In addition, the research wants to gain deeper understanding of what actions could the HR department of the business to do to guarantee the success of the M&A?
Dear Ross,
the most evident factors to assess impact before and during merger is output.. However, influence of resultant culture on employ satisfaction is one you have to evaluate carefully.
Upananda, Sri Lanka
There is a "7-7" law for the merger. That means 70 percent failture of merger is decided by integration after the merger,and 70 percent failture of integration is decided by culture between two companies.
Thanks Su,
I believe that culture cannot be change instantly and may established over time. For example, Williamson (2000) argues that societal culture dominates rest of the cultures. Organization culture is difficult to detach from the societal culture but may have different value sytems.
then the HR Department needs to identify values of org. cultures of merging entities. Respecting those values may prevent room for failures.
Upananda
thank you for both answering my question ( this was actually my research question which i am considering for my dissertation at my uni and i just thought this would another good way to find out if this is a good question to do :)
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