“Organizational culture is the basic pattern of
shared assumptions, values, and beliefs considered to be the correct way of thinking about and acting on problems and opportunities facing the organization. It defines what is important and unimportant in the company”.
(2010). The EU integration process - Part One of Two[Theater]. Available from http://www.youtube.com/watch?v=OMvIfE8xPw0
(Henze)
Merger Strategy.Assimilation: is acquired company embraces acquiring firm’s culture. Works best when acquired firm has a weak culture.
("Monumenta," 2011)
Deculturation: Acquainting firm imposes its culture on unwilling acquired firm. Works best when rarely works-may be necessary only when acquired firms culture doesn't work out employees don’t realize it.("Ditamic," 2007)
Integration: Combining two or more cultures into a new composite culture. Works best when existing cultures can be improved.
Separation: Merging companies remain distinct entities with minimal exchange of culture or organizational practices. Works best when firms operate successfully in different businesses requiring different cultures.
According to the case studies (in class and in textbook), 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?
First step are incentives, in order to obtain something we want from some one, we follow and wish to know what type of behavior we expect they are going to have in order to receive what we want.
Second is Deviation, if you think or see a person acting in a way that you don’t approve of towards expectations or society norms, you began to monitor more closely to analyze their behavior. This way we know what we are dealing with, the ability to predict others behavior by analyzing their actions.
Last step is Future Interaction, the odds of a future interaction with others, grows depending on how close we supervise their behavior.
Bibliography
Monumenta. (2011). Retrieved from http://www.cfecgc-pagesjaunes.com/article-jump-2012-les-negociations-en-cours-sur-jump-71703314.html
McShane., Steven. (2000). Organizational culture. Retrieved from http://www.kfunigraz.ac.at/iimwww/iimwww/orgculture.pdf
Ditamic. (2007). Retrieved from http://www.google.com.co/imgres?imgurl=http://www.dataimc.com/image/integration2.jpg&imgrefurl=http://www.dataimc.com/integration.php&usg=__zRLaMdOO6pAX53AE_Yr3wC66IHI=&h=271&w=443&sz=18&hl=es&start=0&zoom=1&tbnid=ZOqR9QwByj0yIM:&tbnh=141&tbnw=244&ei=mKTVTazwK9Cjtge2562YBw&prev=/search%3Fq%3DIntegration%26um%3D1%26hl%3Des%26sa%3DN%26rlz%3D1C1SKPL_enCO423CO432%26biw%3D1680%26bih%3D949%26tbm%3Disch&um=1&itbs=1&iact=rc&dur=415&sqi=2&page=1&ndsp=41&ved=1t:429,r:4,s:0&tx=124&ty=67
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