other four levels of the enterprise culture of the nine elements, respectively, to ensure the integrity of the construction of the enterprise culture.

According to the target model of corporate culture selected and designed, the other four components of the enterprise organization are cleaned up accordingly to ensure that the corporate culture is integrated with the other four components of the enterprise organization, so that the corporate culture can truly play the role of the genetic code of the enterprise organization.

Zhao Weidong asked Lingjun to divide the corporate culture into three modules: internal management, external marketing and business cooperation, and implement effective management for the development and improvement of corporate culture, so as to ensure that corporate culture can play a role in continuously promoting and promoting the stable development of enterprises.

It is necessary to pay attention to all the corporate culture system, develop written materials for publicity, promotion and implementation, and have the corporate culture target model selection document, the enterprise value system description document, the corporate ethics code publicity outline, the enterprise system specification development management documents, the corporate image brand management system, the corporate culture publicity outline, and the enterprise employee handbook.

In particular, we should remind that in the implementation, we should also pay attention to the target mode of corporate culture according to the actual and development stage of the enterprise, so as to ensure that the construction of corporate culture has a clear direction; It is necessary to carefully discuss, design and plan the connotation and characteristics of the target model of corporate culture, and draw a blueprint for the construction of corporate culture.

In the process of construction, it is necessary to pay attention to investigation and research, collect and summarize the basic connotation of the enterprise value system, formulate a plan for the construction of the enterprise value system, discuss and determine the value system of enterprise culture, and determine the unified guiding ideology and value objectives for the operation of the enterprise organization.

In the implementation, it is necessary to clean up the enterprise decision-making management according to the corporate culture target model and value system selected and designed, so as to realize the integration between the corporate culture and the enterprise target system, clean up the enterprise organizational structure design and management, realize the integration of corporate culture and its relationship, clean up the enterprise job role management to realize the integration of corporate culture and its relationship, and clean up the enterprise business process management to realize the integration of corporate culture and its relationship.

Through the construction of corporate culture, stimulate the sense of mission of employees, no matter what the enterprise has its responsibility and mission, the sense of mission of the enterprise is the goal and direction of the work of all employees, and is the source of power for the continuous development or progress of the enterprise.

Through the construction of corporate culture, the sense of belonging of employees is condensed, and the role of corporate culture is to let a group of people from different places pursue the same dream together through the refinement and dissemination of corporate values.

Through the construction of corporate culture, strengthen the sense of responsibility of employees, enterprises should publicize the importance of employees' sense of responsibility through a large number of materials and documents, and managers should instill a sense of responsibility, crisis awareness and team awareness to all employees, so that everyone can clearly understand that the enterprise is a common enterprise for all employees.

Through the construction of corporate culture, employees are given a sense of honor, and everyone should make more contributions, make more achievements, and pursue a sense of honor in their own jobs and work fields.

Through the construction of corporate culture, to achieve the sense of achievement of employees, the prosperity of an enterprise is related to the survival of every employee of the company, the prosperity of the enterprise, the employees will be proud, will be more active and enterprising, the higher the glory, the greater the sense of achievement, the more obvious.

After such a detailed explanation and careful allocation by Zhao Weidong, Di Lingjun fully grasped the purpose, purpose and way of establishing the corporate culture of the consortium, and the rest is the problem of deployment and implementation.

She really can't believe that how can people have such an amazing talent, can see the essence through the phenomenon, and put forward all kinds of epoch-making new theories of enterprise management, and the theory is extremely mature and perfect, covering a wide range of areas, and the system is also extremely perfect, which plays an extremely important role in standardizing enterprise management.

This younger brother of his own is really a super genius, the more time with him, the more he finds that he is unfathomable, he seems to be able to see through the future, from knowing him to knowing, he is his sister from age.

In terms of knowledge and wisdom, he is fundamentally like his student, all the major decisions of the group are his own decisions, and he is the wisdom of one person, and his many management teams are all clerks, all of whom are implementing his decisions.

At present, there are more than a dozen or nearly twenty consortia, a huge business empire, and six countries that are controlled by him, all of which are created by his own strength, and the rest of the people are honestly just giving him a hand, he is too demonic, and Ji Lingjun can't restrain himself from loving him and worshiping him from the bottom of his heart......