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文化变革的目标并非人格的巨变,而是一种有利于企业各主要方面、可延续下去的行为模式变革。其目的是要通过量变来实现质变,确保取得实效。文化变革可分为两部分。首先,审核现有企业文化,弄清需要改变的方面,然后制定并实施文化变革策略。我们首先要问的是,“我们面临的是一场什么样的战争?”即找出主要的,特别是那些隐蔽的观念、信念、价值观和行为规则以及由其所造成的那些限制企业的行为模式。然后,了解其之所以存在的理由;分析向其挑战的成本或效益;最后进行企业文化变革。首先是找出受欢迎的文化,即对企业能有立竿见影效果的文化。这里所讲的几种文化变革策略,是建立在战略、运作、组织结构、人力资源管
The goal of cultural change is not a dramatic change in personality, but rather a change in the behavioral model that is conducive to the company’s major aspects and can continue. Its purpose is to achieve qualitative change through quantitative changes to ensure that it is effective. Cultural change can be divided into two parts. First, review existing corporate culture, identify areas that need to be changed, and then develop and implement cultural change strategies. The first thing we must ask is, “What kind of war do we face?” that is to identify the main, especially hidden, ideas, beliefs, values, and behavioral rules and the actions of those companies that caused them mode. Then, understand why it exists; analyze the costs or benefits that challenge it; and finally make changes to the corporate culture. The first is to identify popular cultures, that is, cultures that have an immediate effect on the business. The several cultural change strategies discussed here are based on strategies, operations, organizational structures, and human resources management.