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Enterprise culture

Organizational culture encompasses values and behaviours that contribute to the unique social and psychological environment of an organization. Organizational culture represents the collective values, beliefs and principles of organizational members and is a product of such factors as history, product, market, technology, and strategy, type of employees, management style, and national culture. Culture includes the organization's vision, values, norms, systems, symbols, language, assumptions, beliefs, and habits.

At Shanghai Guidu we follow Constructive culture

At GUIDU, people are encouraged to be in communication with their co-workers, and work as teams, rather than only as individuals. In positions where people do a complex job, rather than something simple like a mechanic one, this culture is efficient.

The four factors are defined & followed at GUIDU

1. Achievement: completing a task successfully, typically by effort, courage, or skill (pursue a standard of excellence) (explore alternatives before acting) -        Based on the need to attain high-quality results on challenging projects, the belief that outcomes are linked to one's effort rather than chance and the     tendency to personally set challenging yet realistic goals. People high in this style think ahead and plan, explore alternatives before acting and learn from     their mistakes.
2. Self-actualizing: realization or fulfilment of one's talents and potentialities - considered as a drive or need present in everyone (think in unique and     independent ways) (do even simple tasks well) - Based on needs for personal growth, self-fulfilment and the realisation of one's potential. People with this     style demonstrate a strong desire to learn and experience things,creative yet realistic thinking and a balanced concern for people and tasks.
3. Humanistic-encouraging: help others to grow and develop (resolve conflicts constructively) - Reflects an interest in the growth and development of     people, a high positive regard for them and sensitivity to their needs. People high in this style devote energy to coaching and counselling others, are     thoughtful and considerate and provide people with support and encouragement.
4. Affiliative: treat people as more valuable than things (cooperate with others) - Reflects an interest in developing and sustaining pleasant relationships.     People high in this style share their thoughts and feelings, are friendly and cooperative and make others feel a part of things.

This results in high levels of motivation, satisfaction, teamwork, service quality, and sales growth. Constructive norms are evident in environments where quality is valued over quantity, creativity is valued over conformity, cooperation is believed to lead to better results than competition, and effectiveness is judged at the system level rather than the component level. These types of cultural norms are consistent with (and supportive of) the objectives behind empowerment, total quality management, transformational leadership, continuous improvement, re-engineering, and learning organizations.

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