某公司企業(yè)文化整合方案(英文版)(文件)
【正文】 ce modeloutputinputenvironmentresourceshistorystrategysystemunitindividualworkpeopleformalanizationinformalanization8strategyhp on hpsimilarities? topdown strategy。 top management is more formal and removed? recent changes led to low moralepaq on paqsimilarities? low credibility in leadershipdifferences? leadership achievementoriented, rugged individualists (what gets done)unique mentary? people are bright, mitted, and work hard, long hours? good interpersonal relationships? learning happens on the job? insufficient investment in training and development? people do not feel empowered, except in field13congruence modeloutputinputenvironmentresourceshistorystrategysystemunitindividualworkpeopleformalanizationinformalanization14formal anizationhp on hpsimilarities? goals change too often。 but thoughtful and high involvement? general perception that decisions are rarely made, but tend to stick once madepaq on paqsimilarities? goals change frequently and not synchronized between frontend and backend anizations? people are not held accountable。 and, there were a great many positive characteristics that both panies shared (for example, the emphasis on teamwork)? to minimize unproductive conflict moving forward, there are several lessons or implications from this study for how we work together:– focus and build upon our mon strengths– e to agreement about the appropriate time horizon (longterm vs. shortterm) for any business strategy or set of strategies– clarify the meaning of terms or language that people are using before making judgments about others two people may be thinking about different things while talking about the same subject– agree up front on an approach to decision making to ensure that everyone is on the same page before entertaining discussion about the subject matter– take people’s needs and experience (., fort dealing with conflict, orientation to hierarchy) into account in how you approach problems and in how you interact to solve problems– where gaps or similarities are consistent across the enterprise, use the same approach to closing the gaps and building upon positive similarities29cultural due diligence studyThe results of the CDD will be posted on the newhpway webpage. See the following url for more information on CDD and the cultural cornerstones of the new hp:nstrategy/ne
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