Organizational Culture in Merging Process

Organizational Culture:

A pattern of basic assumptions that are considered valid and that are taugth to new members as the way to percieve, think, and feel in the organzation.

Mergers and Acquisitions:

Mergers and Acquisitions are when a firm renew its market position at a speed not achievable thougth internal development, merging implies the construction of a new social identity. the mergers create value in the companies implied.

The organizational integration variables are particulary relevant in the acquisition procces, there is a motive of the acquisition, and there is a precces of implementation.

Acculturative Procces:

Is when to groups adapts to each other and resolve emergent conflict, it occurs when conflictive groups have cultural differentation, and organizational forces reject integration.

The succes of a integration process depend primarly on, the managers ability to reconcile the need for strategic interdependence between the two firms, the need for organizational autonomy, amd the existence of cultural fit.

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Managing the ultural differences has been proved as a more realistic and succesful strategy in integration proccess than finding the ideal culture fit.

Question:

Acording to the case studies what are the practical steps to minimize the feeling of uncertainty normally expected by employees, and also to facilitate the learning proccess to occur between the two groups of people in their process of cultural and behavioral integration?

The practical steps are, create  positive atsmophere for capability transfer before initiating any actual consolidation of human and physical assets. Appropiate integration strategies implementation can facilitate the learning and acculturitation proccess resulting in minimising the uncertainties in the work place, and increasing the willingness to cooperate and to be part of a new culture entity.

References

Salama, Alzira, Wayne Holland, and Gerald Vinten. "Challenges and opportunities in mergers ans acquisitions. ." Journal of European Industrial Training 27 (2003): 313-321. Print.