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這是給每一位中國(guó)企業(yè)家和管理者*好的禮物，本書可幫助他們有力掌控企業(yè)文化，讓企業(yè)家理念更好地傳承，讓中國(guó)商業(yè)更加成功，同時(shí)管理者可獲得*有力的管理之道，更快實(shí)現(xiàn)職業(yè)成功。本書是作者10年學(xué)習(xí)心得，書中分析了目前文化管理的核心挑戰(zhàn)，提出了一流企業(yè)文化管理框架和22個(gè)管理策略，解決了文化評(píng)估、文化梳理、文化考核、文化融入管理的渠道等難題，而且書中還有大量文化案例、文化示范、文化工具等，可幫助讀者更好地掌握文化管理。

《干法：打造一流企業(yè)文化22策略》是一本幫助企業(yè)管理者落實(shí)企業(yè)文化的實(shí)用指導(dǎo)手冊(cè)，包含豐富的案例及對(duì)實(shí)踐操作的經(jīng)驗(yàn)總結(jié)。作者精心提煉的22個(gè)策略涵蓋了打造一流企業(yè)文化的多個(gè)層面及角度，本書將幫助企業(yè)管理者更好地了解并成功樹立適合自身的企業(yè)文化。

前言
必須邁向一流的企業(yè)文化
隨著全球政治形勢(shì)復(fù)雜化、社會(huì)信息化、經(jīng)濟(jì)全球化、產(chǎn)業(yè)跨界化、競(jìng)爭(zhēng)生態(tài)化、企業(yè)平臺(tái)化、組織扁平化、員工創(chuàng)客化、管理人文化、經(jīng)營(yíng)數(shù)據(jù)化等新時(shí)代特征的出現(xiàn)，很多企業(yè)都面臨著全球性競(jìng)爭(zhēng)、跨文化管理、產(chǎn)業(yè)融合、技術(shù)創(chuàng)新、發(fā)展方式轉(zhuǎn)變、制造升級(jí)、品牌塑造、移動(dòng)互聯(lián)網(wǎng)時(shí)代生存等一系列挑戰(zhàn)。
日本航空破產(chǎn)保護(hù)、柯達(dá)公司破產(chǎn)保護(hù)、諾基亞手機(jī)出售、惠普拆分、IBM PC出售等事件的出現(xiàn)，更使企業(yè)深刻感受到生存危機(jī)。而伴隨中國(guó)互聯(lián)網(wǎng)產(chǎn)業(yè)發(fā)展而起的互聯(lián)網(wǎng) 、新商業(yè)模式、大眾創(chuàng)業(yè)，萬(wàn)眾創(chuàng)新熱潮，以及京東、樂(lè)視、小米、滴滴快的、美團(tuán)、餓了么、大疆無(wú)人機(jī)、華為終端、微信、螞蟻金融、陸金所、宜信、恒昌利通、中國(guó)高鐵、比亞迪新能源汽車等新企業(yè)和經(jīng)濟(jì)角色崛起，這都讓我們看到了新時(shí)代希望，體味到了中國(guó)發(fā)展的喜悅，也讓我們感受到創(chuàng)新文化的力量。
美國(guó)著名管理學(xué)者托馬斯·彼得曾說(shuō)，一個(gè)偉大的組織能夠長(zhǎng)期生存下來(lái)，最主要的條件并非結(jié)構(gòu)、形式和管理技能，而是稱之為信念的那種精神力量以及信念對(duì)組織全體成員所具有的感召力。
由此可見，要想在這個(gè)快速變化的經(jīng)濟(jì)新常態(tài)下活得愉快和持久，企業(yè)必須具有創(chuàng)新的文化力量，必須致力于一流企業(yè)文化建設(shè)，引領(lǐng)企業(yè)發(fā)展和創(chuàng)新，保持持續(xù)發(fā)展的活力。一流企業(yè)文化的藝術(shù)一流企業(yè)文化是一流企業(yè)家的領(lǐng)導(dǎo)藝術(shù)，是融入企業(yè)家精神的藝術(shù)杰作。它引領(lǐng)企業(yè)發(fā)展方向，賦予企業(yè)前進(jìn)動(dòng)力，它深入每個(gè)心靈，激發(fā)斗志，鼓舞士氣，推動(dòng)創(chuàng)新和變革，伴隨并助力企業(yè)應(yīng)對(duì)挑戰(zhàn)，贏取競(jìng)爭(zhēng)，創(chuàng)新發(fā)展。一流企業(yè)文化要有利于為客戶提供優(yōu)質(zhì)的產(chǎn)品和服務(wù)。這是企業(yè)存在最核心的價(jià)值體現(xiàn)，也是企業(yè)文化作用的最終體現(xiàn)。一流企業(yè)文化要引領(lǐng)企業(yè)對(duì)社會(huì)環(huán)境、市場(chǎng)環(huán)境和消費(fèi)環(huán)境進(jìn)行分析，并通過(guò)驅(qū)動(dòng)內(nèi)部的資源與能力整合，滿足客戶需求，為客戶提供優(yōu)質(zhì)的產(chǎn)品和服務(wù)。一流企業(yè)文化要有利于企業(yè)的持續(xù)發(fā)展和業(yè)績(jī)?cè)鲩L(zhǎng)。一流企業(yè)文化可平衡企業(yè)長(zhǎng)短期發(fā)展，激發(fā)內(nèi)部的凝聚力、向心力、創(chuàng)新力和活力，平衡企業(yè)利益相關(guān)方訴求，有助于實(shí)現(xiàn)企業(yè)的可持續(xù)增長(zhǎng)和發(fā)展。其中，一流企業(yè)文化不會(huì)機(jī)械而固執(zhí)地倡導(dǎo)追求長(zhǎng)期或短期利潤(rùn)，而是能根據(jù)企業(yè)發(fā)展環(huán)境特點(diǎn)及企業(yè)自身資源能力狀況，更好地平衡長(zhǎng)期或短期利潤(rùn)，更好地實(shí)現(xiàn)企業(yè)可持續(xù)發(fā)展和經(jīng)營(yíng)業(yè)績(jī)的持續(xù)增長(zhǎng)。一流企業(yè)文化要有利于員工的成長(zhǎng)發(fā)展。員工薪酬福利被列支為企業(yè)的成本，但員工卻是企業(yè)價(jià)值創(chuàng)造的最活躍因素。具有一流企業(yè)文化的企業(yè)會(huì)具有更多的人文精神，注重對(duì)個(gè)人的尊重和合法權(quán)益的保護(hù)，注重員工素質(zhì)、知識(shí)和技能的提升，注重激發(fā)員工人的本質(zhì)力量，注重員工與企業(yè)的共同發(fā)展，并為員工的成長(zhǎng)和自我實(shí)現(xiàn)提供一系列條件支持和環(huán)境基礎(chǔ)。一流企業(yè)文化要有利于體現(xiàn)企業(yè)的社會(huì)責(zé)任。一流企業(yè)文化可引導(dǎo)企業(yè)承擔(dān)相應(yīng)的社會(huì)責(zé)任，可指引企業(yè)處理好與供應(yīng)商、渠道商、消費(fèi)者等之間的利益關(guān)系，引導(dǎo)企業(yè)積極參與到公共社會(huì)的建設(shè)中，如幫助政府更好地進(jìn)行社會(huì)管理，維護(hù)社會(huì)的和諧安定、公正公平，在困難群體與自然災(zāi)難面前，能夠使企業(yè)更具有人道主義精神。III
一流企業(yè)文化前夜的迷茫
從哲學(xué)上來(lái)講，事物有兩個(gè)質(zhì)變方式，一個(gè)是量的積累；一個(gè)是內(nèi)在結(jié)構(gòu)的調(diào)整。一流企業(yè)文化落地就是通過(guò)對(duì)企業(yè)和員工進(jìn)行內(nèi)在結(jié)構(gòu)性調(diào)整，最大程度激發(fā)員工潛能，改變企業(yè)行為，提升企業(yè)發(fā)展能力，推動(dòng)員工績(jī)效提升，實(shí)現(xiàn)企業(yè)質(zhì)的飛躍。
目前，由于缺乏切實(shí)性方法論，企業(yè)的文化落地工作大都存在一些局限，進(jìn)而導(dǎo)致企業(yè)在企業(yè)文化工作中的投入無(wú)法有效轉(zhuǎn)化為效益，作用微渺。企業(yè)需要?jiǎng)?chuàng)新的企業(yè)文化落地方法論支持，以實(shí)現(xiàn)企業(yè)文化作用的真正發(fā)揮。
自企業(yè)文化理論在20 世紀(jì)80 年代中期引入中國(guó)后，其發(fā)展經(jīng)歷了知識(shí)普及期和文化建設(shè)期，目前正迷茫地走在文化落地融入期，期待著走向企業(yè)變革期。
20 世紀(jì)八九十年代的企業(yè)文化專家回答了企業(yè)文化是什么為什么的問(wèn)題，這表現(xiàn)為出版了很多以企業(yè)文化命名的書籍；90 年代及21 世紀(jì)初的企業(yè)文化專家回答了如何建設(shè)的問(wèn)題，這表現(xiàn)為出版了多種以企業(yè)文化建設(shè)為名的書籍；目前我們正處在解決文化落地迷惑的關(guān)鍵時(shí)期。雖然目前有很多以企業(yè)文化落地或企業(yè)文化管理命名的書籍，但很多或云里霧里，或思維局限，或缺乏操作性，或缺乏管理性，都只起到了有限的工作指引作用。
在企業(yè)文化的管理實(shí)踐中，很多企業(yè)投入了大量資源以推動(dòng)企業(yè)文化的建設(shè)和落地，如設(shè)置了文化部門、文化崗位，招聘了大量專職人員，投入了時(shí)間、精力和百萬(wàn)元千萬(wàn)元的預(yù)算，開展了很多活動(dòng)，但由于在企業(yè)文化與經(jīng)營(yíng)管理融合等方面做的工作相對(duì)較少，導(dǎo)致企業(yè)文化與經(jīng)營(yíng)管理的兩張皮，也影響了企業(yè)在企業(yè)文化領(lǐng)域的投資收益。從此，企業(yè)文化工作在迷茫期徘徊，不知如何前進(jìn)，甚至有人問(wèn)筆者，企業(yè)文化工作到底該做些什么？這為筆者提供了寫作此書的動(dòng)力和契機(jī)。
關(guān)于本書的介紹
在企業(yè)文化落地迷茫期，很多文化落地的理論都無(wú)法為企業(yè)提供切實(shí)有效的行動(dòng)指導(dǎo)。為了讓企業(yè)文化落地及作用發(fā)揮不再迷茫，本書總結(jié)了前人研究的成果，梳理了國(guó)內(nèi)外領(lǐng)先的企業(yè)文化管理實(shí)踐，并基于筆者自身企業(yè)文化領(lǐng)域的研究、咨詢和實(shí)戰(zhàn)經(jīng)驗(yàn)，創(chuàng)新地提出了系統(tǒng)的解決方案，即一流企業(yè)文化落地框架和22 個(gè)工作策略。一流企業(yè)文化落地框架和22 個(gè)工作策略的核心在于指引企業(yè)實(shí)施全面文化管理，建立企業(yè)不可復(fù)制的核心競(jìng)爭(zhēng)力。企業(yè)需要基于文化誠(chéng)意，完善企業(yè)文化內(nèi)容體系，并從知、信、能、行四個(gè)方面開展工作，確保價(jià)值觀被認(rèn)知、理解、信任和認(rèn)同，并在文化落地執(zhí)行中實(shí)施全面文化管理，促進(jìn)個(gè)人行為、企業(yè)行為的全面變革，促進(jìn)企業(yè)的持續(xù)發(fā)展。這些正是本書的精要，也希望大家能夠真正理解這一片苦心。本書共分為六章，第一章是重新認(rèn)識(shí)企業(yè)和企業(yè)文化；第二章辨析了企業(yè)文化落地，概要地介紹了一流企業(yè)文化落地框架；第三、第四、第五、第六章詳細(xì)介紹了企業(yè)文化落地框架的四個(gè)核心內(nèi)容，即實(shí)現(xiàn)知、信、能、行的具體方式方法的22 個(gè)工作策略。尤其值得關(guān)注的是，本書創(chuàng)新性地提出了一些企業(yè)文化的理論概念和方法，如一流企業(yè)文化落地框架、文化誠(chéng)意、文化合法性、全面文化管理、文化周期、制度的文化性等。這些提法不是在嘩眾取寵，而是筆者在企業(yè)文化工作過(guò)程中思考和積累的結(jié)果。在此也希望更多的人參與到企業(yè)文化思考、創(chuàng)新和分享中來(lái)。筆者相信，本書可以幫助企業(yè)走出文化落地的迷茫，減少在企業(yè)文化工作中的無(wú)效投入，并指導(dǎo)企業(yè)打造出務(wù)實(shí)高效的一流企業(yè)文化，引領(lǐng)企業(yè)的局部或整體變革，進(jìn)而提高企業(yè)競(jìng)爭(zhēng)能力和發(fā)展能力，在這個(gè)變幻莫測(cè)、不斷顛覆的世界里活得更好更久。

史德安，山東人，2006年進(jìn)入山東師范大學(xué)修企業(yè)文化碩士學(xué)位，畢業(yè)后就職某紐交所上市跨國(guó)醫(yī)藥企業(yè)集團(tuán)、中國(guó)知名咨詢公司、中國(guó)*的互聯(lián)網(wǎng)金融P2P平臺(tái)公司等從事文化學(xué)習(xí)研究、咨詢、培訓(xùn)、顧問(wèn)與管理工作，服務(wù)大中小型公司20余家，親自訪談企業(yè)高中基層1000余人，在《中外企業(yè)文化》《銷售與管理》等雜志發(fā)表文章若干，在企業(yè)文化理論研究，以及文化調(diào)研評(píng)估、梳理提煉、落地與管理等實(shí)戰(zhàn)方面有豐富經(jīng)驗(yàn)。

目錄

第一章

企業(yè)文化新態(tài)度

一、3個(gè)企業(yè)文化定義模式 ······················································001

二、6個(gè)企業(yè)文化基本作用 ······················································003

三、2個(gè)企業(yè)文化形成方式 ······················································006

四、9個(gè)企業(yè)文化變量 ····························································011

五、企業(yè)文化是企業(yè)家文化嗎？ ···············································020

六、如何正確追求企業(yè)文化特色？ ············································021

第二章

企業(yè)文化落地框架概況

一、如何理解企業(yè)文化落地 ·····················································024

二、一流企業(yè)文化落地框架 ·····················································028

第三章

文化認(rèn)知實(shí)現(xiàn)文化的心靈洗禮

第一策 靈活多樣的宣傳 ··································································057

一、文化宣傳意義 ·································································057

二、文化宣傳原則 ·································································058

三、文化宣傳內(nèi)容 ·································································059

四、文化宣傳渠道 ·································································061

五、文化宣傳策略 ·································································067

第二策 深入心靈的培訓(xùn) ··································································070

一、文化培訓(xùn)意義 ·································································070

二、文化培訓(xùn)原則 ·································································071

三、文化培訓(xùn)內(nèi)容 ·································································073

四、文化培訓(xùn)類型 ································································074

五、文化培訓(xùn)方式 ·································································076

第三策 富含文化的活動(dòng) ··································································080

一、文化活動(dòng)作用 ·································································080

二、文化活動(dòng)原則 ·································································082

三、文化活動(dòng)類型 ·································································084

四、文化活動(dòng)策劃 ·································································092

五、活動(dòng)相關(guān)問(wèn)題 ·································································095

第四策 難以忘懷的形象 ··································································096

一、文化形象作用 ·································································096

二、文化形象類型 ·································································097

三、注意事項(xiàng) ·······································································104

第五策 順暢有效的溝通 ··································································105

一、文化溝通作用 ·································································105

二、文化溝通內(nèi)容 ·································································106

目 錄 、文化溝通形式 ·································································108

四、文化溝通原則 ·································································111

第六策 浸潤(rùn)人文的環(huán)境 ··································································112

一、工作環(huán)境影響 ·································································112

二、人文環(huán)境營(yíng)造 ·································································113

三、注意事項(xiàng) ·······································································116

第四章

文化信任構(gòu)建文化的高度信仰

第七策 文化內(nèi)容的合法性 ·······························································123

一、什么是企業(yè)文化的合法性 ··················································123

二、企業(yè)文化為什么要有合法性 ···············································124

三、如何獲得企業(yè)文化合法性 ··················································125

四、注意事項(xiàng) ·······································································129

第八策 領(lǐng)導(dǎo)行為的影響力 ·······························································132

一、領(lǐng)導(dǎo)行為的影響力 ···························································132

二、關(guān)于領(lǐng)導(dǎo)力的研究 ···························································132

三、基于價(jià)值觀的領(lǐng)導(dǎo)行為 ·····················································133

四、文化領(lǐng)導(dǎo)力提升途徑 ························································136

第九策 企業(yè)承諾的可信度 ·······························································137

一、企業(yè)文化的承諾體系 ························································137

二、承諾能夠引導(dǎo)員工行為 ·····················································140

三、企業(yè)應(yīng)學(xué)會(huì)作出承諾 ························································141

第十策 管理制度的文化性 ·······························································143

一、管理制度為什么要有文化性？ ············································143

二、企業(yè)文化融入制度的切入口 ···············································144

三、企業(yè)文化怎么融入制度 ·····················································163

四、注意事項(xiàng) ·······································································165

第十一策 文化儀式的體驗(yàn)性 ···························································166

一、什么是儀式 ····································································166

二、企業(yè)文化為什么要重視儀式 ···············································167

三、企業(yè)文化要重視哪些儀式 ··················································167

四、注意事項(xiàng) ·······································································171

第十二策 成功實(shí)踐的說(shuō)服力 ···························································172

一、成功的文化意義 ······························································172

二、具有文化說(shuō)服力的成功類型 ···············································172

三、注意事項(xiàng) ·······································································175

第五章

文化能力奠定文化的落地基礎(chǔ)

第十三策 文化素質(zhì)的匹配性 ···························································177

一、為什么要注重文化素質(zhì)匹配性？ ·········································177

二、怎樣提升文化素質(zhì) ···························································178

三、注意事項(xiàng) ·······································································183

第十四策 文化管理的專業(yè)性 ···························································184

一、文化管理專業(yè)性的短板 ·····················································184

二、如何提升文化管理專業(yè)性 ··················································184

三、注意事項(xiàng) ·······································································189

第十五策 文化管理的組織保障 ························································189

一、企業(yè)文化組織的意義 ························································189

二、企業(yè)文化組織的設(shè)計(jì) ························································190

三、注意事項(xiàng) ·······································································195

第十六策 文化管理的系統(tǒng)性 ···························································196

一、文化管理系統(tǒng)重要性 ························································196

二、建立七個(gè)文化管理體系 ·····················································196

三、注意事項(xiàng) ·······································································205

第六章

文化施行開展全面的文化變革

第十七策 企業(yè)文化的全面管理 ························································209

一、全面文化管理的必要性 ·····················································209

二、全面文化管理的基本內(nèi)涵 ··················································210

三、實(shí)施全面文化管理 ··························································213

四、注意事項(xiàng) ·······································································215

第十八策 文化管理的目標(biāo)承諾 ······················································· 217

一、目標(biāo)承諾的重要性 ···························································217

二、如何界定文化管理的目標(biāo) ··················································218

三、如何實(shí)現(xiàn)對(duì)目標(biāo)的承諾 ····················································220

四、注意事項(xiàng) ·······································································222

第十九策 文化管理的戰(zhàn)略規(guī)劃 ························································223

一、文化戰(zhàn)略規(guī)劃的重要性 ·····················································223

二、如何進(jìn)行文化戰(zhàn)略規(guī)劃 ·····················································224

三、注意事項(xiàng) ·······································································230

第二十策 文化管理的行為變革 ······················································· 236

一、行為變革的必要性 ···························································236

二、行為變革的內(nèi)容 ······························································236

三、行為變革的困難 ······························································245

四、如何實(shí)現(xiàn)行為變革 ···························································248

五、注意事項(xiàng) ·······································································253

第二十一策 文化管理的考核評(píng)價(jià) ·····················································266

一、文化考評(píng)必要性 ······························································266

二、文化考評(píng)的對(duì)象 ······························································267

三、文化考評(píng)的內(nèi)容 ······························································267

四、文化考評(píng)的指標(biāo)體系 ························································269

五、文化考核的原則 ······························································272

六、文化考評(píng)的方法 ······························································273

七、其他事項(xiàng) ·······································································274

第二十二策 文化管理的持續(xù)改進(jìn) ·····················································275

一、持續(xù)改進(jìn)的必要性 ···························································275

二、持續(xù)改進(jìn)的內(nèi)容 ······························································275

三、持續(xù)改進(jìn)的方式 ······························································279

四、注意事項(xiàng) ·······································································281

致謝 ································································································287