【正文】 flict. And according to the result of the investigation it’s proper to make preliminary cultural integration plan period. This step directly determines the fellowing process. A perfect assessment result contributes to a paratively reasonable initial plan. Collision stage The Implementation of Integrated PlanIntroduction stage is the beginning to carry out the cultural integration stage. During this stage, it’s often acpanied by large change measures, such as new organization of the structure building, the adjustment of the leadership, the personnel of the pact or the starting of larger programs, etc. As the implementation of the integration of plan goes, all kinds of culture had direct contact and collision, the generation of conflict is unavoidable. At this time, organization atmosphere is nervous, morale is low, ups and downs。 members may resist any form of reform, together with frustration, anger and the rivalry. Thus the enterprise culture integration in the new culture’s introduction, only on the basis of elaborate preparation can it start. When during the concrete operation, it also must be very careful and respond flexibly. During the collision stage, many issues appear to the face, from which we learn how to optimize our original plan. Thus, the implementation means more consideration about the possible accidents. Adaptive Phase Maintenance and Adjustment PlanAdaptive phase refers to a longer stage, which is from the main measures of pleting cultural integration to two kinds of culture have been gradually fused. During this stage, the center system and the adjustment of the leadership have been acplished, dominant contradiction has been solved, but its all sorts of hidden contradictions are still possible, which constitute the potential threat to the interests of the organization。 through a longterm accumulation hidden contradictions are likely to lead to bad behavior and dominant contradictions repeatedly. This phase may produce the most fierce cultural conflict. Therefore, managers should be good at discovering and eliminating all sorts of hidden contradictions, and maintaining and adjusting the new system in order to make a smooth and effective implementation. This stage is the key process of the whole integration. Dealing with the repeated dominant and hidden contradictions often determines the result of the integration. Thus, this stages must be more cautious. Innovation Stage Realization of the Real Cultural FusionInnovation stage refers to a period when on the basis of cultural integration, mergers and acquisitions start pioneering and innovative or a new fused culture. At this stage, it must pay attention to the cultural innovation, because it is the supplement of the new culture. More importantly, cultural innovation and development are the real affirmation for the original enterprise. Only on the basis of cultural integration to develop and update your own fruits , culture can be the real successful integration.ConclusionInternational Mamp。A is doubleedge sword: if you use the right strategies to implement your merger and acquisition process, the result will be fruitful, just like 1+12。 while if you mistake your merger and acquisition process, the Mamp。A can not only ruin the target enterprise, but also harm the acquiring enterprise. Here is a good exampleTCL group’s Mamp。A for Alcatel. TCL initially wanted to expand its cell phone industry to international markets by the acquisition of the famous cell phone corporation Alcatel. Unluckily TCL’s ambition was not realized so smoothly. What’s worse, the failure of this acquisition makes itself trapped. For a long period of time, TCL is in a downturn. One of the major reasons for its failure is culture conflict, TCL haven’t handled the cultural integration well, which is the hidden bomb for the following steps. Therefore, my thesis focuses on the culture for Mamp。A failures: how the culture makes impacts on international business, especially the overseas Mamp。A。 and how we handle the cultural integration. In my thesis, based on the discussion about culture , I give deep analysis about integration process. Meanwhile I raise different strategies for different stages of the cultural integration process. Thus, I hope my points can give the international corporations some help, which is my motivation of writing this paper.Acknowledgments During the production of this thesis, I would like to express my deepest gratitude to my supervisor Ms. Liu for her unfailing patience, helpfulness and supervision. In addition, my friends give me great encouragement and support during the pletion of my graduate thesis, so I’d like to send them my heartfelt thanks too. Finally I also like to thank the following important people in my life: my parents for giving me the opportunity to make my dream e true。 my sister for always being there to smile, offer support and make me smile. Their unselfish love acpanies me throughout all these years and gives me endless strength.Thanks to all the English department faculty members and staff .Thank you all.Bibliography[1] Charles, W. L. Hill. International Business (7th Edition). Beijing: China Renmin University Press, 2009.[2] Geert, H. Culture Consequences: International Differences in WorkRelated Values. Beverly Hills CA: Sage Publications, 1984.[3] Geert, H. Software of the mind: Surviving in A Multicultural World. Beijing: Science Press, 1996:78.[4] Geert, H. Culture Consequences: Comparing Values, Behaviors, Institutions and Organizations across Nations. Thousand Oaks CA: Sage, 2001. [5] Geert, H. Cultuses and Organizations: Software of the Mind (2nd Edition). Beijing: China Renmin University Press, 2010.[6] Mike, W. P. Global Business. Beijing: China Renmin University Press, 2009.[7] Namenwirth, J. Z. amp。 Weber, R. B. Dynamics of Culture. Boston: Allen am