Corporate culture is the shared belief, standard of values and code of conduct of all employees, and it is the soul of an enterprise. After nearly six months of summarization and refinement, the Corporate Culture Outline of XINGI TECH Co., Ltd. was finalized and officially released on September 18. Entrusted by Chairman Zhou Xinji, Shao Haiquan, Deputy Secretary of the CPC Party Committee of the company, presented the corporate culture outline at a meeting of the company’s mid-level and above cadres and set out arrangements for putting the outline into practice.
The XINGI TECH corporate culture outline consists of three parts: first, the core values; second, the principles of organizational development; and third, the codes of conduct.
The core values include: the corporate mission, “Safeguarding Life and Safety, Connecting a Better Future”; the corporate vision, “Leading Global Innovative Applications of Ultra-High Molecular Weight Polyethylene (UHMWPE) Fiber”; the core values, “Pursuing Excellence, Achieving Customer Success, Benefiting Employees, Contributing to Society”; the corporate spirit, “Pragmatism, Innovation, Collaboration, Win-Win”; and the team spirit, “Harmonious Coexistence, Moving Forward Together”.
The principles of organizational development include: the concepts and principles of organizational control and design, of organizational decision-making and execution, of value assessment and distribution, of human resources, of marketing, of technology research and development, of manufacturing, of quality management, of safety and environmental protection, and of financial management, among others.
The codes of conduct include the employee code of conduct and the manager code of conduct, among others.
In his address at the release of the corporate culture outline, Chairman Zhou Xinji said that XINGI TECH’s development had benefited from a workforce characterized by “Harmonious Coexistence and Moving Forward Together”. Guided by a culture of family, a culture of pioneering innovation and a culture of hard work, the company had overcome various difficulties along the way and had grown into the world’s largest producer of UHMWPE fiber.
Chairman Zhou Xinji stressed that “Leading Global Innovative Applications of UHMWPE Fiber” requires the company to continue to use culture to guide thinking and behavior and to root the core values of “Pursuing Excellence, Achieving Customer Success, Benefiting Employees, Contributing to Society” in the daily work of every employee. To this end, Chairman Zhou Xinji put forward the following requirements for all XINGI TECH employees. First, carry forward the entrepreneurial spirit: do not fear failure, be willing to take on challenges and constantly pursue excellence; be bold in trying new things, break with tradition, scale the heights of the industry and exceed customer expectations; and strengthen learning to improve overall quality and competitiveness and to continue leading the industry’s development. Second, learn to listen to and respect others, support one another and grow together; face difficulties squarely, take the initiative and cooperate sincerely to jointly shoulder the duties and mission assigned by the company; and strive together to win customer trust and market recognition and drive the company’s high-quality development. Third, always keep a calm mind, work happily and live happily, and actively devote oneself to production, operation and management; cherish one’s job, enjoy the fun in the work process and discover what is good in it, so as to realize one’s life value and grow and progress together with the company.
Chairman Zhou Xinji expressed the hope that all XINGI TECH people would work with one heart, uphold the mission of “Safeguarding Life and Safety, Connecting a Better Future”, carry forward and promote the corporate spirit of “Pragmatism, Innovation, Collaboration, Win-Win”, and contribute to humanity’s pursuit of a better life!
To advance the implementation of corporate culture development and ensure the effective execution of related plans, programs and measures, the company established a Corporate Culture Development Implementation Leading Group to make decisions and provide guidance on the related work, with Chairman Zhou Xinji personally heading it as group leader. An office is set up under the leading group to handle the planning, organization, implementation, supervision and guidance, and overall coordination of corporate culture development.
Deputy Secretary Shao Haiquan set out arrangements for implementing the corporate culture. Implementation is divided into three stages: communication and integration, in-depth advancement, and leapfrog development. Corporate culture theme activities are planned and carried out on an annual cycle, and October of each year is designated “Corporate Culture Month”, during which corporate culture theme activities are held to comprehensively and systematically enrich the substance of corporate culture development and to create a vibrant, effective and distinctive new situation.
Stage one: communication and integration (September 2024 – August 2025). Through extensive communication of the corporate culture concept system, cultural concepts are integrated with corporate management, operations and production, and themed practice activities are organized.
Stage two: in-depth advancement (September 2025 – August 2027). Corporate culture development is advanced in all respects — at the conceptual, institutional, behavioral and material levels — corporate and employee behavior is standardized, a quality improvement plan is implemented, and advanced corporate role models are established.
Stage three: leapfrog development (September 2027 – August 2028). The results of the earlier stages are consolidated and new approaches are introduced. Based on feedback on the corporate culture system and its values, the approach to advancing corporate culture is improved and refined, laying a solid foundation for corporate culture development over the next five years.
Deputy Secretary Shao Haiquan put forward four requirements for implementing the corporate culture. First, strengthen organizational leadership. A working system should be established and improved in which the CPC Party Committee exercises unified leadership, the department in charge of corporate culture development carries out overall planning, and relevant departments assume divided responsibilities and advance the work in coordination. Corporate culture should be embedded in production, operations, management and project construction as well as in the work of the Party, government, trade union and youth league organizations, forming a cultural force that drives the company’s sustainable development. Second, improve operating mechanisms. A working mechanism featuring coordination between higher and lower levels, division of labor and joint management should be established. The management, assessment and evaluation mechanisms for corporate culture development should be continuously improved, and corporate culture development work should be incorporated into the company’s routine assessment and into the selection and commendation of Party building work, with necessary financial support and material guarantees provided for corporate culture development. Third, optimize the talent team. A full-time and part-time corporate culture cadre team with high quality, strong professional skills and outstanding capabilities should be built, and corporate culture posts should be set up in a scientific manner. Internal training, external visits and experience exchanges should be organized on a regular basis to identify and cultivate a group of corporate culture backbones, consolidating the talent foundation for enhancing the vitality of the company’s cultural undertakings. Fourth, focus on research and guidance. Theoretical research and practical exploration of corporate culture development should be strengthened, with regular surveys and evaluations. Guidance for corporate culture development in workshops and work teams should be strengthened to promote standardized and orderly cultural development at the grassroots level. Advanced experience should be summarized and promoted in a timely manner, and advanced models of corporate culture development should be selected and commended on a regular basis, so as to push corporate culture development deeper and more solidly and provide favorable cultural conditions for building an international benchmark enterprise.
Recently, the office of the Corporate Culture Development Implementation Leading Group distributed the brochure of the Corporate Culture Outline of XINGI TECH Co., Ltd. to every employee of the company.