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企业文化与企业战略的协同管理策略研究

时间:2022-10-13 来源:未知 编辑:梦想论文 阅读:
1、 Introduction
 
In the process of rapid development of enterprises, the value and significance of corporate culture have gradually emerged. Especially when the enterprise develops to a certain scale, in order to constantly stabilize its own management system and management mode, we should let the soft culture play its due role, give more humanized management to employees, drive hard management with soft culture, constantly improve the efficiency of hard management, and promote the improvement of management quality. The correct use of internal culture to drive management, while assisting the realization of corporate strategy, complementing and influencing each other, can achieve more satisfactory results and promote the improvement of management effectiveness. In the aspect of collaborative management, in order to reasonably use the corresponding methods, we should first recognize the importance and the relationship between them.
 
2、 The relationship and importance of collaborative management between corporate culture and strategy
 
(1) Contact analysis
 
Before analyzing corporate culture, we need to realize that corporate culture has strong specificity in essence, and different enterprises will have differences in culture. Even if two enterprises are in the same market environment, differences in composition, personnel and strategy of employees and management will lead to differences in the final culture. The emergence of this phenomenon is essentially an inevitable law of the development of things. Because enterprises have different experiences in their development, there will be differences in business philosophy, spirit and values, which leads to strong differences in corporate culture. The specificity of corporate culture means that it will essentially form a distinctive internal foundation and soft cultural foundation due to differences in enterprise, experience and composition, which will influence the management of enterprises through constant infiltration. From the perspective of enterprise strategy, enterprise strategy is a targeted development strategy based on the existing internal basis and external market environment, among which the key internal basis includes management mode and enterprise soft culture. Culture will certainly affect the final internal situation and management, and have a greater impact on the management system. Based on this, internal conditions provide a key material basis for strategic development. At the same time, a good corporate culture can also enhance the centripetal force of the enterprise from the inside out in the process of strategic development, shape the enterprise's own culture, enhance its attractiveness in the market, provide support for its strategic development, and promote the enterprise to achieve its strategic goals. In terms of internal environment, a good corporate culture can give employees more humanistic management in management, stimulate their enthusiasm and initiative in work, and provide effective support and practical guarantee for enterprise development and personal development. Corporate culture emphasizes the important role of ideas, drives management with ideas, and corporate strategy emphasizes the development of hard environment, but it is intrinsically related, which can enhance the internal competitiveness of enterprises.
 
(2) Importance and function analysis
 
The long-term development of an enterprise cannot be separated from the support of corporate culture. In order to better improve the final development effect, it is also necessary to focus on collaborative development to promote the effective integration of internal resources in the process of continuous development and improvement. The culture and strategy have a strong correlation. After the internal adjustment of the enterprise, it can further promote the strategic adjustment, better improve the development effect, and play a more significant role in promoting the development of the enterprise. The construction of corporate culture is also a key way to promote external development. If the implementation of coordination management in practice is not effective, it will bring certain impact and threat to the final management effect and enterprise development. It is easy to have mismatches between strategy and enterprise values, or even conflicts of different degrees, which will affect the normal development of the enterprise.
 
In the process of development, by constantly strengthening the internal culture construction of the enterprise, we can highly adapt to the external market conditions, take this advantage to constantly improve the enterprise's supply chain model, effectively use the soft culture to drive the development of management activities, promote the effective management of all aspects of enterprise development, improve the ultimate management efficiency and effectiveness, and achieve the goal of reducing management costs and improving management effectiveness. Enterprises can greatly reduce cost consumption, improve work efficiency, and improve the market environment in order to achieve the strategic objectives of enterprise development. In the process of continuous development, after using the corresponding management methods and strategies, the overall core competitiveness of the enterprise has been improved, and internal coordination can be carried out to promote the sustainable development of the enterprise. The management level and operation level have been improved. The corresponding management has obvious importance and value in essence. In the process of continuous development, we should fully understand such characteristics and propose targeted methods to achieve better results. In the specific management, we also need to fully understand the corresponding methods and strategies, and develop appropriate management strategies to achieve more satisfactory management results.
 
3、 Analysis on the cooperative management strategy of enterprise culture and strategy
 
(1) Carry out collaborative management based on business objectives
 
Collaborative management itself has diversity. In order to better carry out management work and play a positive role in collaborative management, the key work at this stage is to find the point of agreement between the two, and to carry out targeted management around business objectives, so as to achieve better results. In the process of continuous development of enterprises, there are great differences in strategic objectives and corporate culture in different scales and stages. In the process of enterprise management, based on the business objectives of enterprise development, the entry point of collaborative management is a reasonable choice. In the process of practical work, the enterprise formulates business objectives according to the differences in stages, and then promotes the realization of strategic objectives. In terms of internal soft culture, we should focus on this objective goal and carry out targeted corporate culture construction. The business objective is a phased central point of the corporate culture and strategy. In the process of continuous development, we should carry out all-round construction to achieve better results. On the one hand, enterprises should pay attention to internal adjustment, especially in terms of management philosophy and management methods, which need to be optimized to bring positive impact to their development. The change of this rigid system requires certain shaping from the level of corporate culture, and tends to build corporate culture. On the other hand, strategic development should focus on the sustainability of enterprise development, maintain the synergy of strategy and culture, and adjust strategy and culture.

According to the orientation of corporate culture and strategy, corporate culture essentially belongs to the internal core of the business process, is the connotation of enterprise management methods and models, and is also the soul of various practical work. Humanized concepts and humanistic culture should be used to assist management and improve the efficiency of ultimate management. In the process of continuous development around the business objectives, it can stimulate the enthusiasm and autonomy of employees, and at the same time, it can better promote the improvement of the final development quality, so that employees have a greater sense of identity with the enterprise strategy and improve their enthusiasm for work. In terms of strategy, it is necessary to establish a corresponding management mechanism based on the corporate culture and around the corporate culture shaped by the business objectives, so as to promote hard management with soft culture and achieve the strategic objectives.
 
 
 
(2) Focus on strategic adjustment for collaborative management
 
 
 
In essence, collaborative management is the common goal of corporate culture and corporate strategy. In the case of increasingly rapid economic development and relatively large changes in the economic environment, it is necessary to constantly adjust, so that the strategy and culture are closer to each other, in order to achieve better development results. The actual collaborative management must objectively recognize the impact of economic integration and other major trends and environments. Especially in different stages of enterprise development, it is necessary to focus on changing the existing enterprise strategy, and can develop and adjust dynamically in a timely manner when the enterprise culture is impacted by the external environment. Some elements in the collaborative management have changed, and the other part also needs to be adjusted in a tendentious way. When the corporate culture is impacted, it needs to be updated, and the strategy needs to be changed. The relationship between the two is a variable. However, no matter whether the internal or external environment changes, the high consistency between the two must be maintained after the change. In terms of strategy, it is necessary to make orientation adjustment, that is, try to reformulate the strategy according to different cultures, or make internal orientation adjustment to make use of this method to give priority to the improvement of the strategy. In the process of development, corporate culture is its internal core, which belongs to the concept and basis of internal management. From the perspective of long-term and long-term development, humanized concept and cultural support can be more systematic in management, especially the larger the management system, the more difficult it is to change corporate culture. If the corporate culture changes, it is bound to cause internal turbulence. Therefore, in the process of reform and improvement, collaborative management, such as facing a fork in the road of development, should pay attention to adjusting strategies and optimizing management to promote its comprehensive development.
 
In the process of development, if there are problems in various coordination links in the implementation of management work, the first choice is to adjust the strategy and move the strategy closer to the cultural aspect. Secondly, in the case of strategic conflicts, the corporate culture also needs to be adjusted to some extent. Only through this two-way adjustment, can the final development of the enterprise be orderly and promote the comprehensive development of the enterprise.
 
(3) Renew corporate culture and promote collaborative management
 
The strategy formulated by the enterprise is a key measure to cater to the market development and economic environment. In terms of corporate culture, it also needs to achieve innovation, and it also needs to pay attention to being highly compatible with the strategic development. We should adhere to the principle of strategic development and effectively avoid the risk of strategic direction adjustment. This kind of internal renewal is easy to lead to changes in the external environment and a series of internal contradictions when dealing with the external environment. Therefore, when updating and changing the corporate culture, the management should first adhere to the corresponding principles, and then choose the appropriate methods and measures according to the actual situation. Publicity should be carried out from top to bottom, so that employees can grasp the value and significance of the change, so as to enhance the confidence of employees and enterprises in transformation and cultural renewal. This part of the content itself has certain difficulties and risks. In the process of cultural renewal, breaking the original corporate culture situation will inevitably face more obstacles. Therefore, we should focus on creating a good corporate culture environment around the strategy, and promote the construction of new cultural environment and new corporate culture through changes in personnel and strategic deployment. The key part of collaborative management is to closely combine from a deep level, use soft culture to assist the development of management, use management to highlight the impact of soft culture, and promote the development of both spiritual and material levels. This dual development, on the one hand, reflects the cultural characteristics of strategy, on the other hand, fully reflects the hierarchical relationship between corporate culture and strategy, so they are closely related to each other. The key point of updating corporate culture is that various cultures at the material level cannot be effectively adjusted or it is more difficult to adjust strategies than to adjust their own corporate culture, which will enhance the business risk of enterprises. Faced with such practical problems, in the process of specific work, we can make certain improvements to its culture, especially in the aspects of institutional culture and behavioral culture. These peripheral cultures, in essence, play a role in echoing the corporate strategy. Therefore, in the process of collaborative management, this part needs to be improved and changed. In most cases, the internal concepts, beliefs, values, and codes of conduct will not change easily. However, when various external institutional and material cultures change, they need to be fully compared with the corporate culture at the spiritual level to ensure coordination and unity without obvious differences and conflicts. Only in this way can the overall collaborative management play its role and control risks to a certain extent.
 
(4) Maintain a good internal environment and management philosophy
 
Any change in strategy and culture will lead to instability of various internal and external variable factors, especially the strategic adjustment and cultural convergence of enterprises in terms of internal factors. When conducting collaborative management, enterprises will inevitably face various difficulties. Therefore, it is critical to maintain a good internal environment and apply humanistic management concepts. In the long-term development process, The enterprise is bound to face more choices and difficulties. Therefore, at this stage, it is necessary to carefully evaluate the common problems, update and change the strategy and culture, make full preparations, create a good internal environment, and use the humanized management concept to guide the employees to participate in the work, mobilize their work enthusiasm, and correctly establish the internal values of the enterprise, Apply reasonable management concept to guide the corresponding management mode and related management work.
 
4、 Concluding remarks
 
In the process of collaborative management of corporate culture and strategy at this stage, we should recognize the connection and importance of relevant work, and further make corporate culture and strategic objectives consistent through management around business objectives, adjusting corporate strategy, updating corporate culture, maintaining a good internal environment and management philosophy and other measures.

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