高校合并后的组织文化冲突与整合过程研究

高校合并后的冲突大部分是属于组织文化的冲突,成功的合并过程必然是组织文化成功的整合过程。高校合并后组织文化的冲突主要体现在外显形象、理念形象、组织战略、管理行为、亚文化、甄选过程等方面。组织文化的冲突如不能得到很好地整合,必然会对高校的合并过程带来长久的不良影响。合并后的高校必须对组织文化的冲突进行有效整合,才能实现真正意义上的合并。

On the Conflicts of Organizational Culture and the Restructuring and Realigning in the Merger of Universities and Colleges

Most of the conflicts arising from the merger of universities and colleges are the ones of organizational culture. The successful merger processes must be the successful restructuring and realignment processes of organizational culture. The main conflicts in the merger of universities and colleges are the external image, the conceptual image, organizational strategy, management, subculture, the selection process, etc. If the conflicts of organizational culture are not well restructured and realigned, they are to have a bad and long - term effect on the merger of universities and colleges. Only by restructuring and realigning the conflicts of organizational culture effectively can universities and colleges really fulfill the merger.