On view from Haier enterprise culture with Chinese characteristics

Paper Keywords: corporate Culture Culture Haier Group
Abstract: Corporate Culture is the integration of social, cultural and business management product. In human Culture, science and management science, based on the Chinese in America, Germany and the characteristics of the corporate Culture of the analysis. Through a case study of Haier Group, trying to on building a corporate culture with Chinese characteristics put forward some new ideas.

1 Overview of Corporate Culture
Culture, according to the new Webster College Dictionary is defined, including thought, speech, behavior and phenomena, including a comprehensive model of human behavior and human learning depends on knowledge transfer of knowledge and the ability of future generations. To the early 20th century, 70 With the rise of Japanese companies, it was noted that the cultural differences on business administration, and then found the socio-cultural integration and enterprise management - corporate culture.

The content very wide range of corporate culture, including not only corporate philosophy, corporate values, entrepreneurship, business ethics, cross-cultural management, but also sub-culture, business systems and corporate image and so on. Constitutes the theoretical basis of organizational behavior almost all subjects the basis of corporate culture, such as psychology, social psychology, anthropology, political science, management and so on. But now Research corporate culture is the main follows the two main theoretical foundation: the foundation and management science, anthropology.

Cultural anthropology is a branch of general anthropology, the study of their own development and the culture created by human science, is a collection of a variety of relevant disciplines. Cultural Anthropology greatest contribution to the corporate culture in its analysis of Research paradigm, in particular, in the methodological aspects. Another theory of corporate culture is based on management .19 century to early 20th century, the Western industrial development to the large machines and production lines as the main stage of production, Taylor's scientific management and Weber's " hierarchies "of the application led to a series of rational management practices, a" economic man "hypothesis in 1920's, Hawthorne was found that the psychological and social workers to increase productivity Cengmian play an important role on the proposed with "social" concept instead of "economic man" hypothesis. Since then, the focus of Researchers concerned with the workplace is not confined to "hard" physical environment, but instead focus on "soft" psychological environment.

2 Characteristics of the corporate culture of developed countries
Corporate culture of a country both with the level of economic development, but also with the country's cultural traditions are closely related. National culture, once formed, will the people of the region's way of thinking, and behavior have a profound impact, affecting this an area management and methods. around the world in the long-term economic development, national characteristics to form their own cultural traditions, thus creating a distinctive national culture.

2.1 Characteristics of the Japanese corporate culture
Japan is a typical Oriental cultural traditions, its philosophy and corporate culture that values teamwork. First, they stressed the business philosophy of building in the importance of corporate culture. Business philosophy in essence, is the company's management philosophy, business ideas and entrepreneurial spirit, which embodies the common values, it can establish a corporate image of external, internal incentive to staff morale.

Second, Japan's corporate culture places great emphasis on teamwork. Japanese family tradition born with the corporate culture makes a team work. Between employees and the company maintained a relatively deep "blood relationship", people are loyal to companies adhere to , believe in rules, there is a strong sense of belonging to the enterprise. The Japanese team has to play the whole power of the Culture, and strengthen the role of employees in the collective consciousness. However, this has to a certain extent, suppression of individual creativity and free spirit.

Finally, the corporate culture also focuses on flexible management and absorption of his country's advanced management concepts. The so-called flexible management is to emphasize people-centered, attention to emotional investment and morals, give full play to people, values, style, skills, the organic combination of "soft management" role. At the same time, active in business management in Japan the introduction and spread of western management concepts and methods, attention respected traditional Chinese culture, to explore and create a national management ideas and methods in Japan.

2.2 Characteristics of American Culture
The United States attaches great importance to the role of prominent individuals, to promote individualism, heroism and rationalism. This kind of national culture as the basis for U.S. management culture, and created a corporate culture of the two main features: emphasis on individual ability and rational management. Outstanding individuals indeed the role of personal initiative to mobilize to play a positive role and stimulate the people's competition, innovation and risk-taking, reducing the power of interpersonal friction and internal friction. but it also brings two problems. First, the cooperation of employees more aware of poor, affecting the overall strength of the play; the second is the flow of corporate employees is strong, the lack of "single-mindedness", dedicated to the ownership of enterprises and collective sense of pride. and rational management of the pursuit of clear, direct and efficient, production and business activities is realistic, reasonable, whether the logical standard. This emphasis on rational organizational systems, management procedures, the division of responsibilities, scientific management means that the corporate culture of U.S. companies pay more attention to rigid management.

2.3 Characteristics of the German corporate culture
In modern Europe, the world economy has always been a pole can not be ignored, and has been at the core of National Geographic Germany in Europe, its national characteristics, national culture and religious beliefs in the whole of Western Europe have some representation. Of the German organization cultures significant impact on the European Renaissance and the French Revolution brought democracy and freedom values; emphasized the rule of law, with a relatively complete legal system and improve the market economic system, with a European spirit and humanity in general darker color of the characteristics.

Compared with the United States and Japan, the Germans great emphasis on the power constraints of equality, mutual trust between people and change the way the social system is the redistribution of power. Cooperation is the cornerstone of unity rather than power. German culture has certain requirements self-consciousness, but not very strong, the organization's loyalty to a limited degree. German class of rational thinking, freedom-loving and easy to work, attention to job security. German enterprises attach importance to all quarterly and annual profits, assessment cycle is short, fast work , attention to immediate interests, respect for tradition, focusing on social responsibility.


3 Building the enterprise culture with Chinese characteristics - A Case Study of Haier Group
The formation of thousands of years of Confucian culture with a strong and visible traces of the feudal ruling ideology of social and cultural values, making the Chinese nation, these cultural characteristics are reflected in management and management practices, and printed on the mark significantly different from the West, forming a Chinese traditional characteristics of oriental culture. Chinese culture emphasizes centralized management and corporate social responsibility, and also features a prominent political and ideological color. By the preceding analysis, we hope to learn from the experience abroad on the basis of good, the case with Haier Group, China's proposal of building a corporate culture of some of the recommendations. reposted elsewhere in the Research Papers Download http://www.hi138.com 3. 1 learning experience, make bold innovations
We all know, speeding development and growth of Haier, thanks to the typical characteristics of the corporate culture. Haier's corporate culture as a strong sub-culture, through the composition of domestic and foreign outstanding cultural reference, transformation, the concept of continuous innovation, management innovation, to establish the typical characteristics of Chinese culture Chinese management model.

�� .20 sense of quality learning in Germany in the early 80 century, the introduction of total quality management in China, was not successful, mainly due to focus only on the form of total quality management, the neglect of ideas it contains .1985 of July, the Haier Group received complaints from users of the quality of the refrigerator, and immediately raided the warehouse, the failure of the refrigerator 76 units all smashed. through this incident hit the refrigerator, Haier will "waste product is defective," the thought firmly establish them in the employees for the following strict quality control provided an opportunity.

�� absorb Japan's basic management. "5S" is Japan's important export to the world the management of technology and culture, improve the environment for the enterprises and reduce the occurrence of other useful help to play. "5S" refers to the order (Seiri) rectifying (Seiton), cleaning (Seiso), cleaning (Seikeetsu) and literacy (Shitsuke) abbreviation of the 5 words. Haier. "5S" basis will be "safe" production together, as "6S", and for the national cultural psychology, a way to cure the negative incentive-site management system.

�� learn American management ideas. Haier Group in the continuing process of super-normal development and found that its corporate culture, there is a serious problem, namely, the excessive superior to subordinate management. In fact, this over-management to a large extent suppression of the staff's initiative and freedom. and the U.S. management thinking is precisely the emphasis on individual creativity and spirit of adventure. Therefore, the Haier Group, the United States learn from this kind of management thinking, focus on people-oriented, requires not only authoritarian but also the appropriate separation of powers , so that each one would be making business units, which greatly stimulated the innovation ability of employees, but also solve the problem of staff turnover.

3.2 enterprise and the "personality"
If national cultural highlight is the Chinese characteristics of the enterprises, then the core values is to highlight every Chinese individual enterprise features. One in the development of "personality", the Haier close attention to social change, focusing on innovation and the development of core beliefs. People-oriented, that is, Haier innovative ideas to develop the core.

�� talent competition idea. Market competition, talent competition after all. Haier Group, the idea is that companies do not like horses to find talent, but to establish a mechanism for talent, and maintain healthy long-lasting operation of this mechanism. Haier to create a full atmosphere of competition and opportunity, merit-based appointment, rather than target the pre-put a few people.

�� rational human resources management system. In accordance with the "high-quality products are of high quality human stem out of the" concept of the Haier Group to carry out extensive rotation of cadres, staff learning, competition, counting salary, total remuneration effective joint, two-way selection aims measures to improve the quality of staff, the full implementation of the "talent strategy." optimal combination of human, played a key role in survival of the fittest mechanism, enhance employee sense of crisis and enterprising spirit, so that enterprises continue to stimulate new vitality.

�� reward system and equipment, named the invention system. <<Haier corporate culture manual>> Haier clearly defined system of incentives, and the staff of the provisions of the invention where the Group, the reform of the tool, if significantly improved labor productivity, where the plant can be Escalation of plant employee congress passed the named inventor or reformers, public recognition of publicity. which greatly improved the atmosphere of Haier's culture, improve staff motivation, to create a good working environment, enhance employee a sense of belonging.

Overall, the construction of enterprise culture with Chinese characteristics must be the establishment and adjustment of values, built on the basis of national culture. Only in this way to avoid "system and cultural mismatch" phenomenon, the effective realization of the performance management system; corporate culture can make a strong culture. National culture is the core of Chinese-style management, because whether you admit Ye Hao, negative worth mentioning, Cultural Psychology is the culture of any nation genes and rational attitude and practice: Criticism absorb, learn and carry forward. in short, is the "School for the body, Western learning for use" with "discarded." Links to Research Papers Download http://www.hi138.com