企业重组后如何实施文化整合

HOW TO CARRY OUT THE CULTURAL CONFORMITY AFTER ENTERPRISES RESTRUCTURE

企业文化具有异质性和历史延续性,不同的企业进行重组后,伴随着不同企业文化的相遇和交汇,必然会存在文化冲突和文化融合这样两种不同文化现象。不同企业的文化差异以及由这些文化差异所导致的管理理念与价值观念的冲突也必然会走向公开化,渗透到企业管理的各个方面,并突出地表现在组织、领导、决策、经营、用人等方面。企业重组的难点就在于跨企业文化条件下如何协调双方面的文化冲突,因此,实施文化整合、消除文化冲突是企业重组后的首要任务。

Due to the differences and succession existed in the enterprises culture, the conflict and conformity of two kinds of culture are inevitable in their mixture and exchange after restructure. Furthermore , the culture differences between different enterprises and the conflict between managing concept and value concept arising thereforom will inevilably be brought into the open and be penetrated into every aspects of enterprise management, obviously representing in organization,leadership,decision-making,operation and human resources. The crux of enterprises restructure is how to co-ordinate the cultural conflict between two aspects under the condition of trans-enterprises culture, therefore the top task after restructure is to implement cultural conformity and to eliminate cultural conflict.