Research On Organizational Identity In Strategic Transformation Of GL Company

The reform of state-owned enterprises is the core of China's economic system reform.As an important part of state-owned enterprises,textile enterprises have experienced a long and tortuous process in this reform.The reform of case company Gl is in 1999 at the end of last century.At that time,the reform of state-owned enterprises is in a brand-new stage with the goal of establishing a modern enterprise system.The central economic work policy determines the textile industry as a breakthrough point for the reform of state-owned enterprises,and puts forward three major tasks of "ingot pressing,staff reduction and loss turning",which brings new opportunities for GL.The predecessor of GL company is GDL state-owned small factory,which was in a difficult situation before the reform and transformation.In the process of reform and transformation,GL company,after experiencing the "pains" of enterprise restructuring and OEM,launched a "no stick to one pattern" innovation exploration,and finally "blood exchange success",GL company ushered in a "golden development period" with product profits of up to 20%.This paper focuses on more than 200 "specimen employees" of GL company,which span state-owned enterprises and private enterprises.From the initial doubt,to the later recognition,to the high degree of loyalty to the enterprise,they gradually grow into the core strength of the enterprise after transformation,and the enterprise is also on the track of sound development in the transformation.In order to explore the process of enterprise reform more clearly,this paper studies GL company from three aspects of dispelling meaning,endowing meaning and explaining doubts from the perspective of organizational identity.It is found that the process of enterprise strategic transformation is also the process of continuous interaction between individuals and organizations: on the one hand,organizations encourage individual employees to open their hands and feet and make bold attempts through various measures,platforms,policies and other auxiliary means;on the other hand,in various conflicts,individual employees must also make judgments and choices,keep pace with the times,go with the times,and construct their own New identity in the organization.The research shows that:(1)in the process of enterprise strategic transformation,employees and enterprises are a pair of interaction complex,which can not be separated from each other.The development of an enterprise depends on the performance of its employees,who create output value for the enterprise on the basis of their own choices and expectations of the enterprise.(2)In the transformation and transformation of enterprises,it is very important to establish an effective interaction between individuals and organizations.Employees in the enterprise are the first important human element.Only by reassuring employees,winning employees' trust,and giving employees the future and confidence,can employees really play the active role of the master,and the enterprise also has the possibility of rapid development.Based on the analysis and research of the development strategy of GL company,with the help of the perspective of organizational identity,combined with the development process,corporate system,organizational structure and other factors of GL company,this paper clarifies the way of successful transformation of the enterprise,summarizes the valuable experience accumulated in the process of reform,and provides certain reference for deepening the reform of state-owned enterprises,which are still the hot economic spots,and improving the competitiveness of textile enterprises Examination and reference.