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2. Literature Review
2.1 Definition of Enterprise Culture
Enterprise culture, which is also called organization culture, is a special culture including spiritual treasures, which consist of value, belief, ceremony, symbol and the manner of enterprises, and physical assets (Schlosser 1990: 80). In addition, enterprise culture can be pided into three elements when introduced in details.
The first element is the purpose of enterprise. The development direction and the goals are included in it. It plays a leading role when enterprise makes management strategy and chooses new direction of the development. The second element is the ethics and professional standards, which, guides the direction of the staff, and they tell the staffs what should do, what should not do and how to do the best. Last but not the least, it is the value of enterprise, which, is the concentrated reflection of the employees’ value orientation and evaluation. It is the nucleus of enterprise. The value of enterprise is always showed as the evaluation of the employees towards labor, society and fact. (Luo Changhai,2006:33)For enterprises, it is necessary for them to set the uniform standard for all the staff. The last but not least element is the ethics and profession standards.
2.2 Function of Enterprise Culture
Function of the enterprise culture can be summarized in six aspects. (Lian Yumin,2003:54) These five aspects can be showed as follows. First, function of cohesion, enterprise culture can be a link which makes the whole staff stand together and forms the powerful centripetal force. It will be possible for all the employees to be at one mind and come into line, because of the enterprise culture. In fact, cohesion of the employees is based on the specific aim of enterprise. If the aim of enterprise is not only for success of the enterprise, but also for the personal development of the majority, it will be a perfect goal, we call it win-win goal. Equipped with the win-win goal, the basis of the cohesion is existed. In another words, the goal is included in the enterprise culture. Therefore, we believe that the enterprise culture has the function of cohesion.源.自|751,:论`文'网www.751com.cn
Second, function of guidance. Enterprise culture takes the lead in value orientation and behavior orientation for the whole enterprise and everyone in the enterprise. (Li Shujin, 2008: 43) This function of guidance performs in two sides: one is that the enterprise culture plays the role of guidance in thoughts and actions of the whole enterprise. The other one is that enterprise culture plays the role of guidance in value orientation and action of the whole enterprise. It is because once the enterprise culture forms, it would establish its’ own value and code criteria. If the value and action orientation of the employees go against the system criteria of the enterprise culture, the enterprise culture will correct the difference and lead the personal value and action orientation to the right way, which is the system criteria of enterprise.
Third, function of constraint. As to the realization of restricting and regulating mind, psychology and behavior, enterprise culture takes an important position. The constraint comes from the enterprise culture is not the system type of hard constraint, but the type of soft constraint. This constraint grows out of the atmosphere of enterprise culture, the behavior of group and the code of ethics. Enterprise cultures, such as group consciousness, public opinion, and common customs will pose both the pressure and motivation for inpiduals to perform as the majority. The staffs of enterprise control their behaviors by illustrating the psychological resonance.
Fourth, function of stimulation. Enterprise culture makes the employees feel in good spirits and get more motivation, and it takes the respect for people in the first place. Apart from satisfying a lot of needs of employees, enterprise culture can regulate the unreasonable needs of staff by soft constraint. So positive ideas and behavior criterion can form a strong sense of mission, the lasting driving force, and become a criterion for the personnel.