In the course of Organizational Behavior, Mr. Ren recommended Ding Taifeng's Self-report: Perfection with Temperature. From this book, I saw the whole process of how Ding Taifeng built a world-class catering brand from scratch and shaped the excellent organizational culture of "perfection with temperature". Therefore, this paper hopes to combine the theoretical framework of the chapter of organizational culture in Stephen Robbins' Organizational Behavior, take Ding Taifeng as a case, and combine theory with practice to sort out how to shape a good organizational culture.
Every organization has its own organizational culture. According to its intensity, organizational culture can have a great influence on the attitudes and behaviors of its members. According to organizational behavior, organizational culture refers to a set of meaning systems shared by members of an organization, which can distinguish the organization from other organizations. Organizational culture, in a nutshell, is what members of the organization think the organization has. For example, Huawei's organizational culture is the spirit of struggle, while Tencent's organizational culture is free and inclusive. Next, it will systematically explain what kind of corporate culture Ding Taifeng has and how to shape it.
First, Ding Taifeng's corporate culture
In the book Perfect with Temperature, the protagonist Ding Taifeng is a world-renowned steamed bun shop in Taiwan Province Province, which was established in Taiwan Province Province 1972. Over the past decades, it has gone through a glorious course from brand establishment to vigorous development, and has opened branches in Japan, the United States, Hong Kong, Singapore, Shanghai, Shenzhen and Wuxi. 1993 Ding Taifeng Restaurant was selected as one of the "Top Ten Food Restaurants in the World" by The New York Times, USA, and won one Michelin star in a row. Many domestic and foreign tourists must visit Dingtaifeng in Taiwan Province Province just to feel the delicious food and service.
Ding Taifeng, like Haidilao, has always been known for its ultimate service. This book is prefaced by Zhang Yong, chairman of Haidilao, which was founded on 1994. During the company's growth, Zhang Yong visited Europe and America for many times to learn from large international catering enterprises including Ding Taifeng.
The ultimate service needs employees with the ultimate service spirit to provide. In recent years, there have been numerous studies on undersea fishing service. In fact, Ding Taifeng should be the person who created the ultimate service at the beginning of China food and catering industry. In my opinion, the Ding Taifeng culture explained in the book "Perfection with Temperature" is the word of temperature and perfection, which has created the ultimate service spirit of employees.
First of all, Ding Taifeng requires the dishes to achieve the level of precision manufacturing. For example, the heating of chicken soup should be measured with a thermometer to confirm that it reaches 85 C; The dipping ratio of soy sauce and vinegar is1︰ 3; 5 grams of steamed bread, 6.5 cm in diameter, stuffing 16 grams, golden ratio 18 discount and so on. Ding Taifeng guarantees that the food provided by each region is of the same quality and high quality, and has created a world brand of "the first package in the world". This is enough to show Ding Taifeng's pursuit of perfect culture.
Secondly, Ding Taifeng has a temperature for employees, and the salary and bonus exceed the high standards of the industry. The manager's annual salary is more than NT$ 2 million, and there is no upper limit for promotion; The major of cultivating talents will open their international horizons. In Ding Taifeng, there are often opportunities to be sent abroad to communicate with branches around the country. Ding Taifeng takes care of employees' health, and established Lohas Business Department to provide psychological counseling to employees. These measures are hard to see in the traditional catering industry, and Ding Taifeng has created such a precedent. If there is temperature for employees, employees are naturally willing to devote themselves to their work and provide meticulous warm service to customers with a smile.
Because there are not many Dingtaifeng stores in China, many people, including myself, were not impressed by Dingtaifeng at first, but were impressed by Haidilao's service. Haidilao service culture can be found in Ding Taifeng's book. This kind of culture distinguishes Ding Taifeng and Haidilao from countless restaurants, forming a unique reputation and brand. I believe that 10000 stores in Qian Qian also want to imitate and surpass this culture, but why do they really do so little?
Second, how to create a "perfect temperature" organizational culture
The book "Organizational Behavior" points out that organizational culture is not created out of thin air, and the current practice, tradition and general way of doing things of an organization depend to a great extent on the past practice and the success of these practices. This leads us to the source of organizational culture: the founder of the organization. The founder of the organization has a great influence on the early culture of the organization. Without the shackles of previous habits and ideologies, they outlined a vision plan for what the organization should do, and since the new organization is usually small, it is very beneficial for the founders to instill this vision in all members of the organization.
There are three ways to form organizational culture. First, founders only hire and retain people who are consistent with their own thoughts and feelings; Second, they instill their own way of thinking and feelings into employees to socialize them; Third, the founder's behavior will encourage employees to identify with these beliefs, values and assumptions, and further internalize them into their own thoughts and feelings. When the organization is successful, the personality characteristics of the founder will be rooted in the organizational culture.
The recent discussion about the founder's influence on corporate culture is estimated to be Ren's influence on Huawei. Hu sniffed an article "Ren: Huawei's Helmsman", which is enough to see the influence of being the general manager on Huawei. Without Ren Zong, there would be no Huawei today. Ren Zong's military background and career pursuit have made Huawei's wolf culture, his thirst for knowledge has made Huawei's knowledge-intensive culture with high R&D investment, and his enjoyment of achievements has made Huawei's unparalleled culture of employee compensation. President Ren, who has always been low-key, began to meet with the media frequently this year, and various reports emerged one after another. It can be seen that Huawei has gone through two stages of wolf culture and fully introducing advanced ideas from western enterprises, and is now entering the third stage, that is, building itself into a global integrated company with inclusive culture.
The source of Ding Taifeng culture is founder Yang Jihua. Ding Taifeng's perfect and warm culture was created by Yang Jihua. The following three points are enough for ch
1. The founders only hire and keep those who are consistent with their own thoughts and feelings.
The selection process of an organization has a clear goal: to identify and hire those who have the knowledge, skills and ability to work successfully. Usually, there must be more than one job seeker who can meet the needs of a job. Decision-makers' judgment on the matching degree between job seekers and organizations will significantly affect which job seekers are finally hired.
Like Huawei's preference for recruiting rural children in order to uphold the spirit of strugglers, Ding Taifeng also has strict requirements for finding people. Ding Taifeng's recruitment booth is always crowded, and the admission ratio is around 5%. Yang Jihua requested that in Ding Taifeng's interview, in addition to interviewing personality characteristics, specialties and experiences, there will also be a test of picking beans, giving candidates a plate mixed with several different beans, and asking candidates to try to pick out different beans with chopsticks within one minute. The purpose of this test is to measure the stability of candidates. Many people in the catering industry need to repeat monotonous work for hours, and employees need patience and perseverance to do this type of work well.
2, instill their own way of thinking and feelings to employees, so that they are socialized.
Yang Jihua himself is an out-and-out workaholic, and his greatest interest is to visit stores 365 days a year. Ding Taifeng's employees also work hard, even the employees in the outfield will put a lot of effort into their work. He demanded that every dish should have SOP and every operator should have scientific spirit. Electronic scales, thermometers, salinometers, and timers are the most common basic tools in the kitchen, which are ultimately to ensure the consistency of products. In practical work, he is extremely interested in these details.
(1) Ultimate pursuit of quality: When Yang Jihua took over Ding Taifeng, it was just a snack bar, but at that time, Yang Jihua was adhering to the spirit of ultimate quality, and the steamed buns made were the best and most meticulous. In order to highlight the flavor of steamed stuffed buns, we should also pay attention to seasoning and dipping sauce. The golden ratio of sauce to vinegar is one to three. Now in Dingtaifeng, we are adhering to precision cooking. Yang Jihua requested that each shrimp should be weighed with an electronic scale, and classified into fried rice, loofah shrimp steamed buns, steamed dumplings, fried shrimp dumplings, fried dumplings, wonton and other different product uses according to its important size. Finally, a special person will check it again and pick out the bad products such as dirty sand tendons and obvious difference in appearance and size from the same basin.
(2) The ultimate pursuit of service: the pursuit of product quality also extends to service. Yang Jihua once met a guest in Kaohsiung store and told him that the table was still wet after cleaning it, so he began to review how to twist the rag to make it dry and wet properly. Next, ask each branch to upload the folded rag and compare who folds it best. Later, Yang Jihua stipulated that the rag must be folded like a military quilt, with the four corners aligned and no logo exposed. Yang Jihua's extreme requirements for quality and service are constantly conveyed to employees, thus shaping such an extreme culture.
3. The founder's behavior will encourage employees to identify with these beliefs, values and assumptions, and further internalize them into their own thoughts and feelings.
Many human resource management activities will further strengthen organizational culture. The organization's employee selection procedures, performance evaluation standards, training and development activities and promotion procedures can ensure that the organization employs employees who conform to this culture, and reward employees who support and advocate this culture, while those employees who question the organizational culture will be punished (even fired).
In a survey in Taiwan Province Province, it was found that the first "good boss" worshipped by netizens was Yang Jihua, the chairman of Ding Taifeng. He has been practicing that only happy employees can have satisfied customers. In order to make employees happy and improve employee well-being, Ding Taifeng led by him has taken many measures.
(1) Ding Taifeng's salary and bonus far exceed the high standards of the industry.
The starting salary of outfield attendants is 39,000 to 43,000 yuan (NT), if performance bonus, language bonus, courtesy bonus, life-saving bonus, bonus bonus and so on are added. The monthly salary easily breaks 50 thousand (Taiwan dollars), and the manager's annual salary is more than two million (Taiwan dollars). Taking 20 13 as an example, with the bonus and dividend of employees, the labor cost accounts for 52%. ?
(2) Pay great attention to the promotion frequency and career development of employees.
When enterprises emphasize flat organization, Ding Taifeng creates more ranks and moves towards hierarchical organization. The main purpose is to make the career development of employees clearly visible, and there are opportunities for upward progress, promotion and salary increase every year. Take the catering group as an example: starting with trainees, it is divided into commissioners, high commissioners, deputy heads and group leaders, and then to deputy directors, directors, trainees, deputy managers, deputy managers and managers. The company holds promotion exams regularly, and every time it is promoted, it will get a raise. Yang Jihua himself will personally check the promotion of his subordinates. If an employee doesn't appear on the promotion list, he will even ask himself, "Why didn't this employee get promoted?"
(3) do a good job of employee care.
The service industry consumes a lot of energy, so the company insists that employees take a nap before they can have the spirit to do a good job in the afternoon. Every store has a staff lounge, where you can take a nap, have a leg massage machine, and ask a masseur to massage the staff. On the days of continuous school holidays, the conference room on the fourth floor will be open, and employees can bring their children here to do their homework. The store provides lunch and dinner, so employees can go to work without worrying about the children at home.
Third, summary.
In the book "Perfection with Temperature", through rich and informative cases, it is expounded that "temperature" symbolizes humanity and elasticity, and "perfection" symbolizes precision and diligence. "Perfect with temperature" represents Ding Taifeng's products and services, and also represents the spiritual and cultural heritage of Yang Jihua and every Ding Taifeng employee. Generally speaking, Ding Taifeng's initial organizational culture originated from the business philosophy held by Yang Jihua, the founder of the organization, and with the growth of the organization, this culture significantly influenced the selection criteria of the organization. The behavior of senior managers represented by Yang Jihua determines the overall atmosphere of the organization, including what behaviors are acceptable and what behaviors are unacceptable. In every store in the world, Ding Taifeng has an "authentic" seed team from the headquarters to inherit and take root in the local area, copy and inherit the headquarters culture of Ding Taifeng, and shape the legend of Ding Taifeng.
The founder has a great influence on corporate culture, and every team leader is the shaper of this team culture. Every manager needs to think about what kind of values the team has, practice these values, encourage them in talent selection and human resource management, and create a culture that meets the team's development goals.