Culture Is The Most Effective Culture

994 WordsMay 10, 20174 Pages
One of the most challenging aspects of the merger is determine which culture is the most effective culture to move forward with. It may be from one of the companies, a new one entirely, or even a blend of the two. It may be a large amount of hard work to create an entirely new culture, and there is a low probability of success, too. The easiest and most straightforward solution is to pick one of the company’s cultures as a host culture, and merge the other with it. For instance, Philip Morris/General Foods acquired Kraft. Despite the fact that they were the acquirers, they merged their culture into Kraft. Vocus, meanwhile, acquired iContact and built new headquarters for their acquisition, in the style and spirit of their own. It’s up to…show more content…
It takes time to create a culture change, simply because culture is essentially a habit and habits take time to form. Especially when in forming a new habit, you’re breaking an old one. The amount of time required for true cultural integration will be dependent on your business size. For large companies, it will take longer, and it may even take longer than two years. • Assign a manager to oversee the integration process. By putting an experienced person in a position to oversee integration, you will speed up the effectiveness of integration. It’s still going to take time to achieve your integration goals. • Cross pollinate both sides with employees from each company. This has proven to be effective in spreading cultural awareness and understanding, especially when those employees are A players. • Set integration goals that are specific, measurable, achievable, realistic, and timely. SMART goals are vital to the success of every project, so of course you should create a SMART plan for the integration process. This goes for managers with a team of 5, or a team of 125. • Measure both the behavioral and attitudinal aspects of the process. This can form part of your SMART plan, and it involves aspects such as labor turnover, and satisfaction with the new company. The reason that turnover is so important is, of course, that it’s a loss of an economic asset. Mergers often result in redundancies, however, failure to manage this effectively can
Open Document