Research Corporate Culture Diagnosis Of DXT Company

Corporate culture is like an invisible hand,which is of great help to enterprise management activities.It mainly includes values and codes of conduct that are unanimously recognized and accepted by the majority of members of the organization.Outstanding enterprises in developed countries such as the United States and Japan have proved that corporate culture plays a crucial role in the sustainable development of enterprises.If the management activities in an enterprise are the metabolism of the enterprise,then its internal culture is the soul of the enterprise.Excellent culture can improve the energy of the enterprise as a whole,and the competition between enterprises can also be regarded as the competition between enterprise cultures.However,in the unpredictable era of Uka,external environment,corporate vision,consumer preference and other factors are not invariable.If corporate culture cannot keep up with the changes of The Times,it will gradually become an obstacle to the growth of enterprises,making enterprises aged before their time.After 20 years of development,DXT company also has strong strength in the domestic communication field.With the growing scale and system of the company,the "big enterprise disease" also occurs.With the changes of the market and the internal and external environment,as well as the increasingly fierce competition,in order to better survive and develop the company,It is necessary to diagnose the current enterprise culture of DXT company.Many scholars have put forward different theories and methods for the evaluation of corporate culture,such as hofstadter’s cultural dimension theory and MMOC model,and Denison’s organizational culture model.In this paper,OCAI scale proposed by Quinn is used to diagnose and evaluate the cultural status of DXT Company from four dimensions of family type,market type,flexible type and hierarchy.First-hand data are obtained based on interviews and surveys of employees.In order to ensure the authenticity and scientific nature of the research results,In combination with Chatman’s organizational culture Profile(OPC),we carry out the interview method from seven dimensions.Through mature diagnostic tools,we can accurately identify the problems existing in the current stage of the diagnostic company,and then put forward the feasible improvement direction in the future.Compare the expected development direction of the enterprise based on the current situation of the enterprise culture and the understanding of employees at all levels to the company.According to the analysis results,DXT company currently has some corporate culture is not completely suitable for the future development layout,the company’s core values and the value orientation of employees have a certain deviation.Although the research on corporate culture diagnosis has achieved abundant research results,few enterprises really apply the theory of cultural diagnosis to evaluate the construction of corporate culture and constantly improve and perfect its culture in the real management behavior.Based on the results of the survey,four improvement principles are put forward according to the factors affecting the construction of corporate culture,and then the direction and suggestions of corporate culture reform in the future are put forward,including promoting employees’ participation in collaboration and enhancing organizational cohesion;Pay attention to organization empowerment,enhance organizational flexibility;Cater to the trend of human capital,build family culture and other five aspects of the suggestion.It is hoped that DXT company can appropriately carry out cultural reform based on its own development situation,improve the management concept of the company,improve the overall management level of the company,assist its strategic transformation and reform,and then enhance the competitiveness of the company.Finally,this paper enriches the specific practice of corporate culture diagnosis by combining OCAI scale and OCP profile,and provides reference for other companies’ corporate culture diagnosis and construction.