My company XYZ is a local mobile network provider. To increase our sales base we sought to merge with OG so that we can be their sole distributor of their mobile gadgets, computer hardware and software locally. A merger would also open our wings to the international market. This is also an opportunity for OG’s Products to penetrate our market and gain familiarity in our bordering nations.
OG is a globally leading technological firm that designs develops and sells mobile phones, computer hardware, software and online services. Its products sell to a market of over a hundred countries around the globe. Because of the diversity of company OG, they tend to have a diverse culture from our own. In light of this, here are some key considerations that XYZ should consider to allow harmonization of both of our cultures:
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Review of company’s XYZ remuneration policy.
A merger may cause an imbalance in employee’s salary package, and it is, therefore, paramount to consider a review of the same just to ensure some harmonization (Adekola & Sergi 2016).
Formulation of a new training and mentoring program.
They should consider a mode, which allows for exchange programs for staff, which would go a long way in ensuring harmonization.
Establish transfer and relocation policies.
A merger opens a window for employees to work in another country and it is therefore paramount that XYZ puts this into consideration.
Review of the code of conduct.
Both companies have different codes of conduct regarding their policies, and therefore a review of the same is required to avoid conflicts.
Review of the key performance indicators.
There will be a definite change in performance evaluation, and so XYZ needs to reconsider this and come up with a standard way, which promotes uniformity (Stahl & Voigt 2004) .
Review benefits and reward scheme.
Benefits such as insurance covers and pension schemes may differ. Thus, a review of the same to be carried for uniformity.
Revise the recruitment and termination policy.
XYZ needs to review this to ensure conformity with GO as the standards may change after a merger.
Come up with an employee engagement scheme.
Because of the changes, XYZ might want to consider an employee engagement survey to gather their views and come up with a scheme that can harmonize their culture to that of GO.
References
Adekola, A., & Sergi, B. S. (2016). Global business management: A cross-cultural perspective . New York, NY : Routledge.
Stahl, G. K., & Voigt, A. (2004). Impact of cultural differences on merger and acquisition performance: A critical research review and an integrative model. In Advances in mergers and acquisitions (pp. 51-82). Emerald Group Publishing Limited.
