Liang Shuming said in Eastern and Western Cultures and Their Philosophy that culture is the style of a nation's life. Corporate culture, that is, the style of people's work and life in an enterprise, exists in the words and deeds of the founders of the enterprise, as well as in the empathy and empathy of employees. 3M's innovative culture, Procter & Gamble's customer-first culture, Huawei's wolf culture and Tencent's goodwill culture are the genes of the enterprise and the genes deeply rooted in the body and mind of employees in these organizations. There is no difference between high and low corporate culture, but in order to cope with the specific environment and provide products and services with strong vitality, it is necessary to shape a corporate culture that meets the requirements of organizational strategy, so as to drive the upper and lower employees to maintain consistency and achieve the same goals and visions.

In this 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 created a "Perfection with Temperature" with excellent organizational culture. Therefore, this paper hopes to combine the theoretical framework of the organizational culture chapter 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, and depending on its intensity, organizational culture can have a significant impact 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, to put it simply, is what the 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.

1. corporate culture of Ding Taifeng

In the book "Perfection with Temperature", the protagonist Ding Taifeng is a world-renowned Taiwan Province steamed buns store, which was established in Taiwan Province in 1972. In the past few decades, it has gone through a glorious course from brand establishment to vigorous development, successively in Japan, the United States, Hong Kong, Singapore, Shanghai, Shenzhen, Wuxi and so on. In 1993, Ding Taifeng Restaurant was selected as "one of the top ten gourmet restaurants in the world" by the new york Times of the United States, and won one Michelin star in a row. Many domestic and foreign tourists must visit Dingtaifeng in Taiwan Province just to feel delicious food and service.

Ding Taifeng, like Haidilao, is known for its extreme service. This book is prefaced by Zhang Yong, chairman of Haidilao, which was founded in 1994. During the growth of the company, Zhang Yong visited Europe and America to inspect the market and learn from large international catering enterprises, among which Ding Taifeng was the object of study.

The ultimate service needs to be provided by employees with the ultimate service spirit. In recent years, there have been numerous studies on Haidilao service. In fact, it should be Ding Taifeng who created the ultimate service at the beginning of Chinese food and beverage industry. The culture of Ding Taifeng explained in the book "Perfect with Temperature" is, in my opinion, the two words of temperature and perfection, which have created the ultimate service spirit of employees.

First of all, Ding Taifeng requires that the dishes should be made at the level of precision manufacturing. For example, the heating of chicken soup should be measured with a thermometer to confirm that it reaches 85℃; The dipping ratio of sauce and vinegar is 1 ︰ 3; 5 grams of steamed buns, 6.5 cm of rolled skin diameter, 16 grams of stuffing, 18 folds of golden ratio and so on. Ding Taifeng ensures that the food provided by each region is of the same quality and of the same high quality, creating a world brand of "the first package in the world". This is enough to see Ding Taifeng's pursuit of perfect culture.

Secondly, Ding Taifeng is warm to employees, and the salary and bonus are much higher than the high standard of the industry. The annual salary of the store manager is more than NT$ 2 million, and there is no upper limit for promotion. Cultivating talents' majors will open their international horizons. In Dingtaifeng, there are often opportunities to be sent abroad to exchange with branches all over the world. Ding Taifeng took care of employees' health and set up a Lohas division for psychological counseling of 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 customers with meticulous and warm services with a smile.

Because there are not many Ding Taifeng stores in China, many people, including myself, were not deeply impressed by Ding Taifeng at first, but were deeply impressed by Haidilao's service. Haidilao-style 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 Qian Qian's 1 stores also want to imitate and surpass such a culture, but why do they really do so little?

Second, how to create a "perfect organizational culture with temperature"

It is pointed out in the book Organizational Behavior that organizational culture does not come into being out of thin air, and the current conventions, traditions and general ways of doing things depend to a great extent on past practices and the success of these practices. This leads us to the source of organizational culture: the founder of the organization. The founders of organizations have a great influence on the early culture of organizations. Without the shackles of previous habits and ideology, they sketched a vision plan for what the organization should do, and because new organizations are usually small in scale, it is very beneficial for the founders to instill this vision into all members of the organization.

there are three ways to form organizational culture. First, the founders only hire and retain those who are consistent with their own thoughts and feelings; Second, they instill their own way of thinking and feeling into employees and 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 influence of the founders on corporate culture is probably the influence of Ren Zhengfei on Huawei. Tiger sniffs an article "Ren Zhengfei: Huawei's Helmsman", which is enough to see the impact of being the general manager on Huawei. Without Ren Zong, there would be no Huawei today. Ren Zong's military background and pursuit of career have made Huawei's wolf culture, and his thirst for knowledge has made it a knowledge-intensive culture with high R&D investment, and his enjoyment of achievements has made it a culture with unmatched employee compensation. President Ren, who has always kept a low profile this year, began to meet the media frequently, and various reports emerged one after another. It can be seen that Huawei has gone through two stages of wolf culture and fully introduced advanced ideas from western enterprises, and is now entering the third stage, that is, to make itself a global integrated company with compatible and 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 sufficient: 1. The founders only hire and retain those who are consistent with their own thoughts and feelings

The selection process of the organization has a clear goal: to identify and hire those who have the knowledge, skills and ability to successfully carry out their work. 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 the organization will significantly affect which job seeker is finally hired.

Like Huawei's preference for recruiting children from rural areas in order to uphold the spirit of struggle, Ding Taifeng also has strict requirements for finding people. Ding Taifeng's recruitment booth is always crowded, and the admission ratio is about 5%. Yang Jihua requested that in Ding Taifeng's interview, in addition to interviewing personality characteristics, expertise and experience, there will also be a test of picking beans, giving candidates a plate mixed with several different beans, and asking candidates to try their best to sort 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 repeated monotonous work for hours, and employees need patience and perseverance to do this type of work well.

2. instill one's own way of thinking and feeling into employees and socialize them

Yang Jihua is an out-and-out workaholic, and his greatest interest is to patrol shops 365 days a year. Ding Taifeng's employees are also very hard-working, even the employees in the outfield will put a lot of effort into their work. He requires every dish to have SOP, and every operator to have a 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) The ultimate pursuit of quality: Yang Jihua was only a snack bar when he took over Ding Taifeng, but at that time, Yang Jihua was adhering to the spirit of ultimate quality, making steamed buns with the best taste and the most meticulous. To highlight the taste of steamed buns, we should also pay attention to seasoning and dipping sauce, and the golden ratio of sauce and vinegar is one to three. Now in Dingtaifeng, we are adhering to the precise cooking. Yang Jihua requires that every shrimp needs to be weighed by an electronic scale and classified into different product uses such as fried rice, loofah shrimp steamed buns, steamed dumplings, fried shrimp dumplings, fried dumplings and wonton according to its important size. Finally, a special person will check it again and pick out the defective products such as dirty sand ribs and obvious differences 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 top was still wet after cleaning, so he began to review how to twist the dishcloth to get a moderate degree of dryness and wetness. Next, all branches are asked to upload folded rags and compare who folds them best. Later, Yang Jihua stipulated that the rag must be folded like a military quilt, the four corners should be aligned, and the LOGO should not be 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 rewards 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, it was found that the first "good boss" most admired by netizens was Yang Jihua, the chairman of Ding Taifeng. He has always practiced that only happy employees can have satisfied customers. In order to make employees happy and enhance their happiness, Ding Taifeng led by him has taken many measures.

(1) Ding Taifeng's salary and bonus exceed the high standards of the industry. Many

The starting salary of outfield attendants is 39, to 43, yuan (NT), if performance bonus, language bonus, courtesy bonus, saving lives, bonus bonus and so on are added. The monthly salary easily breaks 5, yuan (Taiwan dollars), and the manager's annual salary is more than two million yuan (Taiwan dollars). Taking 213 as an example, plus employee bonuses and dividends, labor costs accounted 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 from the trainee, it is divided into Commissioner, High Commissioner, Deputy Head and Team Leader, and then vice director, director, trainee and deputy manager, deputy manager and manager. The company regularly holds promotion exams, and every promotion will result in a salary increase. Yang Jihua himself will personally check the promotion of his subordinates. If an employee does not appear in the promotion list, he will even personally ask "why is this employee not promoted?"

(3) Do a good job of caring for employees

The service industry is very physical, and the company insists that employees should take a nap before they have the spirit to do a good job in the afternoon. Every store has a staff lounge where you can take a nap and have a leg massage machine, and a masseur will be invited to massage the staff. On the days of continuous school holidays, the conference room on the fourth floor will be opened, 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 their children at home.

Third, summarize 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 its headquarters to inherit and take root in the local area, copying and inheriting the culture of Ding Taifeng's headquarters and shaping the legend of Ding Taifeng.

the founder has a great influence on the corporate culture, and every team leader is the shaper of this team culture. Every manager needs to think about what kind of * * * shared values the team has, and practice these values, encourage them in talent selection, human resource management and other aspects, and create a culture that meets the development goals of the team.