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356 WordsSep 10, 20152 Pages
Case Study # 6 MERGERS DON’T ALWAYS LEAD TO CULTURE CLASHES Problem Definition If dealing with the culture change was implemented in a right way, this will not lead to culture clashes although of the great difference between cultures. Justification of the Problem In these case it is definitely clarified that it isn’t a must that the merging of different cultures will lead to culture clashes, as when the acquiring company studies the behavior and culture of the acquired one and knowing how to benefit of them. List of Alternatives Here are 3 alternatives while merging 2 different culture companies: 1- Independent or semi-independent cultures after merging. 2- Absorbing the acquired company in the acquiring culture. 3- Co-creating new culture. Evaluate Alternatives 1- Independent or semi-independent cultures after merging. A A B B B B A A BEFORE AFTER In this alternative the acquiring follow the hands-off scenario, they didn’t interact with the acquired company’s culture as they respected the change and leave the integration take place slowly between the 2 cultures. 2- Absorbing the acquired company in the acquiring culture. A A A A B B B B BEFORE AFTER In this alternative the acquiring company completely absorbs the acquired company and starts educating and training the employees of the acquired company with the new rules of the game and conducting the vision and mission of the acquiring company to them clearly with judging their past culture and behavior or talking about what they were doing wrong (in the acquiring company’s point of view). 3- Co-creating new culture. C C B B A A BEFORE AFTER In this alternative the greatest attention is paid to have a successful integrated culture including all the positive points in each culture and eject

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