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Casual Articles - Maintaining Culture Integrity After A Merger Or Aquisition
Brand equity can be defined in many different ways. I have developed a simple, yet powerful, definition of brand equity. For a brand to be strong it must accomplish two things over time: retain current customers and attract new ones. To the extent a brand does these things well, it grows s
5. Management does not know what they want the new culture to look like and therefore plays ‘Let’s wait and see.’
6. Management is out of touch with reality of what is really going on in the trenches of the or
First, this post is not about magic, or how to perform magic. It's about getting a position in a restaurant performing your particular brand of magic.Working as a close-up performer in a restaurant is probably the easiest way for the inexperienced magician to gain valuable 'face tim
However, it is a puzzle to me why so many organizations do such a poor job of blending the cultures of the two organizations into an effective, focused, and successful new corporate entity with a clear direction, culture and personality.
Why is this?
1. Management is too busy with the financial/administrative tasks that they have no time or energy left to manage the human factors better.
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management does not have the empathy or sensitivity to the impact on the human relations of the new culture and delegates these decisions/actions to the HR department, or no one if there is no HR department.
4. Management tries to legislate the new culture rather than let it cultivate over time.
5. Management does not know what they want the new culture to look like and therefore plays ‘Let’s wait and see.’
6. Management is out of touch with reality of what is really going on in the trenches of the org
Are you thinking about switching careers? If you are, you're not alone. Most Americans switch careers three times in their lifetime. Nevertheless, switching careers is scary. And it's especially paralyzing the older you get. But making a career switch is very possible and much more co
However, it is a puzzle to me why so many organizations do such a poor job of blending the cultures of the two organizations into an effective, focused, and successful new corporate entity with a clear direction, culture and personality.
Why is this?
1. Management is too busy with the financial/administrative tasks that they have no time or energy left to manage the human factors better.
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management does not have the empathy or sensitivity to the impact on the human relations of the new culture and delegates these decisions/actions to the HR department, or no one if there is no HR department.
4. Management tries to legislate the new culture rather than let it cultivate over time.
5. Management does not know what they want the new culture to look like and therefore plays ‘Let’s wait and see.’
6. Management is out of touch with reality of what is really going on in the trenches of the or
It has been over twenty five years since I started a small catering company that specialized in International Tapas, tiny silver trays of finger foods to delight the eyes and satisfied the stomach. These little morels were tasty, light and filling. At the time I did not know the little de
Why is this?
1. Management is too busy with the financial/administrative tasks that they have no time or energy left to manage the human factors better.
2. Management does not realize the impact on morale, security, relationships and productivity of a culture filled with uncertainty, stress and change.
3. Management does not have the empathy or sensitivity to the impact on the human relations of the new culture and delegates these decisions/actions to the HR department, or no one if there is no HR department.
4. Management tries to legislate the new culture rather than let it cultivate over time.
5. Management does not know what they want the new culture to look like and therefore plays ‘Let’s wait and see.’
6. Management is out of touch with reality of what is really going on in the trenches of the or
The computer age has changed the face of job searching tremendously. Massive job databases as well as individual company websites make it easy for jobseekers to find and contact those companies looking for new employees. Not only is locating and job matching made simpler, but submitting re
3. Management does not have the empathy or sensitivity to the impact on the human relations of the new culture and delegates these decisions/actions to the HR department, or no one if there is no HR department.
4. Management tries to legislate the new culture rather than let it cultivate over time.
5. Management does not know what they want the new culture to look like and therefore plays ‘Let’s wait and see.’
6. Management is out of touch with reality of what is really going on in the trenches of the or
Self-storage is simply, the ability to rent a secure, dry, clean room in a warehouse, giving you the ability to access your possessions whenever you need to. The idea is generally that you personally lock the room with your own padlock and keys and the storage facility company will take ca
5. Management does not know what they want the new culture to look like and therefore plays ‘Let’s wait and see.’
6. Management is out of touch with reality of what is really going on in the trenches of the organization and relies on its ‘direct reports’ for their awareness and/or understanding of what is really going on rather than checking bottom-up for its reality check.
I worked with a client a few years ago that went through a merger – acquisition. After four years, two distinct cultures were still present in the organization. I constantly heard: when I was with ___ , we never had this problem. And from employees of the acquired organization there was still a dispute about who bought whom.
I will tell you that during these years of uncertainty, lack of focus and unclear direction, this organization lost business, sales and good employees until they decided to spend as much time and money on their human resources as they did their printing.
Management quote for the week: Mere precedent is a dangerous source of authority. Andrew Jackson
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