Organizational Culture - 2051 Words

Organizational Culture Huawei launched its â€Å"Huawei Basic Law† in 1998. This law makes every details into formal regulations on the basis of summing up its own development experience. It aims to make Huawei’s development plan and to determine Huawei s second pioneering concepts, strategies, principles and basic policies. Huawei s corporate culture embodies its core values. Huawei s Basic Law clearly stated its core values which are the pursuits of the following aspect: customers in the electronic information field, staff, new knowledge, technology, spirit, entrepreneurship, innovation, professionalism, benefits and social responsibility. All these are the essence of the corporate culture. Huawei searches for not only†¦show more content†¦Human resources management plays quite an important role in Huawei. Firstly, Huawei offers quite a high salary for its employees and its employees can share part of internal stock dividends. Huawei attracts and retains numerous qualified personnel with good talent through this mature incentive mechanism. At present, more than 85% of over 40000 employees in Huawei have a bachelor degree or even a higher academic qualification. Secondly, unlike some small companies, Huawei is big enough to spend time and money on training new employees as well as to offer kinds of chances for its employees to show themselves, even in the international stage. While Chinese external labor market is not well-developed, Huawei offers a way to solve the problem that Chinese graduates’ abilities are weak in practice. Huawei also establishes a dedicated employees training system because of the rapid replacement in technology industry. Employees will receive a regular training in order to catch up with the updating of knowledge. Thirdly, Huawei has its own hiring system. It finishes five interviews in just one day .And the result will come out in one week. Such quick process provides a huge advantage to win the talents. Moreover, after signing employed contract, if the company makes you resigned, you will receive a large amount of compensation. It means once employees are hired, the company will seldom fire the employees. On contrast, Huawei also takes someShow MoreRelatedThe Importance Of Culture And Organizational Culture1647 Words   |  7 PagesThe importance of culture in the organization The organization culture as a leadership concept has been identified as one of the many components that leaders can use to grow a dynamic organization. Leadership in organizations starts the culture formation process by imposing their assumptions and expectations on their followers. Once culture is established and accepted, they become a strong leadership tool to communicate the leader s beliefs and values to organizational members, and especially newRead MoreOrganizational Culture Essay731 Words   |  3 Pages Edgar Schein, a famous theorists dealing with organizational culture, provides the following definition for the term: A pattern of shared basic assumptions that the group learned as it solved its problems that has worked well enough to be considered valid and is passed on to new members as the correct way to perceive, think, and feel in relation to those problems. (organizationalculture101) However, organizational culture is more than sharing assumptions used by a grou p to solve problems;Read MoreOrganizational Culture Essay1236 Words   |  5 PagesOrganizational culture Culture is something that encompasses all of us. It helps us to understand how things are created, acknowledged, developed and managed. 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Another widespread definition of organizational communication often used by organizational scholars states that: â€Å"Organizational culture is the pattern of basic assumptions that a groupRead MoreQuestions On Organizational Culture And Leadership914 Words   |  4 PagesSchein, E (1992). Organizational Culture and Leadership. 2nd ed., San Francisco, CA: Jossey-Bass Edgar Schein outlines those characteristics in better understanding and assessing the culture and climate of an organization. A lot energy and emphasis is focused on the identification and application of an organization’s guiding principles. Schein suggests that our guiding values and principles are important, but it is in the organizations structure, culture, action that describes the true character