Is the culture influence behavior, or the behavior influence culture

November 1996 Zhejiang Construction Engineering Group Co., Ltd. after the initial transformation of the joint-stock cooperative system, become a real, a new starting point for the development of a certain group. Since then, a certain enterprise culture, initially formed in the practice of Lou Yong Liang, chairman of the board of directors led by someone years of reform with keen determination and enterprising, concentrated in someone to forge ahead, truth-seeking and pragmatic work, permeability, solubility, rooted in the in business, management, every link in the production. From this group in the construction enterprises into the enterprise image recognition system (CIS), in 2003 the company's image recognition system has been revised to form a CIS system with its own characteristics, in 2004, the company held a grand meeting of enterprise culture, and introduced the “ corporate culture to guide enterprise growth ” and the introduction of a certain cultural core, certain cultural characteristics, certain cultural performance and so on.
In the process of enterprise culture construction, there is a topic that is misunderstood by many people, that is, it is the culture influence behavior, or the behavior influence culture. There are a lot of people will see it on the spur of the moment said: what did you ask for, of course, is the culture (here refers to the enterprise culture affects the behavior of the! We are engaged in the management of enterprise culture construction is not to by clearly tell the staff & ldquo; business advocacy against anything & rdquo; so that the majority of employees to accept the company's excellent values and influence employee thinking and behavior habits?. otherwise, we also engage in what the corporate culture construction (Management) ah!
This view believes that a lot of people engaged in the work of corporate culture will be more recognized. Because enterprises to employees publicizing the concept of corporate culture has always stressed & mdash; mdash; what kind of outlook on life, values, there will be what kind of behavior and result...
However, we emphasize the “ the idea decides the mentality, the mentality decides the behavior ” the time, often neglect the back also has a — — “ behavior decides the habit ”! What is a habit? To the individual is a habit, the group is concerned, “ ” is not a culture? We look back at “ ” — — corporate culture is actually the embodiment of the value of the enterprise in the thinking and behavior of the employees, the ultimate expression of the employee's thinking and behavior habits! When an enterprise advocates the concept of corporate culture has not become the thinking and behavior of the majority of employees, we say that the enterprise culture is still under construction; only when the concept of corporate culture in the majority of people's thinking and behavior habits, we can say that the enterprise culture has been truly formed! In this way, we can draw the conclusion that &mdash, &mdash, in the practice of enterprise culture construction, in fact “ behavior ” also can influence and even “ &rdquo!
Behavioral psychology believes that one of the acts of repeated 21 days will become a habitual action, the 90 day of the repeat will form a stable habit. It is very important for people to know this to be engaged in the construction of enterprise culture (Management)! It tells us that in order to better promote the enterprise culture in the enterprise, the formation of a good cultural atmosphere, we need to study and understand the behavior of the staff, through the behavior of employees to change their original values and habits! We usually will focus more on the employee's concept of publicizing, to make the staff understand and agree with the value concept & mdash; & mdash; of course, this is also very important, because once the staff really understand and agree with the concept of enterprise value, the execution will be more conscious. But we often find that this practice is often difficult to achieve the desired effect! The fundamental reason is that the enterprise has neglected the study of the behavior of the employees!
That made me think of the army. As we all know, the fighting force and execution of the army is a major feature of the military culture. But please note: Although for the military family, the military culture has been objective existence, but for a recruits even, the beginning is not on what the military culture, because the recruits have not formed the habit of soldiers! So, the recruits are how to be in a short period of time the value of the military (such as “ all action to listen to the command ”) into their thinking and behavior habits? By the discipline and strict discipline of the iron!
Enterprise is not the same reason? Therefore, how to improve and strictly implement the rules and regulations of the enterprise, especially the incentive assessment system, guide and help employees develop good thinking and behavior habits, should become the top priority of corporate culture construction (Management)!
Over the years, someone will continue to explore, on the basis of the modern spirit of enterprise and a certain group of the actual, established the & ldquo honesty, pragmatism, innovation, leading & rdquo; the core idea, and puts forward the & ldquo; sincerely to create a better home & rdquo; corporate mission and & ldquo; Brand X & rdquo; business goals, concise adult this view, view, crisis and so on more than 10 values, and gradually establish a enterprise value system, for a certain group of existence value and one years of persistent pursuit to find the accurate annotation. We believe through the tireless efforts of every person and certain corporate culture is not only concise language, but in the hearts of every one seed will germinate, grow into towering trees, will be fruitful!