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干法-打造一流企业文化22策略

2020-06-08 00:00:00

干法-打造一流企业文化22策略本书特色这是给每一位中国企业家和管理者好的礼物，本书可帮助他们有力掌控企业文化，让企业家理念更好地传承，让中国商业更加成功，同时管理者可获得有力的管理之道，更快实现职业成功。本书是作者10年学习心得，书中分析了目前文化管理的核心挑战，提出了一流企业文化管理框架和22个管理策略，解决了文化评估、文化梳理、文化考核、文化融入管理的渠道等难题，而且书中还有大量文化案例、文化示范、文化工具等，可帮助读者更好地掌握文化管理。干法-打造一流企业文化22策略内容简介《干法：打造一流企业文化22策略》是一本帮助企业管理者落实企业文化的实用指导手册，包含丰富的案例及对实践操作的经验总结。作者精心提炼的22个策略涵盖了打造一流企业文化的多个层面及角度，本书将帮助企业管理者更好地了解并成功树立适合自身的企业文化。干法-打造一流企业文化22策略目录目录章企业文化新态度一、3个企业文化定义模式 ······················································001 二、6个企业文化基本作用 ······················································003 三、2个企业文化形成方式 ······················································006 四、9个企业文化变量 ····························································011 五、企业文化是企业家文化吗？ ···············································020 六、如何正确追求企业文化特色？ ············································021 第二章企业文化落地框架概况一、如何理解企业文化落地 ·····················································024 二、一流企业文化落地框架 ·····················································028 第三章文化认知——实现文化的心灵洗礼策灵活多样的宣传 ··································································057 一、文化宣传意义 ·································································057 二、文化宣传原则 ·································································058三、文化宣传内容 ·································································059四、文化宣传渠道 ·································································061五、文化宣传策略 ·································································067第二策深入心灵的培训 ··································································070一、文化培训意义 ·································································070二、文化培训原则 ·································································071三、文化培训内容 ·································································073四、文化培训类型 ································································074五、文化培训方式 ·································································076第三策富含文化的活动 ··································································080一、文化活动作用 ·································································080二、文化活动原则 ·································································082三、文化活动类型 ·································································084四、文化活动策划 ·································································092五、活动相关问题 ·································································095第四策难以忘怀的形象 ··································································096一、文化形象作用 ·································································096二、文化形象类型 ·································································097三、注意事项 ·······································································104第五策顺畅有效的沟通 ··································································105一、文化沟通作用 ·································································105二、文化沟通内容 ·································································106 目录、文化沟通形式 ·································································108四、文化沟通原则 ·································································111第六策浸润人文的环境 ··································································112一、工作环境影响 ·································································112二、人文环境营造 ·································································113三、注意事项 ·······································································116第四章文化信任——构建文化的高度信仰第七策文化内容的合法性 ·······························································123一、什么是企业文化的合法性 ··················································123二、企业文化为什么要有合法性 ···············································124三、如何获得企业文化合法性 ··················································125四、注意事项 ·······································································129第八策领导行为的影响力 ·······························································132一、领导行为的影响力 ···························································132二、关于领导力的研究 ···························································132三、基于价值观的领导行为 ·····················································133四、文化领导力提升途径 ························································136第九策企业承诺的可信度 ·······························································137一、企业文化的承诺体系 ························································137二、承诺能够引导员工行为 ·····················································140三、企业应学会作出承诺 ························································141 第十策管理制度的文化性 ·······························································143一、管理制度为什么要有文化性？ ············································143二、企业文化融入制度的切入口 ···············································144三、企业文化怎么融入制度 ·····················································163四、注意事项 ·······································································165第十一策文化仪式的体验性 ···························································166一、什么是仪式 ····································································166二、企业文化为什么要重视仪式 ···············································167三、企业文化要重视哪些仪式 ··················································167四、注意事项 ·······································································171第十二策成功实践的说服力 ···························································172一、成功的文化意义 ······························································172二、具有文化说服力的成功类型 ···············································172三、注意事项 ·······································································175第五章文化能力——奠定文化的落地基础第十三策文化素质的匹配性 ···························································177一、为什么要注重文化素质匹配性？ ·········································177二、怎样提升文化素质 ···························································178三、注意事项 ·······································································183第十四策文化管理的专业性 ···························································184一、文化管理专业性的短板 ·····················································184 二、如何提升文化管理专业性 ··················································184三、注意事项 ·······································································189第十五策文化管理的组织保障 ························································189一、企业文化组织的意义 ························································189二、企业文化组织的设计 ························································190三、注意事项 ·······································································195第十六策文化管理的系统性 ···························································196一、文化管理系统重要性 ························································196二、建立七个文化管理体系 ·····················································196三、注意事项 ·······································································205第六章文化施行——开展全面的文化变革第十七策企业文化的全面管理 ························································209一、全面文化管理的必要性 ·····················································209二、全面文化管理的基本内涵 ··················································210三、实施全面文化管理 ··························································213四、注意事项 ·······································································215第十八策文化管理的目标承诺 ······················································· 217 一、目标承诺的重要性 ···························································217二、如何界定文化管理的目标 ··················································218三、如何实现对目标的承诺 ····················································220四、注意事项 ·······································································222 第十九策文化管理的战略规划 ························································223一、文化战略规划的重要性 ·····················································223二、如何进行文化战略规划 ·····················································224三、注意事项 ·······································································230第二十策文化管理的行为变革 ······················································· 236 一、行为变革的必要性 ···························································236二、行为变革的内容 ······························································236三、行为变革的困难 ······························································245四、如何实现行为变革 ···························································248五、注意事项 ·······································································253第二十一策文化管理的考核评价 ·····················································266一、文化考评必要性 ······························································266二、文化考评的对象 ······························································267三、文化考评的内容 ······························································267四、文化考评的指标体系 ························································269五、文化考核的原则 ······························································272六、文化考评的方法 ······························································273七、其他事项 ·······································································274第二十二策文化管理的持续改进 ·····················································275一、持续改进的必要性 ···························································275二、持续改进的内容 ······························································275三、持续改进的方式 ······························································279四、注意事项 ·······································································281致谢 ································································································287 干法-打造一流企业文化22策略作者简介史德安，山东人，2006年进入山东师范大学修企业文化硕士学位，毕业后就职某纽交所上市跨国医药企业集团、中国知名咨询公司、中国*的互联网金融P2P平台公司等从事文化学习研究、咨询、培训、顾问与管理工作，服务大中小型公司20余家，亲自访谈企业高中基层1000余人，在《中外企业文化》《销售与管理》等杂志发表文章若干，在企业文化理论研究，以及文化调研评估、梳理提炼、落地与管理等实战方面有丰富经验。

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