【正文】 以上諸多問題，結(jié)合目前實際情況，在這里我想與大家討論交流一下，可能有的看法過于偏激，但是我衷心地希望，能夠共同提高我們對企業(yè)文化的認(rèn)識，以便于今后企業(yè)文化工作的開展。 7 一、企業(yè)文化不是扯老虎皮、樹幌子，絕對不可以掛羊頭買狗肉。而是應(yīng)該扎扎實實的發(fā)掘企業(yè)文化，提煉企業(yè)文化。 當(dāng)前，我們企 業(yè)文化工作正在受到一股不良風(fēng)氣的影響，一些人根本就沒有從企業(yè)文化的實際出發(fā)，努力摸索出一條適合企業(yè)自身發(fā)展的道路。而是急功近利，千方百計、挖空心思去抄捷徑。于是乎，就把企業(yè)文化來了個包裝炒作，扯上了老虎皮，樹起幌子，專門挑一些非常響亮、時髦、心潮的口號，也不聯(lián)系企業(yè)實際情況，一味地生吞活剝，不加消化，并堂而皇之的把這些口號形式主義當(dāng)作大帽子，強(qiáng)制性扣在每一個人頭上。可悲的是連他們自己也沒有理解企業(yè)文化到底是什么？所以說當(dāng)你掛著 “ 企業(yè)文化 ”的羊頭去買 “ 口號文化 ” 的狗肉時候，又怎么讓人接受你這是在真真正正搞企業(yè) 文化呢！ 企業(yè)文化是企業(yè)多少年發(fā)展過程中積累企業(yè)精神財富，就其本質(zhì)來說，是人文化。研究企業(yè)的文化，應(yīng)該以 “ 企業(yè)人 ” 為出發(fā)點(diǎn)，以企業(yè)為落腳點(diǎn)。說得通俗一點(diǎn)，企業(yè)文化的中心目的是為了搞好企業(yè)。從一定意義來說，是企業(yè)家的文化，是企業(yè)經(jīng)營者的文化，是企業(yè)領(lǐng)導(dǎo)人的文化。企業(yè)要塑造文化環(huán)境，去提高員工文化，才能營造共同的價值觀。 8 How constructs the highly effective TransCulture team The economical globalization takes to the management the influence, made the people more and more to realize team39。s trade, TransCulture management, transdepartmental munication ......In all these noun behind, we may discover the human is the most important factor. How builds the most available energy the team construction? How founds most suits the development the team culture? How maintains the nonbarrier in the team the munication? How displays the leadership strength in the team and carries out the strength? What type do we this regard as important the question? One. Cultivation team cohesive force. First should the enterprise culture which cooperates mutually in the enterprise interior establishment and the propaganda, the maintenance enterprise longitudinal, crosswise exchange the channel unimpededness, causes the information and the knowledge at the enterprise interior wideranging exchange and the , the head of undertaking should take the team the construction, the guidance team39。s healthy development, forms one the environment and the atmosphere which favors the team to develop. Once more, through holds the member conference, conferences and so on project progress appraisal meeting causes everybody to meet frequently the the team members feel the collective the existence, the cohesive force also naturally raises. Two. Has the control team the reason that can operate effectively, gives credit to a great extent in the team interior member enjoys in the full independent decisionmaking power, including can draw up the production goal, hire the staff, the appraisal achievements independently and so the full authorization was not equal to does not need to lead and to manage, therefore is authorized should divide the stage to have the plan to have the control to carry on, avoids head of undertaking should release authority gradually by the nimble way, and unceasingly carries on the 9 appraisal to team39。s achievements. Three. Effective speaking, was driving effectiveness far strong in negative drive, thus the enterprise should formulate a perfect reward system for team39。s smooth the same time, the relative achievements appraisal system also is one kind of effective drive can control to a certain extent and reflect member39。s corresponding endeavor is between the team members carries on the relative achievements appraisal, between the team also may carry on the achievements appraisal. Four. Suitable utilization collective decisionmaking. Suitable utilization collective functional departments, the specialty and the skill are mutually the supplements, a duty pletion so disperses in the distributed situation in the knowledge and the information, the collective decisionmaking bees more important, “but but should pay attention to the collective decisionmaking to discuss not definitely” the fatal disease. Five. Leadership , and the leader should valuable the values which may accept transmit gives the team, the diplomatic group team members accepts internal standard and the rule, and raises the team cohesive force under the values , kisses with equally and the team members carries on the conversation and the work, stimulates staff39。s enthusiasm and the the same time, the leader needs to study unceasingly improves own quality and ability, for team39。s development indication correct direction. But in the real life, our enterprise constructs in the team, when specially TransCulture team construction what question is facing? We interviewed Mr. Liang will Cheng who Carnegie trains Shanghai Corporation. Wealth Wisdom: Has trained in Carnegie in the enterprise, we saw has very the multispan country these transnational enterprises, their team very has the possibility is by different national, the different region personnel is , constructs in theirs team, which opportunities did you see and the challenge? Liang: My main discovery is the cultural differenceIn development process, although everybody has must the goal which pletes the matter, but everybody 10 diligently direction is sometimes dissimilar, the result in a team, you runs I toward the east to run toward the west, all dissipated the strength the TransCulture team39。s construction, often can meet a question, how is everybody should walk toward a direction, how the direction which satisfies toward the customer walks. Beforehand customer satisfies often emphasizes is the technology or is the quality aspect, now very emphasizes is serves this aspect, such speech, in the team the unimpeded munication appears very , how is causes the municat