Organizational culture can be seen as a pattern of assumptions that are somehow valid and might encourage new members to think is the right way to perceive and feel within the organization, this collective programming of the mind is what identifies the members of one organization and sets them apart from members of the other companies.
Mergers and acquisitions are good ways to help a firm renew its market position a lot faster than internal development, merging as an integration process requires building a new social identity, and this integration process is the real source of value creations in acquisitions, this value can be created by economies of scale, economies of scope and resource transfer.
Acculturative process is defined as the ways in which two groups adapt to each other and work to solve future or incoming conflicts, this occurs when this groups have cultural differentiations and also when the organizational forces reject integration as a strategy, The success of an integration strategy depends mainly on the manager’s capability to reconcile the necessity for strategic interdependence between the two companies, and also managing the cultural differences has been a very successful strategy in integration process.
Because of the current business environment that we live in now days, Managers might want to focus on three different cultural modifications such as the constant support for a global view of today’s business, reinforcements for ethical behavior and the empowerment of employees to be better in terms of product and services quality.
According to the case studies, what are the practical steps to minimize the feelings of uncertainty normally expected by employees, and also to facilitate the learning process to occur between the two groups of people in their process of cultural and behavioral integration?
the steps to make this happen are: to create a positive and well designed atmosphere for ability an capability transfer before beginning consolidation of physical assets, when it comes down to integration, the appropriate strategies and the right implementation eases the learning process and thus minimizes the uncertainty that the employees expect, the strategy must be carefully chosen and implemented by the same standards with both groups to avoid greater uncertainty and low cooperation.
image retrieved from: organizational culture, http://www.google.com/search?q=organizational+culture&hl=es&prmd=ivnsbl&source=lnms&tbm=isch&ei=csLTTaq5OorL0QHWwu3XCw&sa=X&oi=mode_link&ct=mode&cd=2&sqi=2&ved=0CBkQ_AUoAQ&biw=1280&bih=595
information retrieved from: eafit interactiva, organizaciones y culturas course, contenidos.
information retrieved from: organizational culture: corporate culture in organizations, http://humanresources.about.com/od/organizationalculture/Organizational_Culture_Corporate_Culture_in_Organizations.htm
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