Don't panic if you accidentally subscribe to the baby, because I will soon get Wei Xiwan and Wang Chengchen and others back!

Calm down!

The following is still a mess, a paper. Come on, don't look!

Huawei believes that wolves are a model for enterprises to learn from, and that wolf nature will never become obsolete. As one of the most important team spirits, Huawei's "wolf culture" can be summed up in the following words: learning, innovation, benefit, and unity. In the case of wolf culture, learning and innovation represent a keen sense of smell, benefit represents the offensive spirit, and unity represents the spirit of group struggle. Huawei's corporate philosophy is a "wolf pack" culture of war. Characteristics of Huawei's corporate culture:

(1) Lofty pursuit, realistic style

Realize the dreams of customers and become the world's leading company

On the basis of open cooperation, independently and creatively develop the world's leading core technologies and products

A strong country is fertile ground for strong enterprises, and enterprises must rely on the state as a backing. Huawei's corporate culture is characterized by the values of loving the motherland, the people, the cause, life, and oneself. In this way, the lofty pursuit and the vital interests of employees are organically combined, and the momentum and momentum are closely combined.

(2) Respect individuality and collective struggle

Solid enterprises do not engage in idolatry, do not advocate individualism, emphasize collective struggle, and also give individuals a platform to give full play to their talents. Huawei is a high-tech enterprise that starts with high technology and focuses on large markets, large systems, and large structures. It requires all employees to insist on cooperation and take the road of collective struggle. A person who does not have sufficient professional ability will not be able to enter Huawei's door and integrate into Huawei's culture. If an employee's values match the organization's values, then his job performance and satisfaction may be higher.

(3) Form a community of interests

Enterprises are profit-making organizations, but it is necessary to solve the problem of who to seek benefits for, otherwise it is difficult for enterprises to develop in the longer run. Enterprises should pursue the principle of community of interests to satisfy customers, employees and partners. Huawei relies on the community of interests and the interest-driven mechanism to continuously activate the entire organization.

To facilitate suppliers' understanding of their financial status, Huawei uses an automatic fax system for financial payments to notify suppliers of their current payment status by fax every week, so that they can write off receivables and keep track of the progress of payment collection. In addition, Huawei has broken away from the previous model of each accountant being in charge of one account, and has set up a unified interface platform for suppliers, with a single person responsible for receiving invoices from suppliers and answering various inquiries from suppliers. In addition, through the aforementioned business process reengineering, Huawei has eliminated many repetitive review steps, so that invoices that used to take six days to be credited to the account are now recorded in one day, and the timely payment rate to suppliers has also increased to more than 95%. This practice of spending manpower and material resources to serve suppliers fully reflects Huawei's concept of a community of interests. Huawei's approach has paid off with its suppliers. Some suppliers will take the initiative to make suggestions on some inappropriate practices of Huawei.

(5) Design: Characteristic

It is understood that in the U.S. headquarters of Starbucks, there is a special designer, with a group of professional designers and artists, specializing in the design of Starbucks stores around the world. When they designed each store, the city thought about how to integrate Starbucks into it according to the characteristics of the local business circle. Therefore, each Starbucks store, on the basis of brand unity, tries to expound its individual characteristics. Starbucks in Shanghai, China, for example, is dominated by young consumers. When expanding a new store, they went to great lengths to find a unique location and design it with the local landscape in mind. In the midst of clinging to the busy livelihood, people are looking for this relaxation and leisure. If your products and things meet this need and give them a wonderful and quiet experience, you will attract more consumers and increase brand recognition.

2.3 Diversified employee incentive system

The success or failure of the sales and catering industry depends largely on the level of service it provides, and waiters in these businesses have the lowest incomes and the most mobility. Many service-oriented enterprises reduce operating costs by cutting employee benefits in order to seek short-term profits, and in the long run, this practice of reducing costs at the expense of employees to a certain extent will affect corporate reputation and thus affect corporate performance.

Recognizing the importance of employees in brand communication, Starbucks believes that Starbucks' success depends on customers having a very good experience in the store, which means that store associates must be very familiar with all of the company's products, be able to passionately convey the company's coffee culture to customers, and have the skills and personality to provide consistent and enjoyable service. Therefore, it is important to promote a relationship of trust between management and employees in order to attract and motivate employees who work hard and perform well.

Starbucks' basic employee benefits system

1) A policy of providing comprehensive health care for temporary workers. The policy entitles all part-time employees who work more than 20 hours per week to the same commercial insurance coverage as full-time employees, while each employee receives 75 percent of the medical expenses covered by Starbucks.

2) Stock option system

3) Stock investment plan

4) Coffee Bean Option Plan

5) Stock option awards

6) Encourage employees to come up with ideas, even small ones.

Starbucks' employee incentive mechanism can be analyzed using the two-factor model and the content-based incentive theory of fairness theory. The two-factor model includes health care factors and motivational factors. Health factors are factors related to the working environment or conditions, including management level, remuneration package, company policies, physical work environment, interpersonal relationships, etc. Motivating factors are factors related to the work itself, including work fulfillment, work challenge, recognition and praise at work, work development prospects, personal success and promotion opportunities, etc. Good health factors make employees not dissatisfied, and good motivating factors make employees satisfied.

For health factors, the Starbucks work environment is romantic, and there is a kind of relaxed and happy working atmosphere, and employees are certainly not dissatisfied. In addition, the remuneration package of employees is better than that of their peers, the additional benefits are also rare and generous, and there are also stock option incentives for "bean stocks", and the measures of health factors are generally implemented very well, and there is almost no dissatisfaction with employees.

Don't subscribe anymore!