因而，整合企业文化提升核心竞争力，以全新面貌抓住机遇，迎接挑战，成为T集团急需解决的问题。
As a result, it has been an urgent matter for t Group to integrate corporate culture and upgrade core competitive power, and seize the opportunity with brand new appearance and meet challenge.
他们一起倡导出一种整合的行为学习模式，并融会贯通了东西方企业文化的价值。
Together, they promote an integrated model of action learning that combines values from Eastern and Western cultures of business.
建设企业文化可以提升企业的核心竞争力，可以对电信行业观念更新、体制变革、战略整合等提供最坚实的支撑。
Constructing enterprise culture well can promote the corporation core competence, and also provide the solid support to the idea renew, system reforms, strategy integrate and etc.
大量失败的企业并购直接源于企业文化整合的失败。
A number of unsuccessful enterprise mergence results from unsuccessful cultural integration.
最后，利用SWOT分析法和CIS战略理论对重组后的烟草企业文化进行整合设计。
Finally, by using of SWOT analysis and strategic theory of the CIS to make integration design for the tobacco enterprises' cultural after restructuring.
企业并购不是资金与技术等显性要素的简单联合，而是包括企业文化在内的隐性资源整合。
Enterprise merger is not a simple joint of dominant key element including capital and technology and so on, but the integration of recessive resources including enterprise culture.
本文结合并购整合的一般理论，重点研究了跨国并购中的企业文化整合问题。
This dissertation combines general theory of M&A integration, while emphasizing the importance of cultural integration after enterprise international M&A.
本文从整合营销传播的角度探讨了海尔集团广告营销策略与企业文化策略整合的新境界。
This paper discusses a new state of integrated advertisement marketing and corporation culture strategy of Haier Group according to Integrated Marketing communications.
其中企业文化整合与人力资源整合最为重要，企业文化整合是并购整合的基础，人力资源整合是并购整合的关键。
Enterprise culture integration and the human resources integration is most important, the enterprise culture integration is the foundation, and the human resources integration is the key.
在此基础上，本文提出对合并后会计师事务所的组织结构整合、执业标准整合、人力资源整合以及企业文化整合四个方面。
On the base of the above, the text points out four parts of resources integration, including the integration of the organization structure, working standards, human resources and corporation culture.
分析并购企业文化冲突的表现与原因，得出并购企业文化的整合具有明显的路径依赖型，并提出文化整合的具体路径。
The paper analyzes the characteristics and reasons of cultural conflict in these enterprises. It draws out the apparent path inertia for them as well as the specific approaches.
企业文化的导向问题直接影响着企业文化整合规划的成败，而导向的准确与否正是建立在我们前期进行的企业文化实态调研分析的基础上。
Whether merger and programming of an enterprise culture are successful or not, depends on its orientation directly, which is based on the essential research and analysis on the enterprise culture.
通过分析最终得出，企业文化由于其坚固性、无形性、动态发展性的特性，使传统的管理理念指导并购企业文化整合这一过程中表现出有些乏力。
By analyzing that drawing, due to that the characteristic of corporate culture is invisible, strong and dynamic development, the traditional management theory is useless to guide this issue.
本文提出企业文化三维价值导向及其整合的理论模式，探讨其作用机制，并就TCL企业文化实践作案例研究。
This paper puts forwards a new perspective of corporate culture based value integration and discusses its operation mechanism. Our case study is based on the corporate culture practice of TCL.
目前，国内烟草企业的资产重组正稳步进行，资产重组后企业文化如何整合就显得尤为重要。
At present, the assets reorganization of the domestic tobacco corporation has being made steady progress. Also it is particularly important for the corporate culture after restructuring.
该模型为并购企业评价企业文化整合后是否达到整合目标及分析企业绩效提供借鉴。
After the case study, the model offers a reference to assessing the integration goal and corporate performance.
该模型为并购企业评价企业文化整合后是否达到整合目标及分析企业绩效提供借鉴。
After the case study, the model offers a reference to assessing the integration goal and corporate performance.
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