2013 Opening Of The Fourth China Enterprise Organization Capacity Summit

< p > the theme of this forum is "creating a high-performance organization and culture", which is divided into three modules: "keynote speech", "enterprise leader practice sharing" and "round table forum".

In addition to Professor Pfeiffer's speech session in the afternoon, afternoon invited TCL group president Bo Lianming (SEPC2009), dragon flag chief executive Deng Hua (EMBA2006), chief operating officer and chief executive officer of interactive entertainment business group Ren Yuxin and Joyoung Limited by Share Ltd chairman Wang Xu Ning and other business leaders alumni to share their own business how to create high-performance organization and culture.

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Professor Zhang Weijiong, vice president of the China Europe International Business School and professor of the Chinese Academy of Sciences, said in his opening speech that the competitive advantage of Chinese enterprises in P is the leadership and organizational capability of the leaders.

Enterprises with good organizational and executive capabilities will have the best competitiveness.

This forum is bound to enable everyone to improve their organizational capabilities and open up more ideas.

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< p > < strong > create high-performance organization and culture < /strong > /p >

< p > professor Pfeiffer is the founder of evidence-based management and professor of Thomas D. Dee II, School of business, Stanford University.

In the forum keynote speech, "a href=" http://www.91se91.com/news/index_p.asp "high performance < /a > organization and culture", Professor Pfeiffer used vivid cases to challenge traditional business thinking, and from the angle of evidence, he thought about where the success of the organization came from, and how to create high-performance organization and culture, which led us to think deeply.

He suggested that the hypothesis of the reasons for the success of a company, such as the advantages of first mover, suitable industries, huge scale, high technology and the reduction of labor costs through layoffs and so on, were often wrong, and came to the conclusion that "it is better to be an efficient company in the sunset industry than to be an inefficient company in the sunrise industry".

High performance management practices require sustainable and substantial investment in training and development, advocate internal promotion, information sharing, and pay bonus based on team and organizational performance.

The competitiveness of enterprise organization comes from the education and skills, innovation and infrastructure construction of laborers, rather than from deregulation, tax reduction or labor cost reduction.

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When it comes to corporate culture change, Professor Pfeiffer specifically states that "a href=" http://www.91se91.com/news/index_q.asp "enterprise culture < /a" can be changed. The core of the change lies in "the elements of achieving business success for the organization", "the values and goals that can be put into the hearts and feelings of customers and staff members" and "different from the current practice". The realization of pformation requires a reasonable and tight deadline from the beginning, constantly measuring progress and fully recognizing the success achieved, eliminating the barriers between executives and employees, empowering employees to make decisions in their own professional fields, and cultivating correct values in training, not just improving professional skills. P

At the end of the speech, Professor Pfeiffer pointed out that even in a difficult economic environment, enterprises are likely to increase yields and increase profits and create a lot of economic value. The key is to understand the important relationship between employees and profits, and take action based on this view.

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< p > < strong > alumni share the secrets of improving corporate organizational capabilities < /strong > < /p >

"P > Ren Yuxin alumni, in the afternoon's one hour speech, traced back to Tencent in the short span of 15 years how Internet Co grew from less than 20 small companies to more than 20 thousand employees. Taking the two main businesses of < a href=" http://cailiao.sjfzxm.com/ "> QQ < /a > game as an example, this paper analyzed the importance of establishing a company's personality culture, paying attention to user experience, responding to users' needs quickly and building a diligent and United team.

In particular, he pointed out the corporate culture characteristics of Tencent's "not quick money", insisting on creating value through its own products and taking user service as the top priority. He also focused on the characteristics of enterprise culture seeking internal development through motivating employees and teams, and received praise from Professor Jeffrey Pfeiffer and his audience.

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In the round table discussion after "P", Deng Hua alumni shared the "health projects" for their enterprises for the purpose of building financial indicators, profitability and customer quality. Bo Lianming alumni pointed out the values that Chinese enterprises should emphasize: people-oriented, value and complex; Wang Xuning alumni pointed out a simple truth, "high performance enterprises must be good to employees". At the same time, he pointed out that every normal enterprise was bound to form a hierarchy, this is a conflict with "no boundary" communication, the level of manufacturing enterprises and other levels will be more obvious, and the internal communication of high-tech enterprises will be smoother.

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< p > the conference was hosted and commented by Yang Guoan, a famous teacher award from China and Europe, and professor of PHILPS human resource donation teaching.

Professor Yang Guoan said that in the 4 years since the establishment of the learning alliance of organization and capability in China and Europe, the membership has surpassed 100. The membership quality, content and quality of the activities have been constantly improving.

Driven by such dreams and efforts, OCLA will continue to organize more in-depth exchanges.

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