This article is from Beijing urban services
In order to further enhance the fighting capacity, enhance the cohesion, and promote the group's better, faster and more stable upward development, from December 15 to 18, Beijing municipal resources group held a business culture action and organizational capacity improvement conference.
Zhao kexi, President of urban resources group, zhang hailin, vice President, Chen zhen, director huang xiaoshan, as well as the group's regional business division, platform company, regional operation center, project company and other leaders attended the event. Activities by the north control water group human resources department qi xin and chengdu boheng rui enterprise management consulting company zhang ruiyang teacher.
Enterprise culture to set sail - mission to lead a blueprint
There is responsibility and value to share
"Mission, vision, values, discussion and consensus"
Who are we? Why does it exist? Where are we going? What are our patterns of behavior? With these problems, BeiKong water group hr qi yan about the cultural origin of the water road, Beijing holding group of every organization and strategic change opens the precedent of China's reform of marketization of public utilities, formed a "big BeiKong", keep up with the background of The Times, BeiKong and division into an environmental BeiKong water group, the way of water officially open, forming the unique culture of mixed ownership.
With the spirit of struggle to create the history of the first franchise contract 。
(chief executive officer of beishang water group)
With the enterprising spirit of CST group, BWSS keeps tossing about, actively embraces changes, and nurtures the mission, vision and values of BWSS.
As a professional company specialized in hazardous waste disposal and sanitation services, beishang city resources group has inherited the three values of responsibility, value and sharing.
Based on the three values derived from three big questions, what kind of people are we? What the hell are we doing? What kind of dream do we have? Under the guidance of the teacher, we had a consensus discussion.
After the group discussion, the representative shall make a statement.
· only with responsibility can we have opportunities and platforms for growth;
· only with value can there be weights and space for growth;
· only by sharing can we achieve happiness and joy;
Team spirit is the embodiment of the overall situation consciousness, the spirit of cooperation and the spirit of service. Team building improves the centripetal force and cohesion of all members.
When is a team's trust established? And when was it broken? Are there different "voices" on the team before decisions are made? How to solve the problem? How do teams work together?
Under the guidance of the teacher, we started to win as much as we can! Scene experience and game of "memory contest".
| memory big competition link, we take turns to flip |
| wins as many points as it can, and each group represents an agreement. |
The key to whether culture can be truly Shared and improved among employees is to create the
corresponding situation and atmosphere. When the situation changes, we change our behavior accordingly.
Senior leaders must commit to their actions and values in order to motivate their employees to make a difference.
In the process of cultural scene and atmosphere building, top managers consciousness and behavior of changing, especially the top managers take the lead in faith, take the lead in learning, take the lead in publicity, take the lead in practice is very important, whether organizational change, and cultural baptism need managers at all levels in each unit to take the lead and give full play to their leading role.
Say, do, save, and do
Think and write a commitment to action!
To share, to participate, to act together,
Organizational capacity building during the period of change
Weisbyrd's six-box model is a powerful tool for continually reviewing the business implementation process from within the organization.
The six dimensions of the model are mission/goal, structure/organization, relationship/process, reward/motivation, support/tools, and management/leadership.
No matter how the business and organizational structure changes, run through six boxes.
Zhang ruiyang, a teacher from chengdu boheng rui enterprise management consulting co., LTD., used a six-box model to "feel the pulse" for the group's organizational structure and organizational capacity.
| group members are discussing the plan | according to the corresponding dimensions
The panel representatives made statements
President zhao kexi made a concluding speech
Group President zhao kexi made the final summary speech, he said, the construction of ecological civilization is the Chinese nation sustainable development of the millennium plan, we environmental protection people, must speak of feelings. Through these days to the enterprise culture construction and six boxes of model learning, so that we have a deeper understanding of the importance of the team goal. We are required to actively think, summarize and refine, do a good job of "leading the way", comprehensively coordinate the enterprise culture construction work of the unit, and bring the knowledge to their respective units for learning and sharing, do a good job of cultural publicity and implementation, but also to carry out criticism and self-criticism work, but also to strengthen team building and talent training. In order to build beishang city resources group into a "professional comprehensive service provider of urban environment and resource utilization", we strive to lead the industry to develop in a standardized, orderly, large and strong direction.
