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随着全球化的发展,企业并购行为愈演愈烈,然而其成功与否并不在于并购本身,而在于并购后的整合,企业文化整合成为并购后整合的最关键因素。从全球范围看,大约61%的并购以失败告终,而在导致并购失败的决定因素中,文化冲突居首位。我国企业并购也存在同样的问题,上汽、联想等,都因并购后的文化冲突而遭受巨大损失。事实表明,文化整合是当代企业并购中的一道难题。本文所聚焦的关键问题即在商业伦理视角下,如何正确完整地理解企业并购活动中的文化冲突问题,进而提出实现企业并购文化整合的相关策略。
With the development of globalization, corporate mergers and acquisitions are becoming more and more violent. However, the success of mergers and acquisitions is not the result of mergers and acquisitions, but also the post-merger integration and corporate culture integration as the most crucial factors for the mergers and acquisitions. Globally, about 61% of mergers and acquisitions ended in failure, with cultural conflicts taking the first place among the determinants that led to the failure of mergers and acquisitions. Mergers and acquisitions in China, there are also the same problems, SAIC, Lenovo, etc., all because of the cultural conflict after the merger suffered huge losses. Facts show that cultural integration is a difficult problem in contemporary corporate mergers and acquisitions. This paper focuses on the key issue of how to correctly and completely understand the issue of cultural conflicts in the M & A activity under the perspective of business ethics, and then puts forward some strategies to achieve the integration of M & A culture.