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企业文化建设英文
企业文化建设(英文)
Introduction
Inanycompanieshasitsownculture.Somecultureisstrong,otherscultureisweak.Nomatterthecultureisstrongorweakthatwillimpactonthedevelopmentofenterprises.Therefore,enterprisesshouldalsotakeeffectivemeasurestomaintainthecorporateculture.Wegmanisagrocerystore.Hehasastrongcorporateculture,butalsoaffecttheiremployeesfollowtheWegman'sculture.
StrongandWeakCulture
DefinitionofStrongandWeakculture
Anorganizationmustbecomposedofbothavarietyofcultural.Sowecandividetheseintostrongandweakculture,accordingtodifferentattributesofcultures.StrongCultureisthekeyvaluesarestronglyheldandwidelyrecognizedculturalorganizationsbythepublic.StrongCulturewillrestrictamanager'sdecision-makingrelatedtochoiceofallmanagementfunctions.Itdetermineswhatpeopleshoulddoornotdoanything.Organizationshavestrongcultureshaveaveryclearrecognitionofthevalue.Strongculturalimpactfortheemployee'sbehavior,andreducestaffturnoverhavemoredirectcontact.Onthecontrary,(PhilipKotler&GaryArmstrong,[M]2010)WeakCultureisthekeyvaluesthatcannotbewidelyacceptedandstronglyinsistculturalorganizations.
Inastrongculture,theorganization'scorevaluesarebothstronglyheldandwidelyshared.Themorememberswhoacceptthecorevalueandthegreatertheircommitmenttothosevalueis,thestrongercultureis.Consistentwiththisdefinition,astrongculturewillhaveagreatinfluenceonthebehaviorofitsemployeesbecausethehighdegreeofsharingandintensitycreatesatmosphereofhighbehaviorcontrol.
ThecultureofWegman
CharacterizeWegman'scultureisaStrongCulture.Strongcultureforthegreaterimpactofemployeebehavior,andreducestaffturnoverhaveamoredirectrelationship.Aspecialresultofastrongcultureshouldbeloweremployeeturnover.(Robbins,S.P.andCoulter,[M],2007)Astrongculturedemonstrateshighagreementamongmembersaboutwhattheorganizationstandersfor.Suchunanimityofpurposebuildscohesiveness,loyaltyandorganizationcommitment.Thesequalities,inturn,lessenemployees'propensitytoleavetheorganization.
Ingeneral,grocerystoresarenotconsideredasagoodplacetowork.Comparedwithotherprofessions,Lowincomeisinthisprofession.Theresultisanindustrythatseeshighannualturnoverrate.EmployeesatWegman,however,viewworkingforagrocerabitdifferently.Insteadofviewingtheirjobasatemporarysetbackonthewaytoamoreillustriouscareer,manyemployeesatWegmanviewworkingforthecompanyastheircareer.ThisisbecausethereisastrongcultureofWegman;itcancultivateworkinginterestofemployeessothatemployeestakeprideatwork.Employeesandthecompanyformedaconsistentidentity.
HowWegman'sculturaltoinfluencestaff
Wegmanwanttolettheculturewhichisdynamic,happy,mutualaid,loyaltycanaffecteveryemployee,andwillsustainthisculture.Therefore,theWegmanhasdonealot
Ingrainedmanagers
Wegman'scultureisingrainedintheseniormanagers.Morethanhalfofthesemanagersstartworkingheresinceateenager.Wegman'sculturalimpactonthemisprofound.TheyhavebeenworkingatWegmanatleasttwodecades;theirfeelingsofWegmanaredeep.Theirunderstandingofthecompany'scultureisalsoverythorough.Thus,thesemanagersleadershipemployees,theywillfollowtheWegman'sculture,whichcancultivatealoyalWegman'semployees.Thisenablestheformationofculturalheritage
Carefulselectionemployees
Wegman'sisverycarefullyinselectingemployees.EmployeesatWegmanarenotselectedbasedonthementalabilityorexperience,butintheinterestofthecandidatesasajudgmentstandard.Wegmanwishtohireemployeesarealinterestinfood,theycanhelpthecompanymaintainconcernedonthedeliciousfood.SuchemployeesareinlinewithWegman'sownculture,theyarealsomorelikelytoacceptthecompany'sothercultures.
Cautiousexpansion
BecauseWegman'scarefullyselectsemployees.Sothegrowthisoftenslowandmeticulous,withonlytwonewstoresopenedeachyear.WhilethisrateofexpansionisslowbutitcanensurethateachstorecontainsastrongcultureofWegmanWhenanewstoreisopened,employeesfromexistingstoresarebroughtintothenewstoretomaintaintheculture.Theexitingemployeesarethenabletotransmittheirknowledgeandthestore'svaluestothenewemployees.
Wegman'sCulture
TheprimarysourceofWegman'sculture
Theorganization'scurrentcustoms,tradition,andthegeneralwayofdoingthingsarelargelyduetowhatitinhasdonebeforeanddegreeofsuccessithashadwiththoseendeavors.Thisleadsustotheultimatesourceofanorganization'sculture:
itsfounder.
Foundersoftheorganizationtraditionallyhaveamajorimpactontheearlyculture.Theyhaveavisionofwhattheorganizationshouldbedoingsomethingforfuture.Theydonotacceptthepreviouspracticeortheshacklesofideology.(LiSufang[J]2009)Atypicalfeatureoftheneworganizationissmallsize.Thisisfurtherbeneficialthatthefounderimpositionsoftheirownvisiononallmembers.Therearethreewaystocreateacultural.
First:
foundershireandkeeponlyemployeewhothinkandfeelthesamewaytheydo.
Secondindoctrinationandsocializeemployeestotheirwayofthinkingandfeeling.
Finallyfounders'ownbehavioractsasarolemodelthatencourageemployeestoidentifywiththemandtherebyinternalizetheirbeliefs,values,andassumption.
Wegman'sflagshipstorelocatedinNewYork,whichisthebrothersofJohnandWalterWegmanfoundedin1930.Itsspecialfeatureisacoffeeshopthatseatedinthestorecanaccommodate300people.Obviously,founderspayattentiontothedeliciousfoodshighly.Therefore,theyhirepeoplewhoarereallyinterestedinfood.Thishelpstomaintainthefounders'ideasfocusingonthefood,creatingtheoriginalWegman'sculture.Wegman'sdevelopmentitseemstobesuccessfultoday.Thus,thefounders'attentiontothedeliciousfoodbecomesseenasaprimarydeterminantofthatsuccess.Hissuccessorisconstantlystrengthenedanddevelopednewcultures,suchasincreasedemployeebenefits.Atthispoint,thefounders'entirepersonalitybecomesembeddedinthecultureoftheWegman.
Sustainownculture
Onceacultureisinplace,therearepracticeswithintheorganizationthatacttomaintainitbygivingemployeesasetofsimilarexperiences.Theselectionprocess,performanceevaluationcritical,traininganddevelopmentactivities,andpromotionensurethatthosehiredfitinwiththeculture,rewardthosewhosupportit.(StephenP.Robbins&TimothyA.Judge[M]2008)InsustainWegman'sculturalprocess,mainlyusedtwomethods:
Selectionpractices,theactionsoftopmanagement.
Selectionpractices
Theexplicitgoaloftheselectionprocessisidentifyandhireindividualswhohavetheknowledge,skills,andabilitiestoperformthejobwithinthejobwithintheorganizationsuccessfully.Wegmanisafoodstore,hehiredstaff,ofcourse,isinterestedinfoodasaconditionofselection.ThisselectioncriteriaandWegman'sculturetomaintainhaveasignificantrelationship.Inthisway,thecompanyintheselectionstaffprocessinsistedtheWegmanculture,screeningoutthosewhoarenotinterestedinfood,orthreatenWegman'sculture.
Theactionsoftopmanagement
Anotherwaystomaintaincompany'sculture——Socialization
Inadditiontoselectionpracticesandactingoftopmanagement,maintainedorganizationcultureapproachtherearemanytypes.Socializationisaneffectivemethod.Nomatterhowgoodorganizationdoesinstaffselectionandrecruitment,newemployeescannotfullyadapttotheorganizationalculture.Becausetheyarenotfamiliarwiththeorganization'sculture.(StephenP.Robbins&TimothyJudge[M]2008)Newemployeesarelikelytodisturbtheconceptsandhabitsthatareinplacedinorganization.Organizationswill,therefore,needtohelpnewemployeesadapttotheorganization'sculture.Theadaptationprocessiscalledsocialization
Socializationcanbedividedintothreestages.PrearrivalStage:
IncludingalllearningactivitiesoccurredbeforethenewmemberstoparticipateinOrganization.Duringthisphase,wecanclearlyseeeachindividual'sdifferentvaluesandexpectationsofthecompany.EncounterStage:
Atthisstage,newmemberscanseethetruecharacteroftheorganization.Newemployeesmayfacetodisconnectedproblembetweenpersonalexpectationsandreality.Theperiodisacrucialstageoftheprocesssocialization.Itiswhentheorganizationseekstomoldtheoutsidersintoanemployee“ingoodstanding”MetamorphosisStage:
Tosolvetheproblemduringthecollisionmaylastarelativelylongperiodoftime.Thenewemployeemasterstheskillsrequiredforthejobthatsuccessfullyperformsthenewroles,andmakestheadjustmentstotheworkgroup'svaluesandnorms.
Forexample,atLimitedBrands,NewlyappointedvicepresidentandregionaldirectorthroughOnemonthtrainingprogram,itcalled“onboarding”.Purposeistoallowtheseseniorexecutivesintegrateintothecompany'sculture.Duringthemonththeyhavetonodirectresponsibilitiesfortasksassociatedwiththeirnewpositions.Instead,theyspendalltheirworktimemeetingwithotherseniorleaderandmentorsworkingthefloorsofretailstores,evaluatingemployeeandcustomerhabits,investigatingthecompetition,andstudyingLimitedBrands'pastandcurrentoperations.
LearnCultureinWegman
HowtolearnWegman'scultures——Stories
Wegmanuseapart-timeinthecompany's19-year-oldcolle