The purpose of this paper is to show how mergers can be accomplished with minimum disruption and a positive outcome.
Describes how integration of employees, and their separate cultures, during a merger can be successful with the use of technology.
Organizations coming together through mergers face a steep learning curve. There are elements of the “give and take” of a marriage in buying into each other's cultural legacy. The formation of that new culture is as much about the process through which standards are arrived at as the values themselves. If a harmonious outcome can be achieved, with process and values aligned, the result will surely be the “good fit” which was promoted enthusiastically by both sides when the merger was first mooted.
Looks at the question of getting the best of both worlds by ensuring that during a merger of two organizations, cultural integration brings something positive to the new organization?
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