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企业文化-企业文化建设英文 精品
ReportIntroductionIn any panies has its own culture. Some culture is strong, others culture is weak. No matter the culture is strong or weak that will impact on the development of enterprises. Therefore, enterprises should also take effective measures to maintain the corporate culture.Wegman is a grocery store. He has a strong corporate culture, but also affect their employees follow the Wegman's culture.1. Strong and Weak Culture1.1 Definition of Strong and Weak cultureAn organization must be posed of both a variety of cultural. So we can divide these into strong and weak culture, according to different attributes of cultures. Strong Culture is the key values are strongly held and widely recognized cultural organizations by the public. Strong Culture will restrict a manager's decision-making related to choice of all management functions. It determines what people should do or not do anything. Organizations have strong cultures havea very clear recognition of the value. Strong cultural impact for the employee's behavior, andreduce staff turnover have more direct contact. On the contrary, (Philip Kotler & Gary Armstrong , [M] 20XX ) Weak Culture is the key values that cannot be widely accepted and strongly insist cultural organizations.In a strong culture, the organization's core values are both strongly held and widely shared.The more members who accept the core value and the greater their mitment to those value is, the stronger culture is. Consistent with this definition, a strong culture will have a great influence on the behavior of its employees because the high degree of sharing and intensity creates atmosphere of high behavior control.1.2 The culture of WegmanCharacterize Wegman's culture is a Strong Culture. Strong culture for the greater impact of employee behavior, and reduce staff turnover have a more direct relationship.A special resultof a strong culture should be lower employee turnover. (Robbins, S.P. and Coulter, [M], 20XX) A strong culture demonstrates high agreement among members about what the organization standers for. Such unanimity of purpose builds cohesiveness, loyalty and organization mitment.These qualities, in turn, lessen employees’ propensity to leave the organization.In general, grocery stores are not considered as a good place to work. pared with other professions, Low ine is in this profession. The result is an industry that sees high annual turnover rate. Employees at Wegman, however, view working for a grocer a bit differently.Instead of viewing their job as a temporary setback on the way to a more illustrious career, many employees at Wegman view working for the pany as their career. This is because there isa strong culture of Wegman; it can cultivate working interest of employees so that employeestake pride at work. Employees and the pany formed a consistent identity.1.3 How Wegman’s cultural to influence staffWegman want to let the culture which is dynamic, happy, mutual aid, loyalty can affect every employee, and will sustain this culture. Therefore, the Wegman has done a lot●Ingrained managersWegman's culture is ingrained in the senior managers. More than half of these managers start working here since a teenager. Wegman's cultural impact on them is profound. They have been working at Wegman at least two decades; their feelings of Wegman are deep.Their understanding of the pany's culture is also very thorough. Thus, these managers leadership employees, they will follow the Wegman's culture, which can cultivate a loyal Wegman's employees. This enables the formation of cultural heritage●Careful selection employeesWegman’s is very carefully in selecting employees. Employees at Wegman are not selected based on the mental ability or experience, but in the interest of the candidates asa judgment standard. Wegman wish to hire employees a real interest in food, they canhelp the pany maintain concerned on the delicious food.Such employees are in line with Wegman's own culture, they are also more likely to accept the pany's other cultures.●Cautious expansionBecause Wegman’s carefully selects employees. So the growth is often slow andmeticulous, with only two new stores opened each year. While this rate of expansion is slow but it can ensure that each store contains a strong culture of WegmanWhen a new store is opened, employees from existing stores are brought into the new store to maintain the culture. The exiting employees are then able to transmit their knowledge and the store’s values to the new employees.2. Wegman's Culture2.1 The primary source of Wegman's cultureThe organization's current customs, tradition, and the general way of doing things are largely due to what it in has done before and degree of success it has had with those endeavors. This leads us to the ultimate source of an organization’s culture: its founder.Founders of the organization traditionally have a major impact on the early culture. They have a vision of what the organization should be doing something for future. They do not accept the previous practice or the shackles of ideology. (Li Sufang [J] 20XX) A typical feature of the new organization is small size.This is further beneficial that the founder impositions of their own vision on all members. There are three ways to create a cultural.●First: founders hire and keep only employee who think and feel the same way they do.●Second indoctrination and socialize employees to their way of thinking and feeling.●Finally founders’ own behavior acts as a role model that encourage employees to identifywith them and thereby internalize their beliefs, values, and assumption.Wegman's flagship store located in New York, which is the brothers of John and Walter Wegman founded in 1930. Its special feature is a coffee shop that seated in the store can acmodate 300 people. Obviously, founders pay attention to the delicious foods highly.Therefore, they hire people who are really interested in food. This helps to maintain the founders’ ideas focusing on the food, creating the original Wegman's culture.Wegman's development it seems to be successful today. Thus, the founders’ attention to the delicious food bees seen as a primary determinant of that success. His successor is constantly strengthened and developed new cultures, such as increased employee benefits. At this point, the founders’entire personality bees embedded in the culture of the Wegman.2.2 Sustain own cultureOnce a culture is in place, there are practices within the organization that act to maintain it by giving employees a set of similar experiences. The selection process, performance evaluation critical, training and development activities, and promotion ensure that those hired fit in with the culture, reward those who support it. (Stephen P. Robbins & Timothy A. Judge [M] 20XX) In s ustain Wegman’s cultural process, mainly used two methods:Selection practices, the actions of top management.●Selection practicesThe explicit goal of the selection process is identify and hire individuals who have theknowledge, skills, and abilities to perform the job within the job within the organizationsuccessfully. Wegman is a food store, he hired staff, of course, is interested in food as acondition of selection. This selection criteria and Wegman's culture to maintain have asignificant relationship. In this way, the pany in the selection staff process insisted theWegman culture, screening out those who are not interested in food, or threatenWegman's culture.●The actions of top managementThe actions of the top management also have a major impact on the organization’s culture.Top management, through what they say and behavior to establish the role model,penetrating into the organization used to maintain the organization's culture.Wegman'sfirst generation of managers to focus on employee interest in food, so whether intentionalor not employees will pay attention to food’s concerns.Walter's son Robert served asPresident, he believed himself and the employee has not different,Walter's son aspresident, he and the staff do not consider themselves different, so he immediatelyincrease the number of employees generous benefits, such as profit sharing and medicalcoverage pletely paid for by the pany. Now the Wegman president is Robert's son Danny.He continued to carry forward the Wegman's traditional of concerning for its employees2.3 Another ways to maintain pany's culture——SocializationIn addition to selection practices and acting of top management, maintained organizationculture approach there are many types. Socialization is an effective method. No matter how good organization does in staff selection and recruitment,new employees cannot fully adapt to the organizational culture.Because they are not familiar with the organization's culture.(Stephen P. Robbins & Timothy Judge [M] 20XX) New employees are likely to disturb the concepts and habits that are in placed in organization. Organizations will, therefore, need to help new employees adapt to the organization's culture.The adaptation process is called socializationSocialization can be divided into three stages. Prearrival Stage: Including all learning activities occurred before the new members to participate in Organization. During this phase, we can clearly see each individual's different values and expectations of the pany. Encounter Stage: At this stage, new members can see the true character of the organization. New employees may face to disconnected problem between personal expectations and reality. The period is a crucial stage of the process socialization. It is when the organization seeks to mold the outsiders into an employee “in good standing”Metamorphosis Stage: To solve the problem during the collision may last a relatively long period of time. The new employee masters the skills required for the job that successfully performs the new roles, and makes the adjustments to the work group’s values and norms.For example, at Limited Brands, Newly appointed vice president and regional director through One month training program, it called “onboarding”. Purpose is to allow these senior executives integrate into the pany's culture. During the month they have to no direct responsibilities for tasks associated with their new positions. Instead, they spend all their work time meeting with other senior leader and mentors working the floors of retail stores, evaluating employee and customer habits, investigating the petition, and studying Limited Brands’past and current operations.3. Learn Culture in Wegman3.1 How to learn Wegman's cultures——StoriesEach pany will circulated a number of small stories in panies. They are usually the followingaspects: founder experience, cutting workers, increase labor welfare. The purpose of promoted the story is to provide explanation and support for the organization's policy. In Wegman, managers often tell employees to Wegman's founders set up in the store coffee shop, that unique approach to food concern make Wegman stands out in many grocery stores.Wegman use a part-time in the pany's 19-year-old college students Sara as an example.He always remembers John Wegman for her help to display shop full of praise. “I love this place” she says. “If teaching does not work, I would do a full-time at Wegman”Wegman’s with specific story shows that working in the Wegman is a matter of pride for the employees. This method is an important reason for the success of Wegman's culture. Reflects, among employees and Wegman, have a strong cohesion. Frequently described such stories, it providea good explanation and channel to understand the Wegman's culture for Wegman's employees,especially new employees.3.2 Another ways t to learn pany’s cultureExcept telling stories, Wegman also can transfer their corporate culture to subordinates in many ways. Other effective methods like establishment of a fixed ritual, Creation of material symbol, and using the internal language.●Establishment of a fixed ritualRituals are repetitive sequences of activities that express and reinforce the key values ofthe organization—what goals are most important, which people are important, and whichpeople are expendable. Wegman can create their service standards into the slogan,requiring employees to read out loud every morning, as an incentive way to the employeesto follow corporate culture. Morning, we began to work, reading the slogan can increaseemployees' motivation. for work, can also remind staff to allow employees morememorizing Wegman's culture Through this ceremony, members of the Wegman's closelylinked, and to strengthen the Wegman's culture, among the staff.●Creation of material symbolThe layout of corporate headquarters, the type of automobiles top executives are given,and the presence or absences of corporate aircraft are a few exemplas of material symbol.Wegman can set their own material symbol, such as the size of the office at different levels,various positions of office furniture grade, the additional allowances and clothing to senior manager. These materials convey to staff such a symbol of information that who is important, the degree of what equality by executives expects, and what behavior is appropriate. As Wegman's culture believes that managers and ordinary employees is not much difference, they are very concerned about the employees and many generous benefits to employees.So the material symbol may not be obvious in Wegman.Using the internal languageOrganizations, over time, tend to develop some specific terms, the internal language, to describe with equipment, office, key personnel, suppliers, customers, which related to their business. Wegman and departments within the Wegman should create some internal language, and use these languages as a way to identify members of Wegman culture or subculture. In general, Wegman's employees just entered would be confused by these phrases and jargon, but about six months later, these elements will be turned into part of their language. Once employees who mastered this internal language, it formed employees of the mon features with Wegman’s culture.This also conducive to the protection Wegman’s culture3.3 The most effective way to learnI think the most effective method is to structures and provide a learning platform foremployees. Learning platform refers to that everyone participated equal, interactive munication, and exchange and sharing of learning spaces, learning opportunities and learning tools.The main forms are: network learning, books databases, training, conferences, and study room.The pany has a bright and spacious library staff can support all kinds of learning materials and a good learning place; maturing of the internal and external training would provide employees with the opportunity to update professional knowledge; modern networked office conditions can offer employees with more learning opportunities.This able to create a learning environment that can advocate the idea of at work to learn, the learning to work, to create a good learning environment and opportunities for the staff. So that learning will bee a culture.4. The Importance of CultureIn order to develop, enterprises must seek more scientific, more systematic and plete management system. Culture provides the necessary organizational structure and management mechanisms. Contemporary panies to maintain steady and continuous development must be develop its own unique corporate culture. Building of enterprise culture has an important role for enterprise development strategies, improve enterprise management.4.1 Promote to improve the core petitivenessCorporate cultures promote to improve the core petitiveness of enterprises. In the widely shared values under the guidance of business practices, employees will have a sense of belonging, mission, and identify with corporate image. (Guo Songyang [J] 20XX) Corporate culture is the internal dynamics of enterprise development. This is mainly embodied in the three functions●Cohesion function. It can put people together tightly; make their purpose clear andcoherent.As long as the fundamental goal choosing the right pany, we can make the corporate profits of most of the workers unify and form a strong cohesiveness.●Oriented functions. Corporate values and entrepreneurial spirit can put forwardlong-term significance for the pany development strategy. Corporate culture is the fundamental basis for the development of petitive strategies and policies in the market petition.●Motivate function. Motivation is a kind of spiritual power and status, which mobilize andstimulate enthusiasm, initiative and creativity of workers.It allows employees to find the goal, and the opportunity to play talent.4.2 To the Besunyoung’s culture as an exampleBesunyoung in the corporate culture, "integrity, pragmatic, innovative" business philosophy is highly respected. Based on this, Besunyoung create a good team, both in market research and planning or product promotion. Besunyoung have been in this business philosophy, as the cornerstone of development. And created a lot of "Besunyoung" miracle in the domestic field of health tea.（Zhou Yunhe & Luo Wen [J] 20XX) Besunyoung raised the requirements of a sense of ownership. It is that to each individual regard pany as their own home, to promote the workactively. This concept, not only serve as a cohesiveness, to unite its members, but also play a role in adaptation, for the employees to create a good environment and atmosphere. Attention to personnel training can be said that is the most critical aspect of Besunyoung culture.Besunyoung structures an open platform for their employees’ growth, building a unique culture of Besunyoung. Practice shows that Besunyoung cultural infiltration in the organizational structure, employee behavior, the site is the soul of Besunyoung and lasting power, is also fundamental development.ConclusionSuccessful panies have in mon is that they have a unique culture and give full play orientation, cohesion, incentive, such as the dominant pany ideology, values, beliefs and so on. Through the corporate culture allows us can find ways to establish and cultivate the character y, innovation, service awareness pany desired, to promote enterprise’s development with healthy and harmonious.References●Guo Songyang [J] 20XX. Enterprise Culture How to Realize Effective PerformanceManagement. Economic and Social Development pp.45—46●Li Sufang [J] 20XX Brand Concept and Corporate Culture Is a Manifestation of Soft PowerCorporation Research pp.78—79●Philip Kotler & Gary Armstrong , [M] 20XX Principles of Marketing(Twelfth Edition)●Robbins, S.P. and Coulter, [M], 20XX. Management. 8th Ed. Beijing: Tsinghua University Press ●Stephen P. Robbins & Timothy A. Judge [M] 20XX “Organizational behavio r” Tsinghuauniversity press,●Zhou Yunhe & Luo Wen [J] 20XX Besunyoung Culture On The Importance Of EnterpriseDevelopment Enterprise and Culture pp 36—39●Hu Yong,[J] 20XX Talking About The Construction of Family Business Culture ApproachBusiness Weekly●Liu Songqi; Yi Qungan [J] 20XX Corporate Culture And Job Satisfaction: The Regulatory RoleOf Personality Peking University (Natural Science)●Cai Xiang; Zhang Guangping; Trisha; [J];20XX Corporate Culture Of Loyalty Of KnowledgeWorkers Influence A Number Of Propositions; Industrial Technology and Economy;●Sun Aiying,[J] ,20XX. A Study on the Relationship Between the Discrepancy of CorporateCulture and Portfolio Innovation, Science Research Management., pp15-18.●。
企业文化(英文)
•Procedures for roles (job descriptions)
•Procedures for communication
•Procedures for disputes
•Coordinated at top by narrow band of senior
management
•More…
High Behavioral Control
Low Employee Turnover
6
Organizational Culture
Functions
Defining boundaries Conveying identity Promoting commitment Controlling behavior
14
Power Culture
•Based upon trust, empathy and personal conversation •May be abrasive and competitive and result in turnover •Few policies, procedures •Control exercised by selection of key people •Proud, strong, flexible •Lots of faith placed in individuals, little in committees •Trade unions, property, trading and finance companies
15
Role Culture
•Strength in pillars (functions or specialties)
•Work and interaction in pillars controlled by:
关于企业文化的英语手写作文高中
关于企业文化的英语手写作文高中全文共6篇示例，供读者参考篇1My Journey into the World of Corporate CultureHi there! My name is Timmy, and I'm a curious little8-year-old boy who loves learning about new things. Recently, my dad took me to his office for a "Bring Your Child to Work Day," and boy, was it an eye-opening experience! I got to see firsthand what it's like in the corporate world, and let me tell you, it's a whole different ballgame from my cozy little school.As soon as I stepped into the building, I was greeted by a bustling atmosphere of suits and ties, people rushing about with briefcases and laptops, and a constant hum of ringing phones and clacking keyboards. It was like a busy beehive, but instead of honey, these worker bees were buzzing about something called "corporate culture."At first, I thought it might be some kind of fancy cafeteria where they served cool stuff like chocolate-covered broccoli or ice cream sandwiches with extra sprinkles. But boy, was I wrong! My dad explained that corporate culture is all about the sharedvalues, beliefs, and behaviors that shape how people work together in a company.He told me that every company has its own unique culture, just like how our family has our own traditions and quirks. Some companies might value things like creativity and innovation, while others might prioritize teamwork and collaboration. It's like having a secret club with its own set of rules and handshakes (but without the secret handshakes, of course!).One of the coolest things I noticed was how everyone seemed to dress alike. It was like they had a special uniform, but instead of a superhero cape or a fancy police hat, they wore suits and ties. My dad said it's called "business attire," and it's a way for people to show that they're part of the corporate team. I thought it was pretty neat, but I also wondered if they ever got to wear their favorite Spider-Man pajamas to work. Probably not, huh?As we walked around the office, I saw people having meetings in fancy rooms with big tables and whiteboards. My dad explained that these meetings were where they discussed important stuff like budgets, strategies, and something called "synergy" (which sounds like a cool superhero name, if you askme!). I tried my best to follow along, but some of the grown-up words were a bit too confusing for my little brain.One thing that really stood out to me was how everyone seemed to be on the same page, like they were all working towards a common goal. My dad called it "shared vision," and he said it's what helps keep the company moving in the right direction. It reminded me of when our soccer team plays a match – we all have to work together and stay focused on winning the game.Another big part of corporate culture, according to my dad, is something called "values." These are like the rules or guidelines that everyone in the company tries to follow. Some companies might value things like honesty, integrity, or respect, while others might focus on innovation, sustainability, or customer satisfaction. It's kind of like having a special code of conduct, but instead of "no running in the hallways," it's more like "always strive for excellence" or "treat others with kindness."As we continued our tour, I noticed that there were lots of motivational quotes and inspirational posters plastered all over the walls. My dad said these were meant to remind people of the company's values and keep them inspired to do their best work. Some of them were pretty cheesy, like "Teamwork makes thedream work!" or "Shoot for the moon, even if you miss, you'll land among the stars." But hey, if they help grown-ups stay motivated, who am I to judge?One thing that really caught my eye was a big bulletin board covered in colorful Post-it notes. My dad told me it was called an "idea board," and it's where people can share their thoughts, suggestions, and creative ideas. He said it's a way to encourage collaboration and innovation within the company. I thought it was super cool, and I even got to add my own Post-it note with a drawing of a dinosaur riding a rocket ship. Hey, you never know when that kind of idea might come in handy!As our tour came to an end, I couldn't help but feel a bit inspired by the whole corporate culture thing. Sure, it's a lot different from the world I'm used to, with its fancy suits, big meetings, and grown-up lingo. But at the core, it's all about people working together towards a common goal, supporting each other, and striving to be the best they can be.Who knows, maybe one day I'll grow up and join the corporate world myself. I could be the guy who comes up with the brilliant idea of having a "Bring Your Dog to Work Day" or introducing a mandatory naptime policy. Hey, a kid can dream, right?For now, though, I'll stick to being a kid and enjoying the simple pleasures of life, like building epic Lego castles and chasing butterflies in the park. But whenever I see a group of suit-wearing grown-ups rushing down the street, I'll think back to my dad's office and the fascinating world of corporate culture that lies behind those fancy glass doors.篇2Corporate Culture: The Heart of a CompanyHey there, friends! Today, I want to talk to you about something super important in the world of business – corporate culture. You might be thinking, "Wait a minute, I'm just a kid! What do I know about corporate stuff?" Well, let me tell you, understanding corporate culture is actually pretty cool and can teach us a lot about how companies work and why they're successful (or not so successful).So, what exactly is corporate culture? Basically, it's the personality of a company. It's the shared values, beliefs, attitudes, and behaviors that shape how employees interact with each other, how they treat customers, and how they approach their work. It's like the glue that holds everything together and makes a company unique.Think about it this way: just like each of us has our own personality and way of doing things, companies also have their own "personalities" or cultures. Some companies might value teamwork and collaboration, while others might focus more on individual achievement. Some might encourage a fun and relaxed environment, while others might be more formal and serious. It's these little quirks and preferences that make up a company's culture.Now, you might be wondering, "Why is corporate culture so important?" Well, let me break it down for you:It attracts the right people: Companies with a strong and positive culture tend to attract employees who share similar values and fit well within that environment. If you're a team player who loves collaborating, you're probably going to be happier at a company that values teamwork over a company that's all about individual competition. A good cultural fit can lead to higher job satisfaction, better performance, and lower turnover.It shapes customer experiences: Corporate culture doesn't just affect employees; it also shapes how customers perceive and interact with a company. If a company values excellent customer service and puts the customer first, you're more likely to have apositive experience as a customer. On the other hand, if a company's culture is focused solely on making money and cutting costs, the customer experience might suffer.It drives innovation: Companies with a culture that encourages creativity, risk-taking, and out-of-the-box thinking are more likely to innovate and come up with new ideas. If employees feel empowered to share their thoughts and take calculated risks, they're more likely to push boundaries and help the company stay ahead of the curve.It builds loyalty: When employees feel like they're part of a positive and supportive culture, they're more likely to be loyal to the company. They'll be more engaged, productive, and less likely to jump ship for another opportunity. A strong corporate culture can create a sense of belonging and pride that keeps employees committed to the company's success.Now, let me give you some real-life examples of companies with awesome corporate cultures:Google: This tech giant is famous for its fun and innovative culture. Employees get to enjoy free gourmet meals, on-site gyms, and plenty of opportunities for creative collaboration. Google's culture encourages out-of-the-box thinking and takingrisks, which has led to some of their most groundbreaking products and services.Zappos: This online shoe retailer is known for its focus on excellent customer service and creating a positive workplace culture. Employees go through extensive training to ensure they embody the company's values of delivering "WOW" experiences to customers. Zappos also encourages a fun and quirky environment, with things like costume days and parade celebrations.Patagonia: This outdoor clothing company has a strong culture centered around environmental sustainability and social responsibility. Employees are encouraged to lead an active,eco-friendly lifestyle, and the company donates a portion of its profits to environmental organizations. Patagonia's culture attracts employees who are passionate about protecting the planet and making a positive impact.So, as you can see, corporate culture plays a huge role in the success (or failure) of a company. It shapes how employees work, how customers are treated, and how a company approaches innovation and growth. Whether you're an employee, a customer, or just someone interested in business, understanding corporate culture is super important.Who knows, maybe one day you'll be the CEO of a major company, and you'll get to shape its culture from the ground up! Until then, keep your eyes peeled for companies with cool and positive cultures – they're the ones that are really making a difference and doing amazing things.Alright, that's all for now, my friends! I hope this little lesson on corporate culture has been informative and maybe even a little bit fun. Remember, culture is the heart of a company, so it's always worth paying attention to. Happy learning!篇3Corporate Culture - An Essay by a StudentHeya! I'm going to tell you all about corporate culture today. It's a really important topic that grown-ups talk about a lot when it comes to businesses and companies.Corporate culture is kind of like the personality of a company. It's the values, beliefs, traditions and behaviors that define how a business operates and how the people within it act and work together. Just like how every person has their own unique personality, every company or organization has its own unique corporate culture too.There are all sorts of different corporate cultures out there. Some companies have a really laidback, casual vibe where employees dress super casual and have a lot of flexibility in how and where they work. Other companies are more formal and traditional, with strict policies on things like dress code, work hours, and hierarchies.The corporate culture impacts just about everything at a company - from how they treat employees, to how they interact with customers and partners, to how they make decisions. It shapes the overall work environment and greatly influences whether employees feel motivated, valued and driven to succeed.A strong, positive corporate culture where employees feel engaged, empowered and unified can supercharge a company's innovation, productivity and performance. On the flip side, a toxic corporate culture breeds low morale, high turnover and can ultimately lead to a company's downfall if left unchecked.There are many elements that make up a corporate culture, but I'll highlight some of the key ones:ValuesThese are the core principles and beliefs that guide a company's actions and decisions. Things like integrity, innovation, sustainability, teamwork etc. Strong company values serve as a moral compass.Work EnvironmentThis covers everything from the physical workspace and dress code to work-life balance and flexibility. An open, collaborative workspace versus private offices and cubicles. Casual attire or business professional?.Communication StyleHow do employees communicate and share information? Is there an open door policy? Are processes formal or informal? Is feedback encouraged?LeadershipThe leadership team plays a huge role in shaping and driving the cultural narrative through their actions, policies, and how they make employees feel.TraditionsCompanies often develop their own unique traditions, rituals and ways of doing things over time that become ingrained in the culture.Attitude Towards ChangeSome corporate cultures are very open to change and disrupting the status quo, while others are more resistant and set in their ways.There are tons of examples of companies with famously strong and impactful corporate cultures:Google is renowned for promoting a collaborative, innovative, employee-first culture with awesome perks and benefits. Their corporate values like "Don't be evil" are deeply instilled.Apple under Steve Jobs had an extremely demanding perfectionist culture obsessed with simplicity and doing things differently.Companies like Zappos, Southwest Airlines and Nordstrom are lauded for their cultures focused on exceptional customer service and employee happiness.Corporate culture is super important because it has such a profound impact on a company's success or failure. It dictateshow employees feel going into work each day, how committed they are to the mission, and how hard they'll work.Bad corporate cultures lead to high turnover as good employees become dissatisfied and seek opportunities elsewhere. They create toxic environments plagued by low productivity, lack of innovation, and conflict.Companies need to be really intentional about shaping their desired culture through the values, policies, work environment and leadership they put in place. Even small startups and young companies can't neglect culture - it's one of the most important early decisions as it gets ingrained quickly.Maintaining a strong, positive corporate culture is an ongoing effort as companies grow and change over time. It requires constant nurturing through leadership reinforcement, rituals and traditions, and hiring people who are a cultural fit.Well there you have it friends - corporate culture in a nutshell! It's the personality that brings a company and its employees together in a shared mission and way of operating. Companies put a lot of effort into crafting their cultures because it's crucial for motivating people and driving success. Even us students learn about it because we'll be joining these corporate cultures as workers one day. Thanks for reading my essay -hopefully it gives you a better understanding of this important concept!篇4The Wonderful World of Company CultureHello, everyone! My name is Amy, and today I want to talk to you about something really cool called "company culture." Have you ever wondered what makes a company special and different from others? Well, it's all about their culture!So, what exactly is company culture? Well, think of it as the personality of a company. Just like how each of us has our own unique personality, companies have their own too! It's what makes them special and sets them apart.Imagine walking into a company and feeling like you're in a big family. That's the magic of company culture! It's all about how people treat each other, how they work together, and how they have fun. Let me tell you about some of the awesome things that happen in a company with a great culture.First of all, teamwork is super important. Just like in a sports team, everyone in a company needs to work together to achieve their goals. They support each other, share ideas, and help oneanother. It's like being part of a winning soccer team, where everyone cheers for each other's success.Another cool thing about company culture is that they value creativity and innovation. Have you ever heard of a company where employees can bring their pets to work? Or a company that has a slide instead of stairs? Well, in some companies, they encourage employees to think outside the box and come up with new and exciting ideas. It's like having an adventure every day!But it's not all about work, work, work. Companies with great culture also know how to have fun! They organize events and activities to make sure their employees have a great time. It could be a pizza party, a talent show, or even a day where everyone dresses up as superheroes. It's like having anever-ending party!One more thing that makes company culture awesome is that they care about their employees' growth and well-being. They provide opportunities for learning and development, and they make sure their employees are happy and healthy. It's like having a big brother or sister who always looks out for you.Now, you might be wondering, "Why is company culture important?" Well, when employees are happy and feel like they belong to a great company, they become more motivated andproductive. It's like having superpowers! They love their work and give their best every day.In conclusion, company culture is like the secret ingredient that makes a company amazing. It's all about teamwork, creativity, fun, and taking care of each other. Just like how we have our own unique personalities, companies have their own unique cultures. So, when you grow up and join a company, remember to find one with a great culture. It will make your work life a whole lot more exciting and enjoyable!I hope you enjoyed learning about company culture today. Remember, the world of work is not just about getting a job, but finding a place where you can be yourself and have a great time.篇5Corporate Culture: Thoughts from a KidHi there! My name is Timmy and I'm 10 years old. I know I'm just a kid, but my mom works at this big company and she's always talking about their "corporate culture." At first, I didn't really know what that meant. I thought maybe it had something to do with yogurt or something! But then I did some research and asked my mom to explain it to me. Now I get it a little better.A corporate culture is kind of like the personality of a company. It's the way they do things, how people act and treat each other, and what's important to them. Every company is a little different, just like every person is different. Some companies are more laid-back and casual, while others are really formal and serious. It's kind of like the "vibe" you get when you walk in.My mom's company seems to have a pretty friendly and fun culture from what she tells me. They have lots of team activities and parties to celebrate when they do a good job. There are casual dress days when you don't have to wear a suit or anything. And the bosses really try to get to know everyone and make them feel appreciated.Other companies might have a more competitive culture where everyone is always trying to out-do each other to get promoted or make more money. I guess that could lead to a lot of pressure and stress. My mom says her workplace definitely has high standards, but they also really value work-life balance so people don't get too burned out.The corporate culture comes from the leaders and founders of the company usually. They set the "tone" for how things should be done. If the bosses are friendly and relaxed, it tricklesdown to the rest of the employees. But if the top people are super strict and formal, that vibe gets passed along too.Another big part of culture is what the company cares about and promotes. Some companies are all about making as much profit as possible, no matter what. While others really focus on things like sustainability, ethics, and giving back to the community. My mom's work does a lot of volunteer activities and fundraisers for charities which is cool.Having a strong, positive culture is supposed to be really important for keeping employees happy and motivated. If you like the "personality" of where you work, you're going to want to stick around longer instead of leaving for another job. You'll work harder and be more productive too if you feel good about the company.That's why big corporations spend so much time and money thinking about their culture and values. They have whole departments devoted to it! Things like training programs, team-building activities, casual Fridays, bring your dog to work day, whatever. It's all to create an environment that fits the culture they want.Personally, if I was picking a place to work when I'm older, I think I'd want it to be somewhere fun and laid-back but alsofocused on doing good things. Somewhere that values creativity and new ideas. A place that feels like a little community or family. With lots of snacks and games around the office too! That would be my ideal corporate culture I guess.But of course, I'm still just a kid so what do I know? I've got a lot more to learn about the business world. Hopefully this gives you a little peek into what corporate culture means though, at least from a 10-year-old's perspective! Let me know if you have any other questions.篇6The Amazing World of Company CultureHello everyone! Today, I want to share with you an exciting topic called "Company Culture." You might be wondering, what is company culture? Well, let's dive into the amazing world of business!Imagine a company as a big family, where all the employees work together towards a common goal. Just like in a family, each person has their own role to play and they work together to create a happy and productive environment. This is what we call company culture!In a company with a great culture, everyone feels valued and respected. It's like being in a place where everyone is your friend. People are encouraged to share their ideas and opinions, and they are given the freedom to be creative and innovative. This helps the company grow and succeed.One important aspect of company culture is teamwork. It's like when we play football or any other team sport. We need to work together, communicate, and support each other to win the game. In a company, it's the same! Teamwork helps us achieve our goals faster and better. We learn from each other and become stronger together.Another cool thing about company culture is that it can be different for every company. Just like each of us has our own unique personality, companies have their own unique cultures. Some companies might have a more relaxed and casual culture, while others might have a more formal and professional culture. It's like different flavors of ice cream – each one is delicious in its own way!Now, let me tell you about some of the things that make a company's culture special. One important factor is trust. In a company with a strong culture, people trust each other. They believe that their teammates and leaders have their bestinterests at heart. This creates a positive atmosphere where everyone feels safe to take risks and be themselves.Another factor is recognition and appreciation. Just like when we get a gold star for doing a great job in school, employees in a company love to be recognized for their hard work. It can be a simple "thank you" or a special award. When people feel appreciated, they are motivated to do even better!A good company culture also promotes learning and growth. It's like going on an exciting adventure every day! Employees are encouraged to learn new skills, take on challenges, and try new things. This helps them become better at what they do and opens up new opportunities for them in the future.In conclusion, company culture is like a magical world where everyone works together, supports each other, and has fun while achieving great things. It's about trust, teamwork, recognition, and growth. Just like in a family, a strong company culture makes everyone feel happy and valued. So, let's remember the importance of company culture and strive to create amazing places to work in the future!I hope you enjoyed learning about company culture through the eyes of a little student like me. Remember, even though weare young, we can dream big and make a difference in the world of business!。
【商务英语】企业文化(英汉对照)
美式论文、报告写作技巧编者按：美式教育的特点即是课程内容强调学生参与及创新运用，因此，报告便成了常见的考核学生学习成果的方式，比如实验报告、学期报告、专题报告、研究报告及论文（含毕业论文）等。
研究生presentation 及seminar 的机会更是占很大的比重，有些甚至占学期成绩很大比例。
如何完成报告、论文同时得到良好的成绩，是本文提供给有志留学的有心人参考的目的。
美国大学生由於自小已养成自动寻找答案习惯，在启发式的教育环境下，写报告、论文对他们来说比较不陌生，虽然专业知识上美国学生不见得比外籍学生强，但是表达能力由於自小培养，加上英语能力的优势，常比外籍学生在报告、论文方面有较隹的利基。
反之中国学生比较缺乏报告写作的训练，因此如果在留学过程中无法适应美式教育会比较辛苦，其实论文、报告的写作要领其实不难，只要把握技巧就可水到渠成。
通常论文由篇首(Preliminaries)，本文(Texts)以及参考资料(References)三部分构成；而这三大部分各自内容如下：(一) 篇首：封面(Title)序言(Preface)谢词(Acknowledge)提要(Summary)目录(Tables and Appendixes)(二) 本文：引言(Introduction)主体，含篇(Part)、章(Chapter)、节(Section) 、以及注释(Footnotes)(三)参考资料：参考书目(References or Bibliography)附录资料(Appendix)。
进行论文或报告写作之前，先要确定想要表达的主题，主题确定后，将其具体表达，即为题目。
题目可以提供研究者：一.研究的方向二.研究的范围三.资料搜集的范围四.预期研究成果通常在确定题目之後就开始找资料从事研究，建议在找资料之前最好去问教授有哪些参考资料来源可供参考引用。
构思为确定写作大纲或Proposal 的先前步骤，大纲是论文、报告的骨干，Proposal 是研究的架构、流程及范围的说明书。
企业文化英文翻译_企业文化英文标语
企业文化英文翻译_企业文化英文标语企业文化英文标语[1]1.欣赏的奇妙之处在于,它能让我们自己也拥有被欣赏者的优点。
Appreciation is a wonderful thing:It makes what is excellent in others belong to us as well.——Voltaire 伏尔泰2.最了不起的天赋，莫过于能估量事物的真正价值。
The greatest of all gifts is the power to estimate things at their true worth.——Rochefoucauld 拉罗什富科3.欣赏你的同事为工作的付出。
没有什么能够替代几句合时宜的、发自内心的赞美，赞美不花费任何成本却能带来无比的财富。
Appreciate everything your associates do for the business.Nothing else can quite substitute for a few well-chose,well-timed,sincere words ofpraise.They're absolutely free and worth a fortune.——Sam Walton 山姆.沃尔顿4.我每天早上醒来都提醒自己：我自己说的话并不能帮助自己成长。
所以如果我想多学习，就要注意聆听。
I remind myself every morning:Nothing I say this day will teach me anything. So if I'm going to learn,I must do it by listening.——Larry King 拉里.金5.思考如智者，说话如民众。
Think like a wise man but communicate in the language of the people.——William butler Yeats 叶芝6.昨日已经消逝，明日还未到来，我们拥有的只是今天。
好的企业文化英文介绍ppt
“爱”是凝聚力滋生的土壤
老板（顾客）需求 工作业绩； 工作质量； 工作效率； 工作创新； 企业忠诚； 职业道德。
输出
知识、能力、态度
薪酬、职位、发展
购买
员工（供应商）提供 出色的业绩； 完美的质量； 极高的效率； 创新的成果； 忠诚的品质； 敬业的精神。
点击添加标题
感恩：永久的“凝结核”
懂得感恩，做人之本——乌鸦有反哺之恩，羊羔有跪乳之德 懂得感恩，看淡得失——减少伤害，获得心理平衡 懂得感恩，收获更多——容易获得帮助、形成共赢局面 操作： 以实际行动践行感恩之心——一饭之恩，千金相报 不要总从自己的角度思考，多想想别人的帮助或功劳 施人慎勿念，受施慎勿忘
目标
201X 感谢大家观看
CORPORATE CULTURE
PLEASE ENTER THE CONTENTPLEASE ENTER THE CONTENT PLEASE ENTER THE CONTENTPLEASE ENTER THE CONTENTPLEASE
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高调做事，低 调做人
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彼此尊重，从 我做起
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懂得分享，勇 于担当
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人为什么对责任敬而远之？
责任是一种“负担”，责任是一 种“累赘”
输入文字标题
员工责任缺失的根源——趋利避害的 思想未能得到正确的理解，或对“为
谁在工作”未能正确地认识。
输入文字标题
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责任是一种“压力”，责任是 一种“约束”
BUSINESS POWERPOINT
好的企业文化英文介绍ppt
阐述我对企业文化的理解英语作文
阐述我对企业文化的理解英语作文全文共3篇示例，供读者参考篇1My Understanding of Corporate CultureCulture is the foundation upon which every organization is built. It encompasses the values, beliefs, attitudes, and behaviors that shape the way an organization operates and interacts with its stakeholders. Corporate culture, in particular, is a crucial element that determines the success or failure of a company. As a student, I have come to appreciate the significance of corporate culture and its impact on various aspects of business operations.Firstly, corporate culture plays a vital role in shaping the identity and image of a company. It is the embodiment of the company's principles, ethics, and core values. A strong and positive corporate culture can foster a sense of pride and loyalty among employees, ultimately reflecting in their productivity and commitment to the organization. Conversely, a toxic or dysfunctional culture can lead to high turnover rates, low morale,and a tarnished reputation, which can be detrimental to the company's long-term growth and profitability.One of the key aspects of corporate culture that I find particularly fascinating is its influence on decision-making processes. In organizations with a collaborative and inclusive culture, employees at all levels are encouraged to voice their opinions and contribute to the decision-making process. This fosters a sense of ownership and empowerment, leading to more innovative and creative solutions. On the other hand, companies with a top-down, authoritarian culture may stifle employee input, resulting in missed opportunities and a lack of fresh perspectives.Furthermore, corporate culture plays a pivotal role in shaping the work environment and employee engagement. A positive and supportive culture that values open communication, recognition, and work-life balance can significantly enhance employee satisfaction and productivity. Employees who feel valued and respected are more likely to go the extra mile, resulting in improved performance and increased customer satisfaction. Conversely, a toxic culture characterized by excessive stress, lack of appreciation, and poor communicationcan lead to burnout, absenteeism, and a general decline in overall organizational performance.Another aspect of corporate culture that I find intriguing is its impact on diversity and inclusion. Companies that embrace diversity and foster an inclusive culture are better positioned to attract and retain top talent from diverse backgrounds. By promoting an environment where different perspectives and experiences are valued, these organizations can tap into a broader pool of ideas and approaches, ultimately driving innovation and gaining a competitive edge in the marketplace.Moreover, corporate culture plays a crucial role in shaping the company's approach to sustainability and corporate social responsibility (CSR). Organizations with a strong ethical culture that prioritizes environmental stewardship and social responsibility are more likely to adopt sustainable practices and contribute positively to the communities in which they operate. This not only enhances the company's reputation but also attracts socially conscious customers and investors, thereby contributing to long-term success.As a student, I have witnessed firsthand the impact of corporate culture through various case studies, internships, and interactions with professionals from different organizations. Ihave learned that a strong and positive corporate culture is not something that can be imposed from the top down; rather, it is a collective effort that requires buy-in and active participation from all levels of the organization.In conclusion, corporate culture is a multifaceted concept that encompasses a wide range of elements, from values and beliefs to attitudes and behaviors. It is the foundation upon which an organization's identity, decision-making processes, work environment, diversity and inclusion initiatives, and approach to sustainability and corporate social responsibility are built. As I continue my studies and prepare to enter the professional world, I am committed to cultivating a deep understanding of corporate culture and its profound impact on organizational success. By embracing the principles of a positive and inclusive corporate culture, I believe that organizations can not only thrive financially but also contribute to the betterment of society as a whole.篇2Exploring the Essence of Corporate Culture: A Student's PerspectiveAs a student delving into the realm of business management, the concept of corporate culture has captivated my curiosity and sparked a desire to unravel its intricacies. This intangible force that permeates organizations has proven to be a pivotal determinant of success, shaping the collective mindset, values, and behaviors that define a company's identity. Through my academic pursuit and practical observations, I have come to understand corporate culture as a multifaceted tapestry woven from the threads of shared beliefs, communication patterns, and leadership philosophies.At its core, corporate culture represents the unwritten rules and implicit assumptions that govern how individuals within an organization interact, make decisions, and approach challenges. It is an invisible force that transcends the confines of formal policies and procedures, acting as the glue that binds employees together and fosters a sense of unity amidst diversity. This culture is often deeply rooted in the organization's history, shaped by the vision and values instilled by its founders and perpetuated through generations of leadership.One of the key elements that contribute to the formation of corporate culture is the shared beliefs and values embraced by the organization's members. These beliefs serve as guidingprinciples, influencing decision-making processes, goal-setting, and the overall strategic direction. Companies with a strong culture tend to attract individuals who align with these core values, fostering a sense of belonging and commitment that can drive organizational success.Effective communication is another critical component that underpins a thriving corporate culture. The manner in which information flows throughout the organization, the channels utilized, and the tone employed can significantly impact employee engagement, collaboration, and ultimately, productivity. A culture that encourages open and transparent communication fosters trust, facilitates knowledge sharing, and empowers employees to voice their concerns and ideas without fear of retribution.Leadership plays a pivotal role in shaping and sustaining corporate culture. Leaders act as living embodiments of the organization's values, setting the tone and modeling the desired behaviors. Their actions, communication styles, anddecision-making processes have a profound impact on the cultural landscape. Effective leaders understand the importance of cultivating a positive and inclusive culture, recognizing itsability to motivate employees, drive innovation, and ultimately contribute to the organization's long-term success.Moreover, corporate culture is inextricably linked to an organization's approach to talent management. Companies with strong cultures tend to attract and retain top talent, as individuals are drawn to environments that align with their personal values and professional aspirations. This alignment fosters a sense of purpose and fulfillment, leading to increased employee engagement, reduced turnover, and a competitive advantage in the talent marketplace.While the benefits of a positive corporate culture are widely acknowledged, it is crucial to recognize that cultures can also have negative implications. Toxic or dysfunctional cultures can breed mistrust, stifle creativity, and foster an environment of fear and disengagement. Such cultures often manifest in the form of excessive bureaucracy, rigid hierarchies, and a resistance to change, ultimately impeding an organization's ability to adapt and thrive in an ever-changing business landscape.As a student exploring this fascinating aspect of organizational dynamics, I have come to appreciate the profound impact corporate culture can have on a company's trajectory. It is the invisible force that shapes employeebehaviors, fosters collaboration, and ultimately determines whether an organization thrives or merely survives in the competitive business arena.Looking ahead, I am excited to continue delving into the nuances of corporate culture and its practical applications. Through my studies and future experiences, I hope to gain a deeper understanding of how to cultivate and sustain a positive and empowering culture that fosters innovation, employee engagement, and long-term success.In conclusion, corporate culture is a complex andever-evolving tapestry that weaves together shared beliefs, communication patterns, leadership philosophies, and talent management strategies. It is the invisible force that shapes the collective mindset and behaviors within an organization, ultimately determining its identity and trajectory. As a student embarking on a journey into the business world, I am committed to embracing the power of corporate culture and harnessing its potential to drive organizational excellence.篇3My Understanding of Corporate CultureWhen I was first introduced to the concept of corporate culture, I have to admit that I was a bit perplexed. Culture is usually associated with nations, ethnicities, and communities –not businesses. However, as I delved deeper into the subject, I realized that corporate culture is an integral part of any organization's success, shaping its identity, values, and overall performance.At its core, corporate culture encompasses the shared beliefs, attitudes, and behaviors that characterize an organization and its employees. It is the collective personality of a company, influencing everything from decision-making processes to interpersonal interactions. Effective corporate cultures foster a sense of unity, purpose, and motivation among employees, ultimately contributing to the organization's long-term growth and prosperity.One of the key aspects of corporate culture that resonates with me is its impact on employee engagement and satisfaction.A positive corporate culture that values open communication, respect, and collaboration can create a supportive and inclusive work environment. When employees feel valued and appreciated, they are more likely to be motivated, productive, and committed to their roles. Conversely, a toxic corporate culture characterizedby hostility, mistrust, and lack of transparency can lead to high employee turnover, low morale, and a general decline in performance.Another crucial element of corporate culture is its alignment with the organization's mission, vision, and values. Companies with a strong corporate culture are often those that have clearly defined and communicated their core principles, which serve as a guiding light for all employees. This alignment ensures that everyone is working towards a common goal, fostering a sense of unity and purpose within the organization.Moreover, corporate culture plays a significant role in shaping a company's reputation and public image. Companies with positive corporate cultures are often perceived as desirable places to work, attracting top talent and fostering customer loyalty. In today's highly competitive business landscape, a strong corporate culture can be a powerful differentiator, setting an organization apart from its competitors.As a student aspiring to enter the corporate world, I recognize the importance of understanding and adapting to different corporate cultures. Each organization has its unique culture, and being able to navigate and thrive within that culture is crucial for professional success. It involves developing softskills such as emotional intelligence, communication, and adaptability, which are highly valued in the modern workplace.Furthermore, my understanding of corporate culture has taught me the significance of continuous learning and personal growth. Successful organizations continuously evolve and adapt their corporate cultures to remain relevant and competitive. As an employee, embracing a growth mindset and being open to new ideas and perspectives will be essential for navigating the ever-changing corporate landscape.In conclusion, corporate culture is a multifaceted and dynamic concept that shapes the very essence of an organization. It influences employee engagement, productivity,decision-making processes, and even public perception. As I prepare to enter the professional world, I recognize the importance of understanding and embracing corporate culture, as it will play a pivotal role in my personal and professional development. By cultivating an appreciation for diverse corporate cultures and continuously striving for growth and adaptability, I believe I can contribute to the success of any organization while simultaneously achieving my own professional goals.。
【优质】投资企业文化(精选多篇)-word范文 (15页)
本文部分内容来自网络整理，本司不为其真实性负责，如有异议或侵权请及时联系，本司将立即删除！== 本文为word格式，下载后可方便编辑和修改！ ==投资企业文化(精选多篇)第一篇：青岛中青邦德投资企业文化最新版中青邦德投资企业文化人生因梦想而伟大，因学习而改变，因行动而成功；学习的速度，决定发展的速度；思想的高度，决定人生的高度；公司名称：青岛中青邦德投资管理有限公司创建时间：201X年8月。
开展业务时间：201X年9月企业文化口号：我们是一个学习型组织，我们是一个创业型团队；我们有全新的市场概念，我们有创新的服务理念；我们自尊自重，人格完善，我们自立自强，追求卓越。
企业文化的核心：学习型组织，创业型团队，开放型文化！入职誓言：今天我选择挑战，道路充满艰辛，更有无限机遇，我要全力以赴，创造人生奇迹。
让我们从现在开始，对人感恩，对己克制，对事尽力，对物珍惜！服务宣言：我们秉承 "团结、实效、诚信、创新、责任、激情"的经营理念；我们坚持"真诚、热情、安全、周到、方便、快捷"的服务标准；我们追求专业化的品质，以客户的高度满意为使命；我们提供规范化的管理，与员工携手共创人生辉煌；我们相信沟通的魅力，随时倾听您的建议、了解您的需求；我们完善每一个细节，让您放心、省心是我们的承诺！为您！真诚到永远！企业的服务水准："高品质、高效率"企业的发展理念(核心价值观)："专注于解决中国资金流通问题，为客户创值服务，与员工共创辉煌" 企业的经营理念："团结、实效、诚信、创新、责任、激情"品牌承诺：我们的客户理应获得金融机构所能提供的最好的服务，其核心价值是放心、省心。
工作准则：日事日毕，日清日高，穷根究底，坚持不息，今天事今天做，现在事先在做。
企业的工作作风："快度、强势"企业的人才观：以发展来吸引人，以事业来凝集人，以工作来培养人，以结果来考核人企业的用人原则：⑴用人要疑，疑人要用；⑵不拘一格选拔人才；⑶从基层做起，步步高升；⑷逐级管理与越级检查，逐级汇报与越级投诉相结合；⑸制度面前人人平等。
企业文化中英文对照外文翻译文献
企业文化中英文对照外文翻译文献企业文化中英文对照外文翻译文献(文档含英文原文和中文翻译)The Corporate Culture Rebuilding of E-business With the development of large-scale e-business, The E-commerce culture comes into being. It is an enterprise that produces a new value. The new integration of internal resources of the enterprises, which reduces transaction costs and improves efficiency. And it can short the cycle of production, and get many other benefits. Also it challenges on the existing corporate culture. The rise of e-commerce is a means of rapid development of technology that leads business models change. The survival of traditional economic activities, the means of operation and the management mechanisms have changed completely. The traditional corporate culture also faces a big strike.First, the Contribution to the Enterprise Value of Corporate CultureCultural phenomenon is a symbol of civilized country and a major witness of the nation. Broader culture includes knowledge, belief, art, morals, law, customs and every person as a member of the social to obtain ability and habit, including the complex whole. The survival and development of the enterprise plays an important role as a "sub culture" of the corporate culture. Corporate culture is the product of a market economy and commodity economy, embodying the objective laws of market economy. It reflects the company's competitive practices, competitive spirit and overall image. The enterprise culture is the company's management philosophy, enterprises face in whichthe social and business environment in the long-term production of business activities. And it gets all employees accept and agree to honor, which fights for a set of informal rules of success. It shows a kind of management philosophy and business practice to achieve through what kind of target. It is an important part of economic management. Corporate culture means a company's value, and these values become a norm of behavior of employees’ activities.How to increase profits, reduce costs and expenses is the origin of the corporate culture. Its meaning is how to enable enterprises to effectively integrate resources in order to achieve external flexibility and realize sustainable development in the competition. Corporate culture for the enterprises to develop cultural managementindicates a clear direction. The foreign competition environment for building highly adaptable and responding quickly to change is the final purpose of enterprise culture, according to environmental behavior capacities, which in fact is the company, owned by the external competitive environment by the needs of internal resources the ability to integrate and use. Corporate culture should promote the formation of the capacity of the system and maintain a good system. Many Chinese companies, for example, Haier, Lenovo, and so on, the secret of enterprise success is to develop a set of corporate and business philosophy that forms its own unique corporate culture.1, the corporate culture reflects the company's image and spirit. Establishing a good corporate image needs support of Modern business, from leadership to staff quality, from product quality to management facilities, from the environment to the product development, infiltrating cultural factors, and allreflecting the corporate image. Good corporate image (the "goodwill") is an intangible wealth and assets to display the "brand effect", which wins the social and public support, in line with modern public relations and marketing theory. From the modern management theory, it reflects the spirit of enterprise groups and the ideal goal, showing the direction of development of enterprises and business purposes. It is on behalf of the company's future prospects; so that every member company can voluntarily contribute to the achievement of organizational goals, from the enterprises in the fierce competition in technology press "beautiful and fragrant flowers."2, the corporate culture as in the business as a new management theory to play an extremely rebuilding role.First, creating a environment for flexible coordination of business operations, the corporate social systems as a subsystem, continuously with the surrounding environment material, energy and information exchange, social environment is relatively more objective. And enterprises need to adapt to environmental changes, researching the laws and requirements of environmental change, a clear tendency of economic development compatible with the social needs and potential demand, which improve the enterprise's various weaknesses and adjust to business strategy, creating a new corporate culture, and environment interaction to achieve dynamic balance that creates a cycle of market environment, promoting the restructuring of joint-stock company into the future state of healthy function.Second, it is conducive to the formation of the values of their all operation. The development of corporate culture as the underlying motivation, its values is the core of corporate culture.And it is a business organization and the basic concepts and beliefs. For enterprises, the core task is how the market to survive and provide consumers with appropriate products and services. The core mission of business does not automatically guarantee a corporate member with a common objective. Values established by the company code of conduct for employees defined in an extremely successful and the objective pursuit.Third, it helps to improve the all quality and foster corporation. The composition of the corporate culture includes ideology, culture, technology, culture, management culture, quality culture and entertainment culture. On the one hand, the culture of integration promotes the improvement of the quality of the entire staff. Because the influence of a common culture, the formation of a common awareness and behavior-oriented preserves and maintains the unity, cooperation, the harmony between employee relations, the objective to strengthen the unity, the overall development of the performance.3, the business culture is a kind of meaning. It is different from the surrounding environment of the enterprise as a system. Its internal mechanisms of the coordinated operation of the corporate culture can not be separated. On the one hand, a direct effect on corporate culture, employee code of conduct, professional ethics and clip point, nurture and develop the corporate culture, which improves the cohesion and solidarity, increasing employee’s satisfaction, sense of identity and belonging. On the other hand, the corporate culture of the major decisions of business, the company's long-term goals and strategies as well as the implementation of rules and regulations have not be underestimated.Second, the Building of Corporate Culture, the Need forChangeIn the 21st century, the enterprise culture of Chinese business faces multiple challenges: the arrival of knowledge economy, the corporate culture, the question ofhow to enhance the value of knowledge, knowledge workers how to deal with new issues; market-oriented reform, making the planned economy era the formation of corporate culture and old ways, old routines often fail; and the rise of network technology, but also for the birth of a new corporate culture provides a weapon. Sentence: mechanism changed, times have changed, technology has changed, so many companies are faced with reshaping corporate culture. Gerstner saved Big Blue, the first is to explicitly change the corporate culture of IBM's basic values, the creation of IBM's culture, which is "strive to win (Win)" "fast execution (Execute)" and "team spirit (Team) ". Gerstner said, " as IBM's leaders, of course you need to lead the planning and specific projects, but your responsibilities also include leading the staff, the establishment of work teams, and the creation of high-performance corporate culture." GE Jack Welch, former CEO also said: "Our vitality curve is able to function effectively, because we spent a decade in our enterprise to establish a performance culture."From our point of view of corporate culture development status, can only say that the end is still in a relatively level, the "corporate culture strategy" did not receive due attention, the cultivation of corporate culture, lack of guidance systems theory, corporate culture, most of the traditional culture in the enterprise the epitome of such enterprises often lack vitality, dead, suffering from a lack of excellent sense, may be severe centrifugal serious. Overall there are more defects in our corporate culturephenomenon with error, our corporate culture common errors are:1, the phenomenon of cultural obscurantism. Such phenomenon is common in those autocratic leaders or operational problems of the enterprise. Performance of the leaders of the extreme stress on certain cultural values, education and means to promote radical. It is because the causes of most of the leaders hope to achieve within the enterprise.2, no cultural phenomenon. Usually presents companies have a very strict system and the various rules and regulations. The system provides for employees to do and not do, but there is no clear cultural ideas and values advocate, neglect of education and training of employees. Such phenomena generate up to industrial manufacturingcompanies, most of the causes of quality is not high because the leaders themselves, or lack of understanding of corporate culture. Or want to cover up some kind of cult of the individual facts. Such enterprises are usually easy to produce leaders of the blind worship or silent on the situation.3, the ideal culture phenomenon. It is common in those with young people as the main force of the emerging entrepreneurial companies. Manifestations of these companies will make some unrealistic ambitions and cultural ideals, its advocacy of the concept will be a kind of beyond the enterprise to transform the world's sense of mission. "Great and empty," the slogan of the people beyond the reach; grand, lofty goals often lack a unified real objective basis. Most of the causes of such phenomena is that leaders have too lofty ideals and the lack of work basket for fruits of the spirit. Performance of the majority of such employees are passionate emotion, but may have overlooked the immediatesituation and today what to do evil.In addition, many corporate culture inhibits the human personality, in the enterprise is only concerned about people's "collective", denied the people's imagination and creativity, produced under the concept of small-scale production of "collectivism", it is difficult to form business cohesion.Now the competition is intense, and survival of the fittest as the new rules of the game, our company's corporate culture than the United States, Japan has lagged behind many, if not catch up now, defeat in the competition will be inevitable. Therefore, the new corporate culture and change the shape of a project is China's enterprises not wait for new topics.Third, the age of electronic commerce to shape and change our corporate culture, the idea of1, analysis of internal and external factors, refined culture and a culture of innovation speedIn the era of e-commerce business to choose what kind of a core value is to create the most important issue of corporate culture. Information economy is the "speed economy", the speed has become a tool to improve competitiveness. The emergence of the Internet makes the world changes faster and faster, can be described by leapsand bounds. Internet-based e-commerce can thus quickly understand market information, quickly and easily collect customer needs, extensive product information, complete the online transactions in real-time settlement, a large number of business activities can be instantaneous, the production efficiency has been greatly to improve. In short, information technology and network technology makes extensive use of e-commerce enterprises to enter the market, the threshold can begreatly reduced. Now the world is talking about innovation, because in today's economic environment, the only constant rule is everything is changing. In this regard, any organization or business if you do not always change and innovation, it is impossible to maintain their competitive advantage. "No innovation, on the death", innovation has become a corporate existence and development of important, and that only through its own innovation and certainty in order to deal with the uncertainty of rapid change. In the information context, the role of innovation has been an unprecedented strengthening, and sublimated into a social theme. In the age of electronic commerce, innovation has become the source of the vitality of enterprises, the traditional production scale, cost advantages and other factors will not decide the future, companies only through continuous innovation to survival and development. Conservative and conservative, is simply not in the fierce market competition based on the enterprise in the future in order to have a place in the global competition, we must break through the traditional idea of imprisonment and mindset, bold innovation, firmly grasp the ever-changing business opportunities.2, new ideas, to shape employee behavior.Shaping the behavior of employees is a corporate culture an important part. For those who play the leading role in e-commerce companies, the most is neither a shortage of raw materials, nor money; neither the technology nor the emerging markets, but lack of talent. The twinkling of an eye and talent for the future to plug the wings of imagination. ? McKinsey & Company, president of the United States Ed Michaels said: "is not difficult to raise funds, a smart business strategy can be imitated.Technology half-life has been shortened for many of today's companies, talent is the primary competitive advantage factor. " Today, managers realize that in today'seconomic globalization, e-commerce and network speed of the global market, ownership of talent from the established elite business decisions quickly is critical. E-commerce businesses depend on employees' ingenuity and initiative to make closer to consumers, the decision to market faster response.E-commerce, focusing on service, but electronic means. E-commerce can also be said of electronic services, the Internet to the service of humanity, the core service is not technology, but the corporate culture, quality of the staff; Internet economy is the service economy, rather than the technical and economic, the network platform for consumer transactions, environment is not a merchandise display; manufacturers not simply suppliers or vendors, but service providers, who have better service than anyone else, who earn more money.In the new e-commerce environment, the most successful companies in the past only to give new employees to enjoy the respect of customers: their equality through the creation of an elite management system to meet the employees engaged in meaningful work and the desire to create wealth. They generously reward employees for good performance, not just cash, but also allow them to have ownership of enterprises, 3, the leader personally, keep valuesIn decision-making behavior in e-commerce businesses, innovation is very important. First, the organizational structure to be from the original pyramid, top-down, hierarchical control structure of the network to the new organizational structure transformation. Second, the management focus from capitalmanagement to knowledge management. Knowledge management is the use of collective wisdom to improve responsiveness and innovation. Third, the new management ideas and methods are emerging. In the information age and network conditions, the new economy and created many new management ideas and management methods, such as flexible manufacturing, distributed manufacturing, agile manufacturing, business process reengineering, learning organizations, manufacturing resource planning and other new ideas and new methods .The founder of e-business and business operations will encounter variousunexpected difficulties and frustrations: such as financial risk, trading risk, and increasingly competitive market, if subjected to any eventuality, no toughness will completely collapse. Therefore, entrepreneurs should be afraid of failure, afraid of setbacks and indomitable courage, devotion to the cause should be, afraid of risk, risk-taking spirit.电子商务企业文化重建随着网络时代电子商务大规模发展，电子商务企业文化随之产生，它在一个企业产生一种新的价值观，使企业内部资源得到从新整合，在为企业降低交易成本，提高效率，缩短生产周期等诸多好处的同时，也对已有的企业文化发起了挑战。
英文企业文化标语.doc
英文企业文化标语英文企业文化标语1、超越自我，敬业创新。
Beyond self, dedication and innovation.2、带出一流的队伍，创出一流的业绩，展现一流的风貌。
With a first-class team, creating first-class performance and first-class style show.3、从管理中创卓越，在施工中树形象。
From management excellence, tree image in construction.4、建设节约型企业从我做起，节约就是效益节约就是增效。
The construction of a conservation oriented enterprise begin from me, saving is benefit to save is efficiency.5、找方法才能成功，找借口只会失败。
Find a way to be successful, find excuses and fail.6、杜绝不良思想，发扬优质精神。
Put an end to unhealthy ideas and carry forward the spirit of high quality.7、诚实做人，精心做事。
Be honest and be careful in your work.8、心态正，事业成，不成也成。
The mind is positive, the career becomes, the success is not.9、质量是企业的生命，安全是职工的生命。
Quality is the life of enterprise, is the worker s life safety.10、一丝之差，优劣分家。
Separation of advantages and disadvantages.11、关爱生命，保护环境，预防为主，持续改进。
英语企业文化演讲稿
英语企业文化演讲稿英语企业文化演讲稿（一）Young man should have a great ambition and be quick in action鸿于志，敏于行选手：xxGood afternoon ladies and gentlemen!女士们，先生们，下午好！My name is Linan ,from the group of communication and training.我叫李楠，来自沟通与培训组。
I am so happy to stand here to give a speech to all of you.今天，我非常荣幸能够站在这里发表演讲。
The topic of my speech is Young man should have a great ambition and be quick in action.我今天演讲的题目是鸿于志、敏于行。
Everybody knows that it’s important for a company,a team ,a pers on to have a great ambition,which can give us power and lead us to make a target. 每个人都知道设立一个远大的志向对于一个公司、一只球队甚至是个人来说，都是非常重要的，它能振奋人心并指引我们实现目标。
unfortunately,most people are the giants of thought and the dwarfs of action. Why?不幸的是，大多数人都是思想的巨人，行动的矮子。
为什么会这样？Because it’s easily to make a decision but hard to put it into practice.因为"想去做"只是一念之间的事，落实它却很难。
企业文化英文怎么说
企业文化英文怎么说企业文化英文怎么说企业文化：corporate culturecorporate意思是社团的, 法人的, 共同的, 全体的所以说是用corporate知识扩展：企业文化内容根据企业文化的定义，其内容是十分广泛的，但其中最主要的应包括如下几点：经营哲学经营哲学也称企业哲学，源于社会人文经济心理学的创新运用，是一个企业特有的从事生产经营和管理活动的方法论原则。
它是指导企业行为的基础。
一个企业在激烈的市场竞争环境中，面临着各种矛盾和多种选择，要求企业有一个科学的方法论来指导，有一套逻辑思维的程序来决定自己的行为，这就是经营哲学。
例如，日本松下公司“讲求经济效益，重视生存的意志，事事谋求生存和发展”，这就是它的战略决策哲学。
价值观念所谓价值观念，是人们基于某种功利性或道义性的追求而对人们(个人、组织)本身的存在、行为和行为结果进行评价的基本观点。
可以说，人生就是为了价值的追求，价值观念决定着人生追求行为。
价值观不是人们在一时一事上的体现，而是在长期实践活动中形成的关于价值的观念体系。
企业的价值观，是指企业职工对企业存在的意义、经营目的、经营宗旨的价值评价和为之追求的整体化、个异化的群体意识，是企业全体职工共同的价值准则。
只有在共同的价值准则基础上才能产生企业正确的价值目标。
有了正确的价值目标才会有奋力追求价值目标的行为，企业才有希望。
因此，企业价值观决定着职工行为的取向，关系企业的生死存亡。
只顾企业自身经济效益的价值观，就会偏离社会主义方向，不仅会损害国家和人民的利益，还会影响企业形象;只顾眼前利益的价值观，就会急功近利，搞短期行为，使企业失去后劲，导致灭亡。
企业精神企业精神是指企业基于自身特定的性质、任务、宗旨、时代要求和发展方向，并经过精心培养而形成的企业成员群体的精神风貌。
企业精神要通过企业全体职工有意识的实践活动体现出来。
因此，它又是企业职工观念意识和进取心理的外化。
企业精神是企业文化的核心，在整个企业文化中起着支配的地位。
【商务英语】企业文化(中英)必备学习
美式论文、报告写作技巧编者按：美式教育的特点即是课程内容强调学生参与及创新运用，因此，报告便成了常见的考核学生学习成果的方式，比如实验报告、学期报告、专题报告、研究报告及论文（含毕业论文）等。
研究生presentation 及seminar 的机会更是占很大的比重，有些甚至占学期成绩很大比例。
如何完成报告、论文同时得到良好的成绩，是本文提供给有志留学的有心人参考的目的。
美国大学生由於自小已养成自动寻找答案习惯，在启发式的教育环境下，写报告、论文对他们来说比较不陌生，虽然专业知识上美国学生不见得比外籍学生强，但是表达能力由於自小培养，加上英语能力的优势，常比外籍学生在报告、论文方面有较隹的利基。
反之中国学生比较缺乏报告写作的训练，因此如果在留学过程中无法适应美式教育会比较辛苦，其实论文、报告的写作要领其实不难，只要把握技巧就可水到渠成。
通常论文由篇首(Preliminaries)，本文(Texts)以及参考资料(References)三部分构成；而这三大部分各自内容如下：(一) 篇首：封面(Title)序言(Preface)谢词(Acknowledge)提要(Summary)目录(Tables and Appendixes)(二) 本文：引言(Introduction)主体，含篇(Part)、章(Chapter)、节(Section) 、以及注释(Footnotes)(三)参考资料：参考书目(References or Bibliography)附录资料(Appendix)。
进行论文或报告写作之前，先要确定想要表达的主题，主题确定后，将其具体表达，即为题目。
题目可以提供研究者：一.研究的方向二.研究的范围三.资料搜集的范围四.预期研究成果通常在确定题目之後就开始找资料从事研究，建议在找资料之前最好去问教授有哪些参考资料来源可供参考引用。
构思为确定写作大纲或Proposal 的先前步骤，大纲是论文、报告的骨干，Proposal 是研究的架构、流程及范围的说明书。
最新-企业文化英文(精选多篇) 精品
企业文化英文(精选多篇)第1篇第2篇第3篇第4篇第5篇目录第一篇：中国石油天然气集团公司企业文化用语规范英文表述第二篇：企业文化,文化企业第三篇：中国文化英文介绍第四篇：关于文化差异的英文作文第五篇：关于中国文化的英文文章正文第一篇：中国石油天然气集团公司企业文化用语规范英文表述中国石油天然气集团公司企业文化用语规范英文表述一、标识 lg标识图样为“宝石花”，色泽为红色和黄色，为中国国旗的颜色。
外观呈花朵状，体现中国石油创造能源与环境和谐的社会责任。
十等分的花瓣图形，象征中国石油多项主营业务的集合。
红色基底体现中国石油的基础深厚，初升的太阳象征中国石油前程似锦。
u lg is l iig yll, s l p s il lg i. i bis u i y b gy vi. pls i lg ps u busisss. bs syblizs u sli ui s s- pis isig su iis u big uu.二、企业宗旨 p issi奉献能源，创造和谐giz·iz·liz或ig gy, ig yu三、企业精神 p pilspy爱国、创业、求实、奉献— 3 —p is py vlus piis, sy, ii pusip.四、企业核心经营管理理念pil gil piipls诚信、创新、业绩、和谐、安全ibiliy igiy, i ivi, p ivs, y bl, sy suiy五、其他常用表述1．大庆精神 2．铁人精神 3．三老四严spii qig spii qig i “ ss”: ik, spksly;“u quis”: igss, sysi gizi,spsibl iu, siisipli.4．新时期铁人 5．精神文明建设 6．主人翁精神 8．艰苦创业精神— 4 — qig i l il ipuil spii 7．团结协作、团队精神kpisig spii 9．以人为本10．资源优化配置11．公益事业．管理提升13．绿色、国际、可持续的中石油14．资源、市场、国际化战略15．两级行政、三级业务管理模式16．全面建成世界水平综合性国际能源公司17．立足国内，走向国际18．用发展的目标鼓舞人，用宏伟的事业凝聚人，用科学的机制激励人19．打造绿色、国际、可持续的中石油 ppl-is piizi sus lli publi l pi ipv g g, iil susibl py u sgis sus, k iilizi 2-lvl iisiv g l 3-lvl busiss g l buil p i j ig iil gy pi bs uslvs xp busiss vss ispi u plys i biius gls, ui i u us supp i su u su pliis buil p i g, iil susibl— 5 —pi20．建设忠诚、放心、 p is libl us-y受尊重的中石油 pi.k ull us b21．两种资源、两个市场22．资源节约型、环境友好型企业23．互利共赢、共同发展24．与时俱进，开拓创新25．以人为本，安全第一26．构建学习型企业27．战略性结构调整28．跨越式发展29．综合一体化优势30．自主创新能力31．整体协调发展—6 — iil si sus ks susibl villy ily pis uully biil pi vlp sig s i iviv sg piig spii ppl sy is buil p ulu iuuslig sgi busissjus iv lpg vlp psiv ig sg ivi pbiliis ig ivlp32．战略自信、体制 v ull i i自信、文化自信 sgis,isiuis ulup— 7 —第二篇：企业文化,文化企业企业文化，文化企业文化，一个广泛的概念。
企业文化英文(精选多篇)
企业文化英文(精选多篇)正文第一篇：中国石油天然气集团公司企业文化用语规范英文表述中国石油天然气集团公司企业文化用语规范英文表述一、标识logo标识图样为“宝石花”，色泽为红色和黄色，为中国国旗的颜色。
外观呈花朵状，体现中国石油创造能源与环境和谐的社会责任。
十等分的花瓣图形，象征中国石油多项主营业务的集合。
红色基底体现中国石油的基础深厚，初升的太阳象征中国石油前程似锦。
our logo is a flower radiating red and yellow, the same color pattern as the national flag of china. it embodies our commitment to the harmony between energy and the environment. the ten petals in the logo represent our core businesses. the red base symbolizes our solid foundation as a state-owned enterprise and the rising sun indicates our bright future.二、企业宗旨corporate mission奉献能源，创造和谐energize·harmonize·realize或caring for energy, caring for you三、企业精神corporate philosophy爱国、创业、求实、奉献— 3 —cnpc is a company that values patriotism, honesty, dedication and entrepreneurship. 四、企业核心经营管理理念core operational and managerial principles诚信、创新、业绩、和谐、安全credibility and integrity, creation and innovation, performance and achievements, harmony and balance, safety and security五、其他常用表述1．大庆精神2．铁人精神3．三老四严the spirit of daqingthe spirit of the daqing iron man“three honests”: to think, speak andact honestly;“four requirements”: highstandards, systematic organization,responsible attitude, and strictdiscipline.4．新时期铁人5．精神文明建设6．主人翁精神8．艰苦创业精神—4 —modern daqing iron manmoral and ethical enrichmententrepreneurial spirit 7．团结协作、团队精神teamworkenterprising spirit9．以人为本10．资源优化配置11．公益事业12．管理提升13．绿色、国际、可持续的中石油14．资源、市场、国际化战略15．两级行政、三级业务管理模式16．全面建成世界水平综合性国际能源公司17．立足国内，走向国际18．用发展的目标鼓舞人，用宏伟的事业凝聚人，用科学的机制激励人19．打造绿色、国际、可持续的中石油people-first optimization of resources allocation public welfare operation improved management a green, international and sustainable company our strategies for resources, market and internationalization 2-level administrative management model and the 3-level business management model to build cnpc into a major integrated international energy corporation base ourselves at home and expand business overseas.to inspire our employees with ambitious goals, unite them with our common cause and support them with sound human resource policies to build cnpc into a green, international and sustainable— 5 —corporation20．建设忠诚、放心、cnpc is a reliable and trust-worthy受尊重的中石油corporation.make full use of both21．两种资源、两个市to场22．资源节约型、环境友好型企业23．互利共赢、共同发展24．与时俱进，开拓创新25．以人为本，安全第一26．构建学习型企业27．战略性结构调整28．跨越式发展29．综合一体化优势30．自主创新能力31．整体协调发展—6 —international and domestic resources and markets a sustainable and environmentally friendly enterprise mutually beneficial cooperation for common development setting the standard with innovative strength and pioneering spirit people and safety first to build a corporate culture of continuouslearning strategic business adjustment to achieve a leapfrog development comprehensive and integrated strength innovation capabilities integrated and coordinateddevelopment32．战略自信、体制to have full confidence in the自信、文化自信strategies,institutions and cultureof cnpc— 7 —第二篇：企业文化,文化企业企业文化，文化企业文化，一个广泛的概念。
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25．以人为本，安全
第一
26．构建学习型企业
27．战略性结构调整
28．跨越式发展
29．综合一体化优势
30．自主创新能力
31．整体协调发展
二、企业宗旨 corporate mission
奉献能源，创造和谐
energize·harmonize·realize
或caring for energy, caring for you
三、企业精神 corporate philosophyompany that values patriotism, honesty, dedication and entrepreneurship.
可持续的中石油 people-first optimization of resources allocation public welfare operation improved management a green, international and sustainable company our strategies for resources, market and internationalization 2-level administrative management model and the 3-level business management model to build cnpc into a major integrated international energy corporation base ourselves at home and expand business overseas.to inspire our employees with ambitious goals, unite them with our common cause and support them with sound human resource policies to build cnpc into a green, international and sustainable
第三篇：中国文化 英文介绍
第四篇：关于文化差异的英文作文
第五篇：关于中国文化的英文文章
更多相关范文
正文
第一篇：中国石油天然气集团公司企业文化用语规范英文表述
中国石油天然气集团公司
企业文化用语规范英文表述
一、标识 logo
标识图样为“宝石花”，色泽为红色和黄色，为中国国旗的颜色。外观呈花朵状，体现中国石油创造能源与环境和谐的社会责任。十等分的花瓣图形，象征中国石油多项主营业务的集合。红色基底体现中国石油的基础深厚，初升的太阳象征中国石油前程似锦。
四、企业核心经营管理理念
core operational and managerial principles
诚信、创新、业绩、和谐、安全
credibility and integrity, creation and innovation, performance and achievements, harmony and balance, safety and security
五、其他常用表述
1．大庆精神 2．铁人精神 3．三老四严the spirit of daqingthe spirit of the daqing iron man“three honests”: to think, speak and
act honestly;
“four requirements”: high
— 5 —
corporation
20．建设忠诚、放心、 cnpc is a reliable and trust-worthy
受尊重的中石油 corporation.
make full use of both21．两种资源、两个市 to
场
22．资源节约型、环
境友好型企业
23．互利共赢、共同
发展
24．与时俱进，开拓
our logo is a flower radiating red and yellow, the same color pattern as the national flag of china. it embodies our commitment to the harmony between energy and the environment. the ten petals in the logo represent our core businesses. the red base symbolizes our solid foundation as a state-owned enterprise and the rising sun indicates our bright future.
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企业文化英文(精选多篇)
第1篇 第2篇 第3篇 第4篇 第5篇 更多 顶部
第一篇：中国石油天然气集团公司企业文化用语规范英文表述
第二篇：企业文化,文化企业
9．以人为本
10．资源优化配置
11．公益事业
12．管理提升
13．绿色、国际、可
持续的中石油
14．资源、市场、国
际化战略
15．两级行政、三级
业务管理模式
16．全面建成世界水
平综合性国际能
源公司
17．立足国内，走向
国际
18．用发展的目标鼓舞
人，用宏伟的事业
凝聚人，用科学的
机制激励人
19．打造绿色、国际、
standards, systematic organization,
responsible attitude, and strict
discipline.
4．新时期铁人 5．精神文明建设 6．主人翁精神 8．艰苦创业精神
— 4 —modern daqing iron manmoral and ethical enrichmententrepreneurial spirit 7．团结协作、团队精神teamworkenterprising spirit