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跨文化整合的本质是让文化背景迥异的双方或多方彼此接受,彼此适应,而接受和适应的过程始于跨文化意识中国企业海外并购早已有之,但并没有引起人们的关注。从2004年开始,一批批中国的优秀企业频频出击,接二连三地兼并收购海外的跨国公司,举世瞩目,多家媒体不惜重墨竞相报道。国人扬眉吐气之余,也开始多一份理性思考：胜算几何?对于并购后的未来走向,坊问说法不一,各执一辞。但普遍认为,并购之后存在着文化和管理上的差异及由此带来的文化整合问题,而此问题不解决好,会造成并购失败。跨文化整合问题一时间成为媒体上出现频率很高的词汇,但是如何整合成为了问题。要解决这个问题,我们需要了解跨国并购中多元文化是怎样成为问题的?
The essence of cross-cultural integration is to allow two or more parties with different cultural backgrounds to accept each other and adapt to each other. The process of acceptance and adaptation started with cross-cultural awareness. Chinese companies overseas mergers and acquisitions already existed, but did not arouse people’s attention. Since 2004, many batches of outstanding Chinese companies have frequently attacked, and successive acquisitions of multinational companies overseas have attracted worldwide attention, and many media have reluctantly reported to the competition. Apart from being proud and elated, the Chinese people have started to think more rationally: how is the odds of winning? For the future direction after mergers and acquisitions, the workshops have different opinions, and each holds its own words. However, it is widely believed that there are differences in culture and management after the merger and acquisition, and the resulting cultural integration problems. If this problem is not resolved, mergers and acquisitions will fail. The issue of cross-cultural integration has become a very frequent vocabulary in the media for a time, but how to integrate becomes a problem. To solve this problem, we need to understand how multiculturalism in cross-border mergers and acquisitions becomes a problem.