The Role of Company Culture in Mergers and Acquisitions

Table of contents

1. Introduction

2. Mergers and Acquisitions
2.1 Definition and Implications of Mergers and Acquisitions
2.2 Phases in a Merger or Acquisition
2.3 Types of Mergers and Acquistions

3 Motives and Objectives for Mergers and Acquisitions

4 “Company Culture”
4.1 What is an organizational or company culture?
4.2 How can you change “Company Culture”?
4.2.1 Communication
4.2.2 Leadership
4.2.3 Balancing processes
4.2.4 Emotions
4.3 How to measure and assess organizational culture

5 Types of Organizational Cultures
5.1 Power Orientation
5.1.1 Patriarchal Power Culture
5.1.2 Autocratic Culture
5.2 Role Orientation
5.3 Task Orientation
5.4 Person Orientation
5.5 In how far are employees’ and company interests taken care of in the different types?
4.1 The Relation between Culture Types as regards Constraints on Individuals’ Freedom

6 Cultural Fit

7 Implications of cultural types for compatibility and cultural fit

8 Strategies for cultural integration in Mergers and Modes of Acculturation
8.1 Definition “Acculturation”
8.2 Extension Mergers
8.3 Collaborative Mergers
8.4 Redesign Mergers
8.4.1 Assimilation
8.4.2 Deculturation
8.5 Determination of Acculturation Strategy
8.6 Conclusions drawn from Nahavandi and Malekzadeh’s model

9 Facilitators of cultural and company integration - Five drivers of Success
9.1 Coherent Integration Strategy
9.2 Strong Integration Team
9.3 Communication
9.4 Speed in Implementation
9.5 Aligned Measurements
9.6 Other Facilitators of Cultural Integration

10 Discussion and Conclusion

11 Sources