The basic connotation of corporate culture theory refers to the six management theories that reveal its revolutionary ideas, namely the establishment theory, definition theory, values theory, people-oriented theory, revolutionary theory, and corporate culture criticism theory.

      Establish a theory. Corporate culture is a new management theory that emerged in the context of the oil crisis, as a result of comparative research between American and Japanese corporate management. The theory of corporate culture has brought global corporate management to a new stage.

      Definition theory. The definition of corporate culture has long been established by classic writers and cannot be interpreted or interpreted arbitrarily. The Z Theory believes that a company's culture is mainly composed of its traditions and culture, and should also include a company's values. "Seeking Advantages" believes that corporate culture is a set of values, behavior norms and environmental atmosphere built for enterprise employees by absorbing the essence of traditional culture and combining with modern advanced management strategies. American Corporate Spirit believes that corporate culture is a culture that creates and accepts new values, perspectives, and spirits. To sum up, the corporate culture is based on the principle of people first, that is, it is a set of values and environmental atmosphere built for employees by respecting people's personality and values, promoting people's development, absorbing the essence of traditional culture, creating and accepting new values, new vision, and new spirit, and combining modern advanced management strategies.

      Value theory. This theory emphasizes that corporate values are the core of corporate culture, and corporate values are about people, that is, about human values. Whether corporate values are about people or things, in other words, whether it clearly respects individuals and focuses on human development, is a symbol of distinguishing and distinguishing true and false corporate culture. The old management before corporate culture saw things but not people. Those who prioritize "enterprise development", "safety production", "capital expansion", "GDP", etc. were all based on things.

     Humanistic theory. This theory emphasizes that without people-oriented approach, there can be no corporate culture. Corporate culture opposes the concept of "management card punishment", and "management card punishment" is not corporate culture. Corporate culture has achieved four breakthroughs in theory, thus declaring it to be a people-oriented management theory: ⑴ changing the thinking direction of enterprise management development; ⑵ Proposed the principle of "people-oriented"; ⑶ Place the people-oriented values at the center of all elements of the enterprise Putting people first has become a magic weapon for global enterprises to succeed.

     Revolutionary doctrine. This theory distinguishes corporate culture from all previous old management in five aspects: ⑴ placing "soft management" in a prominent position; ⑵ Proposing that human value is higher than profit; ⑶ Scientifically define "people-oriented" ("Successful enterprises always view ordinary employees as the fundamental source of improving quality and productivity,... all have a deep-rooted basic purpose, which is to respect individuals, make employees winners, and make them stand out." "Seeking Advantages") (4) Scientifically define "corporate culture"; The corporate culture of a company should be composed of the corporate environment, values, heroes, ceremonies, and communication networks, which are centered around values. "The corporate environment is the biggest influencing factor in forming corporate culture, and corporate culture is the embodiment of all the strategies that a company must adopt in order to achieve success in this environment Launch many typical enterprises.

      The theory of corporate culture criticism. This theory not only proposes 10 standards such as "originality" for identifying true and fake corporate culture, 6 methods such as "conceptual method", and 7 construction models such as "seeking ancestors", but also proposes a simple and popular method of using "six perspectives" to identify true and fake corporate culture:

     Take a look at the proposition: are employees the most precious wealth of the enterprise, or are other assets the most precious;

     Second look at actions: what has been done for employees or what has been required of them;

     Third, look at the system: guiding employees to pursue excellence, or forcing employees to absolutely obey;

     Four evaluations: positive incentives to induce, or pipe clamps to suppress punishment;

     Fifth, look at the atmosphere: advocating progress or being backward and conservative;

     Six looks at leadership: consistency of words and actions, or deceit of words and minds.

     (The "Six Universities Theory" theory is excerpted from Wang Changgen's works "Beautiful Management" and "Taking the True Path - Theory of Corporate Culture Criticism")

     But many of the content is actually very empty and lacks practical operability. It is just an academic utopia, and labeling it as "cultural" is more confusing and can only be used as a reference. And there is a special need to prevent dogmatism and infiltration of junk cultural values in the implementation of the so-called "corporate culture" of Western Europe and America. The following is the relevant reference content, please read it carefully.