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二十世纪末,一直独领管理风恪、固守本土文化,备受西方企业界赞扬的日本企业,对战后经济成长的“最大成就”——终身雇佣制和年功序列制进行重新认识,踏入雇佣制度改革的禁区,引发了组织制度和经营体制的重大变革。“在从零开始对日本‘企业经营1995年体制’进行重新认识,摸索面向二十一世纪新的经营方法的过程中,众多企业做了大量的探索和实践”,《精兵简政——经营新挑战》所汇编的一系列“探索和实践”,几乎可以直接作为时下我们所进行的经营体制革命尤其是组织制度刨新的样本。——变革的主要成因:市场成熟化。1986年始,许多企业因需求锐减、价格下跌而陷入经营困境,而带动日本经济高速增长的汽车、电子等主导产业电陷入萧条,究其厚因除泡沫经济崩溃
At the end of the twentieth century, Japanese companies that had been managing the wind, clinging to their local culture and praised by the western business community, re-recognized the “greatest achievements” of post-war economic growth - the lifetime employment system and the annual power sequence system, and entered the employment system Restricted areas of reform led to major changes in the organizational system and operating system. “From the very beginning, Japan has made a great deal of exploration and practice in re-understanding Japan's' 1995 system of enterprise management 'and exploring new ways of operating for the 21st century.' ”The series of“ explorations and practices ”compiled can be used almost immediately as a sample of what we now carry out in the management system revolution, especially the organizational system. The main cause of change: the market matures. Since 1986, many enterprises have fallen into operational dilemma due to sharp drop in demand and falling prices, while the leading industries such as automobile and electronics, which led Japan's rapid economic growth, have plunged into depression.