中国企业跨国并购文化重组的冲突与化解  

The Conflict and Resolution of Cultural Reorganization of Chinese Enterprises' Transnational Mergers and Acquisitions

作　　者：余子威 Yu Ziwei(College of International Trade,Lanzhou University of Finance and Economics,Lanzhou,Gansu 730020)

机构地区：[1]兰州财经大学国际贸易学院,甘肃兰州730020

出　　处：《改革与战略》2018年第12期97-103,共7页Reformation & Strategy

基　　金：国家社会科学基金项目"中国文化产品走向世界的战略对策研究"(11BGL109)

摘　　要：中国企业在跨国并购文化重组过程中,不宜将两种企业文化差异一网尽扫,而应保留适当差别;在原有企业文化基础上,被并购企业应融入优秀的中国企业文化,形成具有中国特色的国际企业文化;中国企业跨国并购的文化重组原则应该是有利于激发或增强被并购企业的内生发展力,通过克服传统定势,适应不同财富义利观;放宽交流自主权;允许战略存在主导和分支;准许品牌高端与低端并存以及允许灵活性与差异性并存等手段,更好地化解文化冲突。In the process of cultural reorganization after Chinese companies carry out cross-border mergers and acquisitions,it is not appropriate to eliminate the differences between the two corporate cultures,but should retain appropriate differences.On the basis of the original corporate culture,the merged enterprises should incorporate excellent Chinese corporate culture to form an international corporate culture with Chinese characteristics.The principle of cultural reorganization after Chinese enterprises implement cross-border mergers and acquisitions should be conducive to enhancing or stimulating the endogenous development of acquired enterprises.Chinese enterprises should overcome the traditional morality,adapt to different moral and interest perspectives,relax the autonomy of communication,allow the strategy to be dominant and branch,permit the high-end and low-end coexistence of brands,and recognize the flexibility and difference to better resolve cultural conflicts.

关 键 词：中国企业 跨国并购 文化重组 适度差异 

分 类 号：F272[经济管理—企业管理]