t集团跨国并购中的文化冲突管理研究工商管理专业论文.docxVIP

摘 摘 要 随着我国经济的开放度不断提高，进军国际市场似乎成为了我国 的大型企业实现新的突破的唯一出路。但是东西方企业经营理念和文 化的巨大差异造成的文化冲突，往往对整个并购或合资企业的良好运 行带来根深蒂固的冲击。如何制定有效的文化冲突管理措施是摆在跨 国并购项目管理者面前的重大难题。 本文正是以此为出发点，首先在理论研究和一些典型案例分析的 基础上，总结了我国企业跨国并购中存在的文化冲突问题，探索性的 提出了一个我国跨国并购企业文化冲突管理模型。在此基础上，以T 集团为实际研究目标，通过分析其在两起典型跨国并购TA和TTE公 司的并购案件中存在的不足，结合实证调查研究，我们提出了一套针 对其文化冲突问题的管理优化策略。 研究主要结论有：文化冲突是由企业文化和国家文化双重作用的 结果，具有复杂性和多维性；文化冲突管理不是简单的进行价值观的 统一，应从物质、行为、制度、精神和国家文化多层次的具体问题进 行协调控制，取得多样性和凝聚力的平衡；实际调研和事前控制是解 决文化冲突的重要手段。 关键词 跨国并购， 文化冲突管理， 优化策略 ABSTRACTWith ABSTRACT With the deepening of the reformation and opening up，Chinese enterprises are becoming aware of the importance of the international market which iS seen as the only source of sustainable development． However，many problems are arising because of the gap between the two distinctive organizational and national cultures and if these tough issues can’t be managed effectively．the huge conflict willlead the combined enterprise deviate from its normal state．This thesis，just mentioned the severe point which is quite a tough issue for the proj ect managers of international mergers． Firstly，we summarized the classic problems occurred in the transnational mergers and explore a Cultural Conflict Management Model on the basis of theoretical study and case analysis．Then，according to the background analysis and empirical study of the T-Group(two case mentioned：TA and a rE)，we suggested a detailed optimized tactic of their cultural conflict management which iS aimed at the real problems occurred in the mergers of T—Group． The main conclusions are as follows：Firstly，cultural conflict results from the effect of both organizational culture and national culture，having the character of the complexity and multi—dimension．Secondly，the management strategies should lie on the real problems arose in different level of organizational culture including material，behavior，policy，spirit and nation for making a balance between the diversity and cohesion． Finally，taking research and precontrolling mechanism is h