新时期中国企业文化建设路径研究
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摘要
二十世纪七、八十年代，为了解释在技术设备、经济实力、人员素质、管理水平等方面均领先世界的美国企业，在竞争力、企业绩效等方面却落后于竞争对手尤其是日本企业这一现象时，诞生了一种崭新的理论，即企业文化。经过二十多年的理论研究和实践，企业文化在其定义和内容结构方面，已经形成了相对稳定的认识：企业文化是指企业全体员工在长期的创业和发展过程中培育形成并共同遵守的最高目标、价值标准、基本信念及行为规范。它是企业理念形态文化、制度(行为)形态文化和物质形态文化的有机复合体。我国的企业文化建设经历了早期的实践和八十年代第一次热潮，在成功和失败中积累了一些经验，但无论从理论层面还是实践层面，都还不够系统、成熟，尤其在如何适应新时期要求和企业文化理论中国化方面的一些关键问题，比如传统文化对中国企业文化建设的影响，具有中国特点企业文化的内容以及我国企业文化建设路径等方面的研究还很薄弱，这对我国企业文化的建设是不利的，而且与新时期的要求也有较大差距。
在这一背景下，本文力图从企业文化的理论沿革和内容结构入手，通过分析中国企业文化的实践及贡献，新时期对我国企业文化建设思路转变的要求和对中国企业文化建设起关键作用的影响因素，提出建设以富强中华的共同理想、以人为本的管理思想、开拓创新的变革精神、合法求利的效益观念、艰苦奋斗的优良传统、走向世界的战略眼光等六大理念为核心的企业文化，并结合转变要求和影响因素，提出了以“领导人文化”建设为切入点，通过强化的、有针对性的管理行为建设中国企业文化的路径。
当然，企业文化无论其理论内涵还是实践过程，都要形成一整套体系完整、内容丰富、具有很强操作性的系统，才能够对企业有普遍的指导意义，但是如果能够针对存在的问题，抓住其中某些主要的因素进行分析，并提出解决思路，相信至少可以在现阶段对我国企业文化建设具有一定的指导作用。这也正是笔者进行研究的目的和意义所在。
A span-new theory, Enterprise Culture, which was to explain the phenomena that America enterprise with the advanced technique equipment, abundant economic strength, and high level of personnel diathesis and management had lagged behind their competitors especially Japanese Corporations, was formed in the seventies to eighties of the twentieth century. After more than 20 years, the enterprise culture has evolved to a steady systemic theory in the definition and content through academic research and practices. The definition of enterprise culture is the highest goal, value standard, basic belief and behavior, which a group of coworkers are used to interact with each other and have been accepted by the people. It is an organic complex of enterprise conception, system and matter. There were a number of experience on building Chinese enterprise culture due to the early practices and the first upsurge in the eighties, however, it is not systematic and ripe on both theory and practice, especially on some key-questi
ons that were caused by the requests of new period and Chinese characteristic. For example, it is still weaker in these researches on the affluence of traditional culture, the theory with Chinese feature and the path to construct Chinese enterprise culture, which will negative impact on the construction in Chinese enterprise culture, furthermore have obviously gap in requirement of New Economic Age.
Based on this background, the essay analysis practice and contribution on establishing enterprise culture by Chinese corporations, the conversion of thought way due to the request of new period and other important factors, and suggest the enterprise culture should have six core conceptions: the same ideal to develop china, the management based on human being, the spirits of innovation, the conception on obtaining the profit by the legal way, the excellent tradition with hard struggle and the strategic foresight with globalization. Moreover, according to the requests and affective elements the author also indicated the primary settlement is to set up "leader culture"
as the centers , then to construct enterprise culture through strengthening and aimed management.
In fact, it needs an integrated and abundant system not only in the theory but also in practice so that it can provide general guidance on the industry development. Whereas, if we aim at the problems and analyze the main factors, then point out the solutions, it will have instructive effect on establishment of Chinese enterprise culture at present. That is the purpose and significance of author's research.
在这一背景下，本文力图从企业文化的理论沿革和内容结构入手，通过分析中国企业文化的实践及贡献，新时期对我国企业文化建设思路转变的要求和对中国企业文化建设起关键作用的影响因素，提出建设以富强中华的共同理想、以人为本的管理思想、开拓创新的变革精神、合法求利的效益观念、艰苦奋斗的优良传统、走向世界的战略眼光等六大理念为核心的企业文化，并结合转变要求和影响因素，提出了以“领导人文化”建设为切入点，通过强化的、有针对性的管理行为建设中国企业文化的路径。
当然，企业文化无论其理论内涵还是实践过程，都要形成一整套体系完整、内容丰富、具有很强操作性的系统，才能够对企业有普遍的指导意义，但是如果能够针对存在的问题，抓住其中某些主要的因素进行分析，并提出解决思路，相信至少可以在现阶段对我国企业文化建设具有一定的指导作用。这也正是笔者进行研究的目的和意义所在。
A span-new theory, Enterprise Culture, which was to explain the phenomena that America enterprise with the advanced technique equipment, abundant economic strength, and high level of personnel diathesis and management had lagged behind their competitors especially Japanese Corporations, was formed in the seventies to eighties of the twentieth century. After more than 20 years, the enterprise culture has evolved to a steady systemic theory in the definition and content through academic research and practices. The definition of enterprise culture is the highest goal, value standard, basic belief and behavior, which a group of coworkers are used to interact with each other and have been accepted by the people. It is an organic complex of enterprise conception, system and matter. There were a number of experience on building Chinese enterprise culture due to the early practices and the first upsurge in the eighties, however, it is not systematic and ripe on both theory and practice, especially on some key-questi
ons that were caused by the requests of new period and Chinese characteristic. For example, it is still weaker in these researches on the affluence of traditional culture, the theory with Chinese feature and the path to construct Chinese enterprise culture, which will negative impact on the construction in Chinese enterprise culture, furthermore have obviously gap in requirement of New Economic Age.
Based on this background, the essay analysis practice and contribution on establishing enterprise culture by Chinese corporations, the conversion of thought way due to the request of new period and other important factors, and suggest the enterprise culture should have six core conceptions: the same ideal to develop china, the management based on human being, the spirits of innovation, the conception on obtaining the profit by the legal way, the excellent tradition with hard struggle and the strategic foresight with globalization. Moreover, according to the requests and affective elements the author also indicated the primary settlement is to set up "leader culture"
as the centers , then to construct enterprise culture through strengthening and aimed management.
In fact, it needs an integrated and abundant system not only in the theory but also in practice so that it can provide general guidance on the industry development. Whereas, if we aim at the problems and analyze the main factors, then point out the solutions, it will have instructive effect on establishment of Chinese enterprise culture at present. That is the purpose and significance of author's research.
引文
1、徐联仓主编《组织行为学》中央广播电视大学出版社1993年第一版
2、郭纪金主编《企业文化》，中山大学出版社，1995年版第一版
3、吴晓波著《大败局》浙江人民出版社2001年1月第一版
4、张寿正等著《攻坚之战：国有企业改革与发展的回顾与展望》中国经济出版社2001年7月第一版
5、颜建军、胡泳著《海尔中国造》海南出版社三环出版社2001年3月第一版
6、吴晓波著《大赢家》中国企业家出版社2002年4月第一版
7、田本主编《企业发展引擎》华夏出版社2003年5月第一版
8、周天勇主编《现代国有资产管理新模式》中国财政经济出版社，2003年6月第一版
9、张德、吴剑平著《企业文化与CI策划》清华大学出版社2003年10月第二版
10、(美)杰克·韦尔奇著《韦尔奇自传》机械工业出版社2002年5月第一版
10、(美)威廉·拜汉姆等著《培育企业领导者》华夏出版社2003年10月第一版
11、(美)明恩溥著《文明与陋习》书海出版社2004年1月第一版
12、曾仕强“中国式管理”，《经济观察报》2004．02．02第145期
13、张德“企业成功重在创造文化”《中外管理》1997年1月
14、吴剑平“文化竞争力的实现模式”《中外企业文化》2001年4月总第87期
15、韩岫岚“注意避免企业文化建设的误区”《中国工业经济》1996年7月
16、陈小平“论企业文化的塑造与变革”《中国人力资源开发》2001年第5期
17、赵龙“领导者—一个善变的角色”中人网2004-04-20
18、赵琼“对中国企业文化发展的反思”职业经理网2003-05-18
19、杨帆“中国企业文化的根基”中人网2004-04-30
20、Peter M. Senge "The Fifth Discipline—The art and Practice of The Learning Organization"
21、Edgar H、Schein "Organizational culture and Ieadeship"
22、Edgar H、Schein "Process consultation revisited"
23、(美)威廉·大内的《Z理论——美国企业界怎样迎接日本的挑战》
24、(美)特雷斯·迪尔、艾兰·肯尼迪的《企业文化》
25、(美)爱德加·沙因的《企业文化与领导》，
26、雍雅君的文章“企业领导者与企业文化”
27、丁仕达的文章“企业文化概论”
28、关玉生的文章“论官本位”
29、任喜贵的文章“企业文化与竞争力”
30、庄重军的文章“管理哲学、企业文化与组织变革”
2、郭纪金主编《企业文化》，中山大学出版社，1995年版第一版
3、吴晓波著《大败局》浙江人民出版社2001年1月第一版
4、张寿正等著《攻坚之战：国有企业改革与发展的回顾与展望》中国经济出版社2001年7月第一版
5、颜建军、胡泳著《海尔中国造》海南出版社三环出版社2001年3月第一版
6、吴晓波著《大赢家》中国企业家出版社2002年4月第一版
7、田本主编《企业发展引擎》华夏出版社2003年5月第一版
8、周天勇主编《现代国有资产管理新模式》中国财政经济出版社，2003年6月第一版
9、张德、吴剑平著《企业文化与CI策划》清华大学出版社2003年10月第二版
10、(美)杰克·韦尔奇著《韦尔奇自传》机械工业出版社2002年5月第一版
10、(美)威廉·拜汉姆等著《培育企业领导者》华夏出版社2003年10月第一版
11、(美)明恩溥著《文明与陋习》书海出版社2004年1月第一版
12、曾仕强“中国式管理”，《经济观察报》2004．02．02第145期
13、张德“企业成功重在创造文化”《中外管理》1997年1月
14、吴剑平“文化竞争力的实现模式”《中外企业文化》2001年4月总第87期
15、韩岫岚“注意避免企业文化建设的误区”《中国工业经济》1996年7月
16、陈小平“论企业文化的塑造与变革”《中国人力资源开发》2001年第5期
17、赵龙“领导者—一个善变的角色”中人网2004-04-20
18、赵琼“对中国企业文化发展的反思”职业经理网2003-05-18
19、杨帆“中国企业文化的根基”中人网2004-04-30
20、Peter M. Senge "The Fifth Discipline—The art and Practice of The Learning Organization"
21、Edgar H、Schein "Organizational culture and Ieadeship"
22、Edgar H、Schein "Process consultation revisited"
23、(美)威廉·大内的《Z理论——美国企业界怎样迎接日本的挑战》
24、(美)特雷斯·迪尔、艾兰·肯尼迪的《企业文化》
25、(美)爱德加·沙因的《企业文化与领导》，
26、雍雅君的文章“企业领导者与企业文化”
27、丁仕达的文章“企业文化概论”
28、关玉生的文章“论官本位”
29、任喜贵的文章“企业文化与竞争力”
30、庄重军的文章“管理哲学、企业文化与组织变革”