Culture of the New Economy of Development

Paper Keywords: Development of corporate Culture
Abstract: The high technology, especially information technology as the typical representative of the new Economic era, the Development of corporate Culture can be summarized as six more typical trend. In the internal and external conditions change, the corporate Culture should also be adjusted accordingly , update, enrich, Development, and to maintain the corporate Culture of the times to meet their further Development and personal Development needs.

Introduction
In modern society, corporate Culture has infiltrated all areas of importance for the different cultural characteristics of the emerging mix of corporate behavior. Culture is a perception - "it is difficult to give a very accurate definition of the next, but know when to see it "is the description of the enterprise content is in a certain social and historical conditions, and management of enterprises in production and business activities have created some unique spiritual wealth and material form, it enables organizations to unique and different from other organizations . corporate culture is the shared values of all system employees, including cultural attitudes, values, entrepreneurship, ethics, codes of conduct, history, tradition, enterprise system, cultural environment, enterprise products. corporate culture guiding behavior of all employees consistent, encourage their employees to restrain the role of staff, is conducive to quality products and business employees the value of excellent service delivery.

Enterprise development is inseparable from culture, it is a strong driving force for enterprise development is a catalyst for business growth. A unique corporate culture, but also enterprises in the fierce market competition, one of the secrets to success. In a high-tech , especially on information technology for the typical development of the new economy, dynamically grasp the development of corporate culture and the adaptation update amplified necessary. In this paper, the development trend of corporate culture on the preliminary discussion, induction, hope can have real management of corporate culture reference.

An adaptation "alliance win, win-win model," the requirements of the new strategic development
"Collaborative competition, alliance win, win-win model" is well-known U.S. management consulting firm McKinsey's the 21st century the development of new strategies. This is a need to adapt to new Economic era of network-based strategy, which is characterized by dominant Enterprise huddled purpose is to put competitors out of business, or to hit opponents. Although the relationship between responsibility and authority of its width constraints, but essentially it is a business organization and operating mechanism of an innovation. Since 8o since the 20th century, this strategy from form to content, great changes have taken place, alliances, mergers, take over the cases are legion. nearly three years, the world has 32,000 companies in alliances, such as the moment from the shock The international automotive giant Mercedes-Benz car company and the third largest U.S. car company Chrysler merger, then the computer giant Hewlett-Packard (HP) Company and Compaq (Compaq) marriage and other computer companies you can see reflected in the case. This is Economic development and the inevitable result of Economic globalization. It also proposed the development of our corporate culture, a new requirement that corporate restructuring how the integration of corporate culture issues. because the business combination, merger process , we can not only take into account the Economic and financial aspects of the problem, more important to pay attention to cultural differences. In general, companies have their own cultural identity, business history, development goals, business philosophy, their environment, team quality and so different, that are bound to form a distinctive corporate culture, mutual differences. If there is no integration of corporate culture, there will be "dubious, even the heart-shaped does not even" phenomenon. Therefore, only be weaknesses, learn from each other reach a consensus, the formation of "alliance win, win-win model" type of corporate culture, business was more vitality, cohesion and competitiveness. important to point out here that we are concerned about problems in Mercedes-Benz car company Cress Le Motors merger, there have been, the crisis of cultural integration after the merger is almost to the establishment of this world-class automobile manufacturing giant has lost its market position, according to originally! and to properly solve this difficult problem, businesses Managers at all levels must pay attention to and understanding of the following two aspects: First, we must follow the principle of proceeding from reality, according to the different situations the joint merger enterprise distinction. Second, both sides should pay attention to each other's conceit to overcome exclusion, to strengthen mutual understanding and exchange, to absorb each other's culture, through the fusion to become even more outstanding corporate culture.


2 strengthen the learning environment of the Cultivation
The real learning, who had for others involved in the core meaning of this. Through learning, we re-create ourselves. Through learning, we can do from the failure to do. Re-cognition of the world and we simply asked relations, and expansion of the energy future. This is the essence of learning organizations.

Therefore the late 20th century's most successful enterprises in the form of learning organization, it is considered not only the best performance, the most competitive, vitality strongest, most dynamic, more importantly, people in the learning process, gradually spiritual nurture of sublimation of the meaning of life ..

With the advent of knowledge economy, organizations in the form of flexibility to the flat direction, around the core of its management to develop people's initiative, from a linear thinking to systemic thinking and creative thinking changes, the personal and corporate a higher level of knowledge required. Peter - Senge In the monograph <<The Fifth Discipline - the art of learning organization and practice of>> the proposed "system rooted in thinking and creative thinking and knowledge of the flexible use of knowledge and potential and intellectual development, "the thesis. shows that learning is essential for sustainable development of the organization, the new economic environment of the most successful companies will continue to be a learning organization, learning organization in the corporate culture will be further attention. but to Note that the learning process of individuals and groups with problems, with different conditions will produce different results on the enterprise: individuals and groups are constantly learning and with a good company will produce a powerful driving force for development, thus promoting the business rapid development of both individual and group learning, but with the bad, "personality" is too strong, but not conducive to the development of enterprises. reposted elsewhere in the Research Papers Download http://www.hi138.com 3 and the combination of ecological and cultural
Ecological culture is a new management theory, which includes the ecological environment, ecological ethics and eco-ethics, is the person to resolve the relationship between man and nature, and psychological ideas and views combined. Ecological and cultural belonging to ecological science, main man and nature relations, embodied in the ecological spirit. The corporate culture is part of Management Science, the main Research relationships between people, embodies the spirit of humanity. But both are essentially a development concept, the use of systems perspective and systems thinking, Starting from the overall study, emphasized the scientific spirit, that is realistic, serious efforts to explore, from the narrow point of view, ideology is cultural, psychological and cultural, with culture as a guide and all means to sustainable development as the goal. and the enterprise many aspects of cultural development, eco-culture need to be combined with them, this is because:
First, some enterprises in the building of enterprise culture in the process, attention to human values, but they ignore the impact on the surrounding environment, the deterioration of the environment and the end of the treatment paid a heavy price
Second, modern consumers prefer green products, companies also want the "green wave" to improve the ecological content of their products,
Third, the enterprises to achieve sustainable development, "eco" is the only way, ecological and cultural integration into the corporate culture can not only expand the culture after the extension, but also help enterprises establish a good public image.

4 more focus on establishing a good corporate image
Directly with the companies corporate image of the rise and fall of the merits of linked, corporate reputation and the reputation of the enterprise in combination constitute a public image. Good popularity and reputation, is a huge enterprise intangible asset, reputation, Enterprises will be able to attract more outstanding personnel and to customers, to attract more investment, which can get support and help from community agencies. Economic globalization has made more competitive, companies have to come to the fore, image strategy utmost necessary, it is the operation of enterprises in the strength of the market economy, the status of expression .2 l century, competition among enterprises and technology personnel to remove the competition, there are more important point is that a consumer who first discovered neutral, and good image occupy the consumption of the heart, who will be able to obtain excess profits to occupy the market leader and expanding the business benefits.

5 focus on entrepreneurship and the personification of corporate values
Values are the core of corporate culture. Enterprises should strive to foster a "common destiny" values, so that the entire staff a sense of ownership, with the company with the breath, with the growth, with the development of life and death, so that the spirit of enterprise and the personification of corporate values, to achieve "unity of human enterprise." In this regard, the cultural construction of Haier in China can be described as a model of corporate culture, Haier Group, insightful and companies continue to motivate employees in their work - such incentives are not reflected in the passive to meet the psychological needs of employees, but by shaping the corporate culture so that employees from each heart and consciously generated dedication, and positive ideas and code of conduct and to keep their work fresh degree of responsibility in virtually been strengthened.

6 corporate culture out from the distillation of more emphasis on business climate "people"
Essential feature of business management based on object-centered and comprehensive pursuit of profit maximization as the goal, ignoring the human factor, in the management of fascinated by iron discipline, absolute obedience and the supreme authority. Here, the question becomes Labour pure employee-employer relationship. renowned economist Wen Tiejun In "" We Have in the end to what>> that: 2l century, the competitiveness of enterprises is the competition in talent and technology is beyond the developed countries, the main battlefield. corporate culture is definitely not one-sided enterprise workers to explore the physical, more importantly, to explore the intellectual resources of staff, more focus on people living factors. Compared with the previous management theory, theory of corporate culture is now more focused on "people", more emphasis on corporate survival of the spiritual environment, promote human human-centered management philosophy and opposition to "see things but not people," the rational management of ideas, advocated a progressive corporate culture and training of people to play the main role as the dominant part of enterprise management . Therefore, commercial enterprises can not longer bound, in the building of enterprise culture, people want more energy to invest and vigorously strengthen the "people" building - caring for people, love people, train people to improve people, from the product oriented to service-oriented transition from individual to enjoy the transition to the common happiness.

7 Conclusion
A sound corporate culture after a certain period of time necessary for the creation process, such as Hewlett-Packard Company after almost half a century before the formation of unique entrepreneurial spirit and culture in the process, the need to constantly analyze, summarize, and further refined fixed. In addition, corporate culture can not be once and for all, in the internal and external conditions change, the corporate culture should also be adjusted accordingly, update, enrich, develop, maintain the corporate culture of the times to meet business goals and further development of staff personal development needs. Successful companies not only need to know the current market environment, but also to understand their development, can consciously adjust, select the appropriate corporate culture, so that it can be continuously stimulate the potential of employee motivation, to do with the times to meet the challenges ahead. Links http://www.hi138.com Research Papers Download