Mergers and Acquisitions are commonplace in modern global business. However, organisational culture is often overlooked in M&A processes despite it being a crucial element to success.
Every organisation has its own unique culture that develops and evolves over time. The combination of two unique organisational cultures is always a challenge. This is compounded by elements of national culture if organisations come from different countries.
We help organisations recognise the potential strengths of their common organisational practices and understand the benefits of the national cultures of their personnel.
Organisational culture must be taken into consideration if the M&A process is to be successful.
Change management (CM) focuses on how people and teams are affected by organisational transition.
Organisational culture plays a significant role in change management. Organisations with highly engaged employees and open and effective internal communication are more likely to succeed in their change management initiatives. We help you to:
We define Organisational Culture as the way in which the members of an organisation relate to each other, their work and the outside world in comparison to other organisations. Your organisational culture can enable or hinder your strategy.
The Hofstede Multi-Focus Model on Organisational Culture is a strategic tool aimed at helping organisations to have a functional culture
It consists of eight dimensions:
D1 Means-oriented vs. goal-oriented
D2 Internally driven vs. externally driven
D3 Easy-going work discipline vs. strict work discipline
D4 Local vs. professional
D5 Open system vs. closed system
D6 Employee-oriented vs. work-oriented
D7 Degree of acceptance of leadership style
D8 Degree of identification with your organisation
Learn more about the organisational culture model with our application: