| Along with the rapid development of Chinese economy,the reorganization of enterprises becomes a new wave in the business world.Although the reorganization of businesses has been bringing corporations new opportunities and outlets,they also cause a host of questions worthy of our consideration.The success rate of restructuring ventures is only 43%on a global basis,lots of restructured enterprises have put themselves into all walks of development crises,with mass internal hardships which finally lead to the failure of the union.A considerable amount of previous research reports have shown that cultural risk ranks No.1 among those factors which contribute to the failure of business consolidation.The subject of corporate culture construction of reorganization has been bringing an increasing amount of attention from academic world,and also the business world.Currently,the newly reorganizated China United Network Communications Corporation,Chongqing Branch has been encountering quite a lot of problems due to cultural conflicts,as they are concretely revealed in areas such as administrative concepts,values,system cultures,HRM system as well as information system,all of which have been strongly stunting the further development of the company.The goal of this study is to scientifically measure and evaluate the corporate culture construction,keep hold on all sectors of the present culture of the company,figure out the advantages and disadvantages.And,most importantly,find a way to reestablish a corporate culture which has bright characteristics and is more suitable for the development of the company,and can help the company standardize the internal management,enhance the cohesion and senses of belonging among the employees,strengthen its competitiveness and capability of sustainable development or, in a word,conquer a solid foundation for the business to move forward in a pace as rapid as possible.A great many Chinese and foreign scholars has done numerous research on corporate culture from different perspectives.This study synthesizes the conclusions of these researches,and on the basis of analyzing both the merits and demerits of the previous studies,mainly introduces the OCQ Model of corporate culture assessment by Denison,the author also makes some adaption based on the reality of the company (Those changes are mainly made upon the marking off of dimensions),and develops a formal questionnaire survey with relatively good validity on employees to assess the present culture.With a combination of literature review and personal interviews,the author studies the present conditions of corporate culture constructions of the company in both qualitative and quantitative levels.The paper mainly discusses the division and ranking of different constitutive dimensions of corporate culture,and makes a concrete analysis of the evaluation of different dimensions by employees categorized by different genders,different age groups,different educational levels,and different types of work as well as different lengths of time they have spent in the organization.In sum,this study has reached the following conclusions:1.Based on the scores of each dimension,the present conditions of the construction of this company's culture can be put into two categories:The first category consists of dimensions such as enterprise consciousness,innovative consciousness,staff awareness and customer awareness,these dimensions have relatively high scores;the second category consists of dimensions such as goals and visions,team consciousness,core values,these dimensions all score low in the study.2.According to the Denison Model of Corporate Culture Assessment,the first category is more of the participatory,and adaptive kind of corporate culture;while the second somehow fits more into the characteristics of being synchronized and task-based.This company has satisfactorily good flexibility in dealing with external businesses,but upsettingly falls short on internal stability. |
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