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未来数年将是中国企业陆续实现领导人交替的时期。对中国的大多数企业来讲,以二次创业为主要特征的企业战略转型和组织变革常常与企业交接班过程融为一体,无论是对企业还是对交接前后两代企业家,都构成了巨大的挑战。企业在交接班操作过程中所面临的问题反映了中国企业的深层矛盾:它在形式上表现为企业高层领导职位任职者的更替,但在本质上却触及企业的治理结构、战略转型、组织与文化再造、企业家个人转型等问题。
The coming years will be the period when Chinese enterprises will gradually turn their leaders. For most enterprises in China, strategic transformation and organizational change, which are characterized by secondary entrepreneurship, are often integrated with the transition process of enterprises. Both the enterprises and the generations of entrepreneurs before and after the handover constitute a huge The challenge The problems faced by enterprises in the handover process reflect the deep contradictions of Chinese enterprises: in the form of turnover, they represent the change of the incumbents in senior leadership positions in the enterprise, but in essence they touch on the corporate governance structure, strategic transformation, organization and Cultural reconstruction, entrepreneurial personal transformation and other issues.