90后时代,要变通企业文化（After 90 times, it is necessary to flexible corporate culture）.docVIP

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90后时代,要变通企业文化（After 90 times, it is necessary to flexible corporate culture）.doc

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90后时代,要变通企业文化（After 90 times, it is necessary to flexible corporate culture）

90后时代,要变通企业文化（After 90 times, it is necessary to flexible corporate culture） Many of my friends asked me questions like: Why did he fight with the world class go getters, but now in the enterprise development momentum is fierce, no passion? Why does the company bigger and stronger, more and more sand is difficult to gather, lack of coordination? Why has been regarded as a soft power of corporate culture, in the face of 90 after the new main force in the workplace, really more and more soft? I told them that their tables are in management, and that they are in the heart, that the body is still there, and the identification is no longer, and therefore drifting away. So, is there a way to solve the enterprise phenomenon caused by this multi factor variable? Yes。 Smooth management by the spell, imitation, all by this method is that the enterprises and employees to form a common psychological contract of enterprise culture. But the basic simple enterprise culture is not imitation, the real springhead is to do a flexible enterprise culture. So, what is flexibility? The corporate culture is concerned, the status quo is not a wise choice. Now, the culture of enterprises importance has been known to all, but in many cases, enterprises are often in unilaterally emphasizing the importance of culture construction and management at the same time, ignoring the company originally is a life cycle of life, therefore, the problem is the contradiction between the growing enterprise culture and enterprise immutable and frozen. The needs of the development of. This contradiction embodied in the enterprise, to make a cultural concept to conquer the world, its performance is a cultural concept to guide enterprises immutable and frozen a new stage of development, the new staff cohesion value demand, the result is self-evident, strategic mistakes, management confusion, heart broken is probably just a matter of time. Faced with this serious and practical problem, the solution is two words -