Mergers Clash

Waleed Ghalwash 50H

Presented to: Dr. Hesham Sadek

Mergers don’t always lead to culture clashes

Problem Definition

Culture clash is a condition that occurs when the rules and norms of an individual's culture

conflict with the role demands of conventional society and that is due to the difference

between corporate cultures, values, beliefs, policies, procedures, and processes, it is

costumed that usually the larger firm retains its identity.

Justification for Problem Definition

A culture clash is when two cultural groups get together and differences in their values or

beliefs create misunderstandings or other problems. Mergers fail when the management

neglect the role of holistic management and focus primarily on HR only; Understanding the

employment issues like leadership, employee communications, talent retention and cultural

alignment are crucial for success and can contribute to a makeover of the long term

success of the merger; yet HR isn’t the only responsible for this.

List of Alternatives

1. Adopt change management (ADKAR)

2. Describe clearly to the employees the current merge and how everything is going to be and

assign the change process task to HR.

3. Build empowered change teams.

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Alternatives Evaluation

Adopt change management using ADKAR

ADKAR Model outlines the individual’s successful journey through change, each step

naturally fits in the typical activities you associate with change management. as Awareness

of the business reasons for change (the first step of ADKAR) is a goal of early

communications related to a business change. Desire to engage and participate in the

change (the second step of ADKAR) is the goal of sponsorship and resistance

management. Knowledge about how to change (the third step of ADKAR) is the goal of

training and coaching. By identifying the required outcomes or goals of change

management, Using ADKAR change management model we can achieve reconstruction of

the organizational...