[{"data":1,"prerenderedAt":431},["ShallowReactive",2],{"dao-qiyewenhua":3},{"id":4,"title":5,"body":6,"category":418,"description":419,"extension":420,"meta":421,"navigation":422,"order":423,"path":424,"seo":425,"seoDescription":426,"seoTitle":427,"slug":428,"stem":429,"__hash__":430},"dao\u002Fdao\u002Fqiyewenhua.md","企业文化",{"type":7,"value":8,"toc":384},"minimark",[9,12,16,38,41,51,54,60,64,72,80,84,87,92,96,103,116,119,125,139,146,155,168,175,181,189,192,196,201,205,214,218,228,231,235,263,267,270,274,284,292,304,307,314,324,328,334,341,346,351,364,379],[10,11,5],"h1",{"id":5},[13,14,15],"h2",{"id":15},"定义与起源",[17,18,19,20,24,25,28,29,31,32,37],"p",{},"段永平对企业文化的重视可以追溯到1990年代在",[21,22,23],"strong",{},"小霸王","和",[21,26,27],{},"步步高","的经营实践中。1999年在人民大学问答中，当被问及",[21,30,27],{},"企业文化的核心是什么时，段永平给出了简洁的回答：\"",[33,34,36],"a",{"href":35},"\u002Fdao\u002Fbenfen","本分","。不过我认为成功的企业都是相似的，我们并没有去追求一种独特的企业文化。\"这是目前可查的最早的关于企业文化的明确表述。",[13,39,40],{"id":40},"核心要义",[42,43,45,46,50],"h3",{"id":44},"_1-企业文化的本质是利润之上的追求","1. 企业文化的本质是\"",[33,47,49],{"href":48},"\u002Fdao\u002Flirunzhishangdezhuiqiu","利润之上的追求","\"",[17,52,53],{},"段永平将企业文化与《基业长青》中的核心概念紧密结合：",[55,56,57],"blockquote",{},[17,58,59],{},"\"所谓好的企业文化大概指的就是'利润之上的追求'，而'利润至上'绝不可能成为好的企业文化。\"（2013-02-12）",[42,61,63],{"id":62},"_2-企业文化是投资判断的核心过滤器","2. 企业文化是投资判断的核心过滤器",[17,65,66,67,71],{},"段永平在投资中将企业文化视为与",[33,68,70],{"href":69},"\u002Fdao\u002Fshangyemoshi","商业模式","并列的两大关键维度：",[55,73,74],{},[17,75,76,77,79],{},"\"我投资中的不为清单(StopDoing List)很简单，就是不懂不碰。懂主要集中在两个方面：",[33,78,70],{"href":69},"和企业文化。\"（2020-10-10）",[42,81,83],{"id":82},"_3-企业文化在大企业中至关重要","3. 企业文化在大企业中至关重要",[17,85,86],{},"2003年北大演讲中，段永平指出企业文化的规模效应：",[55,88,89],{},[17,90,91],{},"\"在一个几千人、甚至几万人的企业中，如果没有一个核心价值观去统领大家的话，那这个企业肯定是一盘散沙，所以必须要形成一种很强大的核心文化。\"",[42,93,95],{"id":94},"_4-企业文化是逐步形成的不是设计出来的","4. 企业文化是逐步形成的，不是设计出来的",[17,97,98,99,102],{},"2025年与",[21,100,101],{},"方三文","对话时，段永平坦言：",[55,104,105],{},[17,106,107,108,110,111,115],{},"\"你看我们一直讲",[33,109,36],{"href":35},"、诚信、用户导向，我们的东西其实都很大白话的。我们的愿景叫做更健康更长久，不健康不长久的事不做，就是很",[33,112,114],{"href":113},"\u002Fdao\u002Fpingchangxin","平常心","的东西。\"",[13,117,118],{"id":118},"实战案例",[42,120,122,124],{"id":121},"步步高以诚信为核心的企业文化1995年至今",[21,123,27],{},"：以诚信为核心的企业文化（1995年至今）",[17,126,127,129,130,132,133,135,136,138],{},[21,128,27],{},"的企业文化以",[33,131,36],{"href":35},"、诚信和",[33,134,114],{"href":113},"为核心。2003年北大演讲中，段永平详细阐述了如何在VCD行业竞争中坚持诚信——当竞争对手虚标清晰度为800线时，",[21,137,27],{},"坚持不虚标500线的真实数据，而是用\"大幅度提高清晰度\"的灵活表述来应对。",[42,140,142,145],{"id":141},"苹果企业文化的典范2011年起关注",[21,143,144],{},"苹果","：企业文化的典范（2011年起关注）",[17,147,148,149,151,152,154],{},"段永平多次表示",[21,150,144],{},"的企业文化是他投资的重要理由。2025年与",[21,153,101],{},"的对话中：",[55,156,157],{},[17,158,159,160,162,163,167],{},"\"对，我觉得他们的企业文化很好。\"当被追问为什么时，他指出",[21,161,144],{},"真正做到了以",[33,164,166],{"href":165},"\u002Fdao\u002Fyonghutiyan","用户体验","为导向，并具体举例说苹果三年不做大屏手机是因为技术不成熟，而非不关注用户需求。",[42,169,171,174],{"id":170},"ge通用电气企业文化判断的教训2008年",[21,172,173],{},"GE","（通用电气）：企业文化判断的教训（2008年）",[17,176,177,178,180],{},"段永平曾因长期跟踪",[21,179,173],{},"的企业文化而重仓买入，但后来反思这是个错误投资：",[55,182,183],{},[17,184,185,186,188],{},"\"它当然是个错误，因为它不符合我后来决定的，要符合企业文化和",[33,187,70],{"href":69},"这两个过滤器。\"（2025年）",[13,190,191],{"id":191},"常见误解",[42,193,195],{"id":194},"误解一企业文化就是做公益","误解一：企业文化就是做公益",[55,197,198],{},[17,199,200],{},"\"利润之上的追求有时被有些企业用于公益时的口号……但是，这种用法的潜意识里好像只有'非盈利'才是利润之上的追求。\"段永平明确指出，企业文化的核心是把消费者需求放在公司短期利益前面，而非简单等同于公益行为。",[42,202,204],{"id":203},"误解二好的企业文化就一定有好的生意模式","误解二：好的企业文化就一定有好的生意模式",[55,206,207],{},[17,208,209,210,213],{},"\"好的企业文化未必能形成好的",[21,211,212],{},"生意模式","。个人觉得好的生意模式是一定要有好的企业文化做支撑的，所以是必要条件。但好的企业文化不是拥有好的生意模式的充分条件。\"（2013-02-12）",[42,215,217],{"id":216},"误解三企业文化主要靠创始人职业经理人无法延续","误解三：企业文化主要靠创始人，职业经理人无法延续",[17,219,220,221,223,224,227],{},"2026年有网友问职业经理人能否原生构建\"利润之上的追求\"，段永平简洁回答：\"你看看",[21,222,144],{},"？\"——库克作为职业经理人成功延续了",[21,225,226],{},"乔布斯","建立的企业文化。",[13,229,230],{"id":230},"思想演变",[42,232,234],{"id":233},"_1990年代从实践到提炼","1990年代：从实践到提炼",[17,236,237,238,24,240,242,243,245,246,245,250,245,254,245,258,262],{},"在",[21,239,23],{},[21,241,27],{},"时期，企业文化更多体现为",[33,244,114],{"href":113},"、",[33,247,249],{"href":248},"\u002Fdao\u002Fjinquxin","进取心",[33,251,253],{"href":252},"\u002Fdao\u002Fnaixin","耐心",[33,255,257],{"href":256},"\u002Fdao\u002Fzerenxin","责任心",[33,259,261],{"href":260},"\u002Fdao\u002Faixin","爱心","等具体要素，以及诚信经营的实际行动。",[42,264,266],{"id":265},"_2000年代与诚信和核心竞争力深度绑定","2000年代：与诚信和核心竞争力深度绑定",[17,268,269],{},"2003年北大演讲中，企业文化被明确定义为企业核心竞争力的基石，强调在大企业管理中的统领作用。",[42,271,273],{"id":272},"_2010年代形成投资方法论的核心","2010年代：形成投资方法论的核心",[17,275,276,277,279,280,283],{},"在投资",[21,278,144],{},"的过程中，企业文化成为段永平投资体系的两大过滤器之一。他开始系统地用企业文化评判企业好坏，并与",[21,281,282],{},"基业长青","的理论框架结合。",[42,285,287,288,291],{"id":286},"_2020年代更加强调企业文化比巴菲特所重视的程度更高","2020年代：更加强调企业文化比",[21,289,290],{},"巴菲特","所重视的程度更高",[55,293,294],{},[17,295,296,297,299,300,303],{},"\"企业文化确实很重要，这点上我比",[21,298,290],{},"要更强调。\"（2015-04-29）同时，他对",[21,301,302],{},"拼多多","等新企业也用企业文化的视角来评判。",[13,305,306],{"id":306},"原话引用",[55,308,309],{},[17,310,50,311,313],{},[33,312,36],{"href":35},"。不过我认为成功的企业都是相似的，我们并没有去追求一种独特的企业文化。\"（1999年，人民大学问答）",[55,315,316],{},[17,317,318,319,132,321,323],{},"\"我们的企业文化，最重要的就是",[33,320,36],{"href":35},[33,322,114],{"href":113},"。\"（2003年，北京大学总裁班演讲）",[55,325,326],{},[17,327,59],{},[55,329,330],{},[17,331,76,332,79],{},[33,333,70],{"href":69},[55,335,336],{},[17,337,296,338,340],{},[21,339,290],{},"要更强调。\"（2015-04-29）",[55,342,343],{},[17,344,345],{},"\"企业文化指的就是利润之上的追求。利润之上的追求的意思不是利润至上，意思正好相反。\"",[55,347,348],{},[17,349,350],{},"\"企业文化强大的苦生意其实也是可以做得蛮不错的。\"（2024-08-23）",[55,352,353],{},[17,354,50,355,357,358,360,361,363],{},[21,356,144],{},"很难得，focus（聚焦）在自己做的事情上。",[21,359,144],{},"有",[33,362,49],{"href":48},"，就是做最好的产品。\"（2018-09-30）",[55,365,366],{},[17,367,50,368,370,371,375,376,378],{},[21,369,226],{},"算是一个",[33,372,374],{"href":373},"\u002Fdao\u002Fzaozhongren","造钟人","，他建立这样的一个企业文化，",[21,377,144],{},"的用户导向是非常强的。\"（2025年，与田朴珺对话）",[55,380,381],{},[17,382,383],{},"\"如果你有钱，愿意把这家公司按这个市值买下来并继续交给他们经营吗？\"——段永平评估企业文化的核心问题之一",{"title":385,"searchDepth":386,"depth":386,"links":387},"",2,[388,389,397,405,410,417],{"id":15,"depth":386,"text":15},{"id":40,"depth":386,"text":40,"children":390},[391,394,395,396],{"id":44,"depth":392,"text":393},3,"1. 企业文化的本质是\"利润之上的追求\"",{"id":62,"depth":392,"text":63},{"id":82,"depth":392,"text":83},{"id":94,"depth":392,"text":95},{"id":118,"depth":386,"text":118,"children":398},[399,401,403],{"id":121,"depth":392,"text":400},"步步高：以诚信为核心的企业文化（1995年至今）",{"id":141,"depth":392,"text":402},"苹果：企业文化的典范（2011年起关注）",{"id":170,"depth":392,"text":404},"GE（通用电气）：企业文化判断的教训（2008年）",{"id":191,"depth":386,"text":191,"children":406},[407,408,409],{"id":194,"depth":392,"text":195},{"id":203,"depth":392,"text":204},{"id":216,"depth":392,"text":217},{"id":230,"depth":386,"text":230,"children":411},[412,413,414,415],{"id":233,"depth":392,"text":234},{"id":265,"depth":392,"text":266},{"id":272,"depth":392,"text":273},{"id":286,"depth":392,"text":416},"2020年代：更加强调企业文化比巴菲特所重视的程度更高",{"id":306,"depth":386,"text":306},"企业经营","段永平对企业文化的重视可以追溯到1990年代在小霸王和步步高的经营实践中。1999年在人民大学问答中，当被问及步步高企业文化的核心是什么时，段永平给出了简洁的回答：\"本分。不过我认为成功的企业都是相似...","md",{},true,20,"\u002Fdao\u002Fqiyewenhua",{"title":5,"description":419},"段永平谈企业文化：段永平对企业文化的重视可以追溯到1990年代在小霸王和步步高的经营实践中。1999年在人民大学问答中，当被问及步步高企业文化的核心是什么时，段永平给出了简洁的回答：\"本分。不过我认为成功的企业都是相似...","企业文化｜大道总纲","qiyewenhua","dao\u002Fqiyewenhua","_l8ZHJxL4-PIFxhXpdlIIVtkI-1kHYWmVH9SJMEJrCk",1777884959908]