【HR术语】什么是企业文化？（What is company culture?）
什么是企业文化？
企业文化是一个组织将其核心价值观和特性融入社会习俗和规范、商业惯例和氛围的表现形式。组织就像宗教或种族群体一样，会自然而然地形成自己的工作文化、劳动力管理策略和鲜明特点。
健康的工作文化包括以下基本要素：
可获得的学习机会
工作与生活的和谐
积极的工作环境
有意义的工作经验
激发员工积极性的领导力
企业文化的类型
有多少家公司，就有多少种企业文化。也就是说，企业文化是复杂的，无法简单分类。不过，现代企业文化的发展趋势还是可以描述的。定义公司文化的一些不同方法包括
宗族文化： 氏族文化也称为协作文化，具有高度的协作性和沟通性，以人为本，努力打破高管与个人贡献者之间的壁垒。
民主文化： Adhocracy 文化（源于 "ad hoc"）将灵活性、创新性和适应性放在首位，奖励冒险精神和创造力。
市场文化： 市场文化注重结果，强调实现目标、达成指标和取得成果。高管与个人贡献者之间往往存在隔离，最优先考虑的是底线。
等级文化： 等级文化是一种较为传统的文化，它喜欢稳定、统一和明确的流程。这里有明确的指挥系统，通常很少有改变的余地。
公司文化为何重要？
健康的文化能推动成功，并能直接促进以下方面:
工作绩效
员工参与
留住员工
生产力
缺勤率
利润
聘用顶尖人才
作为工作文化的守护者，人力资源领导者在影响员工和管理者、塑造公司文化方面发挥着至关重要的作用。在 HiBob 的一项调查中，77% 的受访者表示，在寻找新工作时，企业文化是一个重要的考虑因素。同样，在 SHRM 的一份报告中，20% 的人表示因对企业文化不满而离职。
如何创建公司文化？
公司文化的独特之处在于，无论企业是否主动尝试，它都在日复一日地不断变化。领导者通过各种态度、行为和价值观来打造企业文化。从领导者的语气到他们选择的奖励方式，都会对工作场所的文化产生影响。
因此，了解和学习如何创建企业文化至关重要。人力资源领导者必须把握组织的脉搏，了解现有文化，判断其是否积极有效，并据此进行塑造。
如何改善企业文化？
人力资源领导者可以培育公司文化，并引导其朝着积极的方向发展。结合这些如何改变公司文化的要素，可以帮助人力资源部门保持公司文化的正确方向：
让员工有发言权。人力资源部门的领导者可以营造一种环境，让管理层和领导层重视员工，并鼓励他们感到自在。当员工感到自己受到重视时，他们就会更有动力完成高质量的工作并实现目标。人力资源领导者可以促进一种接收、评估和实施相关员工反馈意见的方法。
加强良好氛围。正能量是会传染的。人力资源领导者可以通过肯定员工的成就、直接感谢员工的具体贡献以及对同事表示同情等方式，营造一个更加快乐的工作环境。
使企业文化与公司形象保持一致。人力资源领导者可以与高管合作，确定他们希望传达的精神以及他们希望蓬勃发展的文化类型。例如，如果企业希望促进员工的自主性，就可以提供灵活的工作时间，实行员工与管理者合作制定目标，并将员工的反馈纳入流程和决策中。人力资源领导者可以通过调查员工，了解他们希望如何在工作中发挥更大的自主性，从而进一步提高员工的自主性。
如何衡量企业文化？
每个组织对其理想文化的定义可能不同。但是，当人力资源领导者实施必要的计划时，他们可以提升企业文化，并引导其朝着理想的方向发展。通过跟踪以下系统的进展和成功情况，可以衡量公司文化。
行为准则
学习与发展计划
绩效管理流程
教练或导师制
协作平台
员工表彰
核心流程和系统可以创建统一、稳定、社区和不断发展的企业文化，从而直接促进员工的参与、保留和激励。
有哪些企业文化范例？
为了帮助说明人力资源领导者如何利用各种有意识的流程和系统建立公司文化，让我们来看看多年来公司文化屡获殊荣的谷歌。
谷歌的企业文化强调许多因素，从有趣的工作环境到鼓励创新，再到允许开放式沟通的扁平化组织结构。除了丰厚的薪酬和福利外，公司还为员工提供流动性、强大的财务支持和灵活的工作安排。
谷歌还通过其 "十条真理 "宣言来宣传公司的价值观。该宣言宣扬了公司的核心理念："不作恶也能赚钱"。
从这个例子可以看出，谷歌的企业文化是非常用心的，它将员工的幸福感与一系列明确的价值观放在首位。该公司为建立有目的的企业文化所做的深思熟虑的努力，有助于吸引顶尖人才，并因提供良好的员工体验而屡获殊荣。
为什么公司文化应成为现代人力资源战略的一部分？
一旦了解了企业文化的重要性，以及每个组织都有自己的企业文化（无论是否有目的），那么建立积极的企业文化就会成为人力资源专业人员的首要任务。通过有意识地建立公司文化，并努力发展一种能够反映公司目标、价值观和信念的文化，人力资源部门可以改善从招聘、留任到生产率等各个方面的工作。
以下为文章原文：
What is company culture?
Company culture is an organization’s expression of its core values and identity into social customs and norms, business practices, and vibe. Organizations, like religious or ethnic groups, naturally develop their own work cultures, workforce management strategies, and distinct characteristics.
A healthy work culture includes these essential components:
Accessible learning opportunities
Work-life harmony
Positive work environment
Meaningful work experience
Leadership that ignites employee motivation
Types of company culture
There are as many types of company culture as there are companies. That is to say, company culture is complex and defies simple taxonomies. However, it is possible to describe trends in modern companies’ cultures. Some examples of different ways to define company culture include:
Clan culture: Also called a collaborative culture, the clan culture is highly collaborative and communicative, with a focus on people and an effort to break down barriers between executives and individual contributors.
Adhocracy culture: Adhocracy culture (from “ad hoc”) prioritizes agility, innovation, and adaptability, rewarding risk-taking and creativity.
Market culture: Market culture is all about results, emphasizing meeting goals, reaching targets, and getting results. Often separating executives and individual contributors, the top priority is the bottom line.
Hierarchy culture: A more traditional culture, hierarchy culture loves stability, uniformity, and well-defined processes. There is a clear chain of command and often little room for change.
Why is company culture important?
A healthy culture drives success and can directly promote:
Work performance
Employee engagement
Retention
Productivity
Presenteeism
Profit
Hiring top talent
As guardians of the work culture, HR leaders play a crucial role in influencing people and managers and shaping the company culture. In a HiBob survey, 77 percent of respondents said that culture was an essential aspect to consider when looking for a new job. Similarly, in an SHRM report, 20 percent of people reported leaving their jobs due to dissatisfaction with the culture.
How can you create a company culture?
The unique thing about company culture is that—whether or not an organization is proactively trying to—it is constantly changing, day in and day out. Leaders build company culture through various attitudes, actions, and values. Everything from a leader’s tone of voice to what they choose to reward contributes to the culture in the workplace.
This is why it is essential to be aware of and learn how to create a company culture. HR leaders must take their organization’s pulse, understand the existing culture, determine whether or not it’s positive and effective, and mold it accordingly.
How can you improve company culture?
HR leaders can nurture their company culture and navigate it in a positive direction. Incorporating these elements of how to change a company’s culture can help HR keep the culture on track:
Give people a voice. HR leaders can foster an environment where management and leadership value people and encourage them to feel comfortable. When people feel valued, they are more motivated to perform high-quality work and achieve goals. HR leaders can facilitate a method for receiving, evaluating, and implementing relevant employee feedback.
Strengthen the good vibes. Positive energy is contagious. HR leaders can cultivate a happier workplace by recognizing people’s achievements, directly thanking individuals for specific contributions, and demonstrating empathy towards colleagues.
Align culture with company identity. HR leaders can collaborate with executives to identify the ethos they want to convey and the type of culture they want to thrive. If, for instance, an organization seeks to promote employee autonomy, it can offer flexible work hours, implement employee-manager collaboration for establishing goals, and include employee feedback in processes and decision-making. HR leaders can further increase employee autonomy by surveying people to discover how they’d like to take greater ownership of their work.
How can you measure company culture?
Each organization may define its desired culture differently. But, when HR leaders implement essential programs, they can enhance the culture and guide it in the desired direction. By tracking the progress and success of the following systems, it is possible to measure company culture.
The code of conduct
Learning and development initiatives
The performance management process
Coaching or mentorship
Collaboration platforms
Employee recognition
Core processes and systems can create a unified, stable, community, and growing culture, which directly nurtures employee engagement, retention, and motivation.
What are some examples of company culture?
To help illustrate how HR leaders can build a company culture using various intentional processes and systems, let’s take a look at Google, whose company culture has received multiple awards over the years.
Google’s culture emphasizes many factors, from a fun work environment to encouraging innovation to allowing open communication with a flat organizational structure. In addition to great compensation and perks, the company gives people mobility, robust financial support, and flexible work arrangements.
Google also makes it a point to communicate its values through its “ten things we know to be true” manifesto. The manifesto promotes the company’s core belief that “you can make money without doing evil.”
This example shows that Google’s culture is highly intentional, prioritizing employee happiness alongside a set of clear values. The company’s deliberate effort to build a purposeful culture helps it attract top talent and consistently receives awards for providing a great employee experience.
Why should company culture be a part of modern HR strategy?
Once you understand why company culture is important and the reality that—purposeful or not—every organization has one, building a positive culture emerges as a top priority for HR professionals. By being intentional with your company culture and putting in the effort to develop a culture that reflects your goals, values, and beliefs, HR can improve everything from hiring to retention to productivity.
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