Maintaining Organizational Culture During a Merger Essay
Mergers mean a huge operational and cultural change for employees. Culture is too often neglected. Don't fall into this trap. Here's how you can: ~ View PDF View EPUB. Mergers and acquisitions cause organizations to experience significant disruption, often taking a toll on employee well-being. This qualitative study, Integrating cultures after a merger. When a merger or acquisition unexpectedly gets out of hand, the costs are painfully clear. Morale drops. Synergies fail. Talking about the integration of two corporate cultures usually revolves around “cultural content,” the norms, beliefs, and values that lead to common descriptions of the companies, such as bureaucratic. Building a strong post-merger culture. Reconciling the behavioral differences can feel intimidating, but there are three key steps leaders can take to integrate organizational cultures. By including these elements in the cultural integration plan, the merged organization can successfully meet the challenges of merging cultures. Key tasks during this phase that are recommended to be accomplished: 1 Negotiate the composition of a mixed group designated to working on the integration of culture. 2 Decide on the. A healthy organizational culture serves as the backbone of innovation, collaboration and growth, fostering an environment where employees thrive and business goals are achieved with enthusiasm and efficiency. At Culture Partners, we understand the profound effect that a positive, vibrant culture can have on an organization's success. Help employees prepare for change by providing routine updates on the merger or acquisition. Share the reasons that drove the M amp A in the first place, explain upcoming M amp A activities, share timelines, and be clear about expected changes. Create space for employees to share their concerns and ask questions openly. Both qualitative and quantitative analysis methods are used to examine the effect of leadership and change management strategies on individuals' acceptance of cultural change. Findings show that in many cases the change that occurs as a result of a merger is imposed on the leaders themselves, and often the pace of change is difficult. The importance of a well-planned integration approach is well known, but is still not widely implemented. The success or failure of an acquisition is essentially decisive. An expert-led survey by Pritchett found that of companies surveyed reported evaluating cultural compatibility before initiating a merger. This often overlooked factor could be. Resume. When leaders are tasked with implementing large-scale organizational changes, they often pay too much attention to the what of the change, such as a new organizational strategy, a new business model or: setting clear expectations and priorities. With sensitivity to the differences in cultures, you must work with both leadership and management teams to determine what the new normal will be. You need to prioritize how culture can help the merged organization achieve what made the deal so attractive. Resume. Every organization develops and maintains a unique culture, which influences the way employees think, feel and behave in the workplace. People join or are associated with different ones.