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企业设计或要求职业装的注意事项
来源：http://www.ymsfs.com 日期：2021-07-26 发布人：
1、体现出企业的文化特征：
1. Reflect the cultural characteristics of the enterprise:
企业文化在载体形式上分为：
The carrier form of corporate culture is divided into:
表层（物质）文化：环境风格、产品/服务风格；
Surface (material) culture: environmental style, product / service style;
中层（制度）文化：行政管理制度、人力资源体系制度、激励制度和约束制度；
Middle level (institutional) culture: administrative management system, human resource system, incentive system and restraint system;
深层（行为）文化：活动、认可、影响、传承；
Deep (behavioral) culture: activity, recognition, influence and inheritance;
核心（精神）文化：价值观体系、企业精神、道德规范；
Core (spiritual) culture: value system, enterprise spirit and ethics;
在设计职业装或工服时，需要多维度的考量企业文化的不同层次要求。
When designing work clothes or work clothes, we need to consider the requirements of different levels of corporate culture from multiple dimensions.
2、在执行职业装要求时，要严格管制：
2. When implementing the requirements of professional wear, it is necessary to strictly control:
职业装要求，与企业文化一样，有着正负两面的激励，同样也是企业凝聚力的体现。
Like the corporate culture, the requirements of professional wear have positive and negative incentives, which is also the embodiment of corporate cohesion.
企业凝聚力强，则促进作用明显。企业凝聚力弱，则负面作用明显。
If the enterprise cohesion is strong, the promotion effect is obvious. If the enterprise cohesion is weak, the negative effect is obvious.
作为执行者，
As an executor,
A、我们只能坚决执行公司的要求；
A. We can only resolutely implement the company's requirements;
B、我们要明白，员工是需要被管理的，习惯的养成也是需要被约束的。当这种抵抗情绪慢慢变为习惯时，促进作用就占据了优势。
B. We should understand that employees need to be managed and the formation of habits also needs to be constrained. When this resistance gradually becomes a habit, the promotion takes advantage.
C、对于许多企业而言，结果难以控制，再不控制、控制行为，管理者还能做什么呢？特别是这类有益处的管理动作，执行者更要支持。
C. For many enterprises, the results are difficult to control. What else can managers do without controlling and controlling behavior? Especially for this kind of beneficial management action, the executor should support it.
D、懒、散、慢、拖、瞒，正在慢慢成为一种标志性的职场毒瘤。要解决这些问题，更有效的方法就是要奖惩明确、行为约束、精神洗礼、梳理规范。
D. Laziness, slackness, slowness, procrastination and concealment are slowly becoming a symbolic workplace cancer. To solve these problems, the most effective way is to have clear rewards and punishments, behavioral constraints, spiritual baptism, sorting and standardization.
当前职场中，甚社会环境中，都在充斥着一种新的价值判定标准：一切以结果为准。
At present, the workplace and even the social environment are full of a new value judgment standard: everything is subject to the result.
这个观点本身是正向的，但如果在实施的过程中，只看结果，不管过程，那这就不是价值创造了，而是典型的投机主义。
This view itself is positive, but if we only look at the results and ignore the process in the process of implementation, it is not value creation, but typical opportunism.
很多看来正确，却充满矛盾的现象（包括人力资源管理）也都因此而生。
Many seemingly correct but contradictory phenomena (including human resource management) are also born.
企业多为结果付费，却少为结果负责的事情并不少见。
It is not uncommon for enterprises to pay more for the results but be less responsible for the results.
投机如同赌博，久赌必输。也令很多失业的员工，一下子从“人才”变成了“人流”。
Speculation is like gambling. If you gamble for a long time, you will lose. It also makes many unemployed employees suddenly change from "talent" to "flow of people".
规范是好事，企业规范员工，市场规范企业，政府规范市场，百姓规范政府。这个圈，还是要跑完的。
Standardization is a good thing. Enterprises regulate employees, the market regulates enterprises, the government regulates the market, and the people regulate the government. This circle still needs to be finished.
以上就是今天小编带给大家的精彩内容，济南职业装不断深化自身的实力，不断的提高质量，做好公正，欢迎大家在网站上点击购买：http://www.ymsfs.com
The above is the wonderful content that Xiaobian brings to you today. Jinan professional wear continues to deepen its strength, continuously improve its quality and do a good job in price justice. Welcome to click to buy on the website: http://www.ymsfs.com
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