General Theory of Corporate Culture

Author: Liu Zhiying
Publisher:
Publish Date: 2004-08-01
Features: This book delves into the enterprise, culture, and corporate culture from three levels, providing a detailed of the origins of enterprises, the factors influencing their development, changes in corporate forms, the formation and development of culture, and the historical evolution of corporate culture theories. In the theory of corporate culture correlation, it analyzes the differences and connections between corporate culture and related disciplines, particularly comparing and contrasting corporate culture construction with traditional corporate ideological education, proposing that corporate culture is a new form of ideological education. In the theory of cultural occurrence, it introduces the "Six Sources" theory of corporate culture and a corporate culture occurrence model, which holds significant academic value. In the theory of corporate culture structure, it examines four types of corporate culture structures and explores the theory of corporate culture structure from different levels. In the theory of corporate culture elements, based on traditional theories, it proposes that the style of corporate leaders and legendary stories are also elements of corporate culture, and conducts a thorough analysis of all corporate culture elements. In the theory of corporate culture function, it discusses the five characteristics of corporate culture on one hand and analyzes its functions from seven levels on the other. In the theory of corporate culture communication, the author applies basic communication theories to study the mechanisms of corporate culture communication from aspects such as content and scope, subjects and receptors, carriers and means, processes and timing, techniques and effects. In the theory of corporate culture comparison, it not only compares corporate cultures in China, Japan, the United States, and Europe but also summarizes five basic types of Chinese corporate culture. In the theory of corporate culture integration, it analyzes corporate culture integration and inter-enterprise cultural integration, proposing multiple integration models and practical cultural integration methods, which have practical application value. In the theory of corporate culture transformation, it systematically explores the types of corporate culture conflicts, the obstacles and tools of corporate culture transformation, and proposes an operational program for corporate culture transformation, which offers practical guidance and operational value for corporate culture transformation. In summary, this book is a rare systematic theoretical research work on corporate culture and also has strong practical guiding significance.