Corporate Culture £º
What is Corporate Culture £¿ Why is it essential to every company? What kind of corporate culture do Power-Servo need? How to establish our own culture?
You may have seen various definitions of corporate culture, reflecting the corporate features from different perspectives. Generally speaking, corporate culture refers to the usual practice and common standards that characterize members of an organization. It is a series of criteria and procedures shared by the corporate staff, including both formal regulations and informal conventional practices. But in essence, corporate culture is concerned about the manifestation of a corporation¡®s value system that directs a company's daily operation and its members' behavior. Corporate culture is the foundation, upon which an enterprise exists, as well as the principle that guide an enterprise operates and develops.
¢ñ¡¢ The construction of corporate culture is a process extending from internal to external of an organization and from the individual to the whole group.  ¡¡
Summarizing from Power-Servo's culture, the constant pursuit of the innovation and superiority is the key to our success. Now, Power-Servo has developed into an organization with hundreds of employees and several strategy departments worldwide. How to maintain our passion and innovation to achieve a greater success has become Power-Servo's new challenge. We aim to achieve bigger accomplishment by means of continuously pursuing innovation and superiority. However, without a highly efficient working team our efforts would be in vain. The success of Power-Servo demands that every member of the corporation set a same goal, have trust in our colleagues, the future of Power-Servo and the reward we are going to get. It is mutual trust that leads to mutual commitment and collaborated effort for a shared future. The credibility of a group is based on the mutual trust among group members, which is determined by the credibility of each member of the group.
Therefore, the construction of corporate culture can be considered as an extension process from internal to external of a corporation, and a process from individuals to the whole group. The establishment of corporate culture begins with the establishment of an accordant value system within each member of the corporation, especially within each member of the management team.
¢ò¡¢ Why building ¡°Integrity¡± is the initial step for the Power-Servo culture construction?
We are in an industry where success is reachable only with collaborated efforts. In Power £ Servo not a single product is made exclusively by individuals. All our products and services are provided through the cooperation of our different working teams, which determine the team work is our major working style while communication and cooperation within the team is the key to our success.
It is acknowledged to all that the efficiency of team work is based on every member's recognition of a mutual goal, their personal abilities, and the effective communication and collaboration among the group. Thus to set up a mutual goal and communicate effectively, we find building the trust between team members is essential.
¢ó¡¢ The credibility culture of a corporation is based on the interpersonal trust among its members
The construction of a corporation culture is started from the fundamental level , from every member within the organization, especially the management team. When an enterprise or an organization is to build a trust-based culture, every member is confronted with one question ¨C Am I a reliable person?
It is impossible for a trustworthy person to establish a long-term cooperative relationship credit with others, even though some there are communication tactics used to obtain others' favor or even trust. However such relationships withstand neither time nor conflicts of interest and confrontations alike. Once tactics can no longer cover real intentions, trust vanishes. When there is no trust between members, reliability among the group will be in vain.
That is why we put ¡°Integrity and honesty¡± as the core of our corporate culture. An atmosphere of trust and respect within our enterprise can't be formed unless every one in the group behaves with integrity and honesty .
¢ô¡¢ Learn to be a reliable person
The c redibility of a person derives from two qualities¡ª morality and skills.
Our ability is the embodiment of our specialized knowledge, ability of analyzing problems, communication and management skills, etc. One can be trusted only if he keeps on improving his comprehensive skill. But this is not the sufficient condition .His moral character is as important as his skill to obtain other's trust. Just like a situation that we won't ask a doctor with good medical skill but no ethics to perform an operation, we won't cooperate with some one who is skillful but immoral for long.
To build one's credibility is a time-consuming process. The following advices may help you get there sooner. £º
1£® Commitment to promises
a£® Commitment to promise is one of the important qualities of a reliable person. Power-Servo will lose our clients' faith if we can't keep our promises. A manager will lose his employees' trust if he can't keep her promises. An employee will lose his colleagues' trust if he can't keep his promises. In a word, commitment to promises is essential to get others' trust.
b£® Since keeping promises is so important, careful consideration and explication of the promises must be given before the commitment so that no one will be disappointed because of the over-expectation. Making hast promises to gain short-term profits or a vague one can both result in greater lost of credibility
c£® Sincere apology is the best remedy to maintain the other party's trust and get the opportunity of rectification if we are not able to keep our promises.
2£® Sincere, direct and constructive opinions
Power-Servo has gathered a team of talents specializing in different areas. They each would approach a single problem from many different aspects and come up with different ideas. But how do we make a quick and best solution with the refined remained and without harming the mutual trust in this team?
a. Be magnanimous when raising suggestions or criticism
Suggestions or criticisms are easier for the other party to accept if they are raised for the benefit of the other one or the whole team. A challenging or totally negative attitude would put the other party in a position of embarrassment or self-defense and consequently stalemate the discussion.
b. Give concrete and direct feedback to help others improve.
Try to be concrete and direct and make sure that the other party understands clearly what the problem is when giving feedback or suggestions. For example, ¡°There are several pieces of inaccurate information in your recent reports. They are¡. How to improve the quality of our report? ¡±
c. Never have bias against others.
Personal judgments like ¡°You are a bit lazy recently¡It is evident in your recent reports that¡¡± can always place others in state of self-defense , let alone the communication.
d. Praise behind the back; criticize to the face.
The establishment of corporate culture is a long-run process, which involve the repeated consolidation, abstraction and enrichment. Being a young company, Power-Servo needs the contribution from every one of its team to complete the its culture construction. |
