PepsiCo Overview
PepsiCo is an American company that manufactures and distributes beverages, snack foods, and other related products. With its headquarters in New York, the business was formed in 1965 after amalgamation with Frito-Lay and Pepsi Cola Company. Since then, the company has rapidly expanded to different parts of the world while offering a variety of beverages and grain-based fast food (Luo & Luo, 2019). Some of the products manufactured and distributed by PepsiCo include Pepsi, Tropicana, Quaker Oats, and Ruffles. The company has a global presence of about 200 countries. In its mission, PepsiCo is committed to unleashing full potential by moving towards sustainable accelerated growth and winning with purpose.
Twicco Beverages Overview
Twicco Beverages is a Californian based small scale establishment that manufactures dairy-related drinks and beverages. The company was formed in 2012 as a milk packaging business before diversifying into dairy flavoured soft drinks in 2015. Twicco Beverages has concentrated its operations in California targeting buyers from the larger Los Angeles and Sacramento. Some of the products offered by the company include VitalPlus Milk, OptiPlus Juice, and CreamCola. Twicco Beverages plan to become the number one dealer in quality dairy-related drinks in the U.S and beyond.
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Steps Involved in Unifying Cultures of the Two Companies
Setting Priorities
Every business is formed to achieve certain goals and objectives. Once the management of both companies understands the two cultures, they can try to compare them with the overall targets they wish to achieve. From this comparison, the two managements can come up with certain priorities they wish to concentrate on in achieving the set goals and objectives (Weber, 1995) . After this process, it would be easier to determine which aspects to pick or leave from each culture when integrating the two. Setting priorities also helps in adopting a middle ground in integrating the ideals of each culture.
Hiring Professionals to Aid in Integration Process
For the cultural integration process to succeed, the two companies need to involve the services of particular professionals. Those experts must have the appropriate knowledge of how this process works. They also must have prior information about the culture of each company and how they worked before the merger. Involving professionals in the cultural integration process ensures that better decisions are made before a new culture could be adopted. The experts also assist in picking positive aspects of each that are aligned to the new organization’s goals.
Communicating Early
After the merging of two companies, the management of both come up with certain standards of operations that will be used by every worker in the new business. Having made those changes, it would be appropriate to communicate them to every employee. Before they could be implemented, every company needs to inform its workers of the impending changes so that they can prepare to adjust to them. Failure to do this will lead to confusion as the employees will not be able to determine which mode of operation to follow after the merger and formation of a new business (Bowen, 2018). Communicating those cultural changes will also align them to the new goals and objectives enabling each to play his/her part most appropriately.
Examine Cultural Difference
Each company has a unique culture which might be different from the other. The management of each organization needs to carry out an appropriate assessment to determine where differences occurs. This is done with a view of recognizing and addressing the existing gaps before the new company could start operating. Having carried out this assessment will make them identify the positive and negative side of each before deciding which sections to adopt. It is also wise to assess the culture difference with a view of developing an integrated version that will be appropriate for the new company’s goals and objectives.
Defining the New Culture and Developing an Integration Plan
After identifying the similarities and the differences between the two cultures, the management needs to form a new one that incorporates the ideals of both companies. It is made up of positive aspects of the two cultures which are steered towards the new organization’s goals and objectives. Having defined it, the management needs to develop an integration plan that will see it work smoothly. They need to involve every stakeholder in this process to ensure acceptability by each. It also prevents confusion that may arise as workers try to adapt to the new norm.
Retaining the best practices, systems, and policies of the two cultures- after the merger, the new company needs to retain the best practices of the two cultures. They will include all the positives aspects identified and aligned with the organizational goals. This practice is also aimed at preserving the heritage of each company’s culture and help employees transition to the new mode of operation.
Giving the new changes time- the new management should not expect the changes to be implemented fully overnight and should give them a particular timeframe to see their realization. There might be confusion or resistance by workers during the initial stage thus the need to allow them a certain period to familiarize themselves with the new culture.
Organizing a celebration- after the full integration of the new culture, the management of the formed company needs to organize an event to usher in those changes. At this stage, every member of the organization has familiarized themselves with the new norm thus the need to come together and fully welcome those changes.
References
Bowen, M. (2018). Unifying vision, brands and culture in complex company mergers: nTHRIVE. Journal of Brand Strategy .
Luo, Y., & Luo, Y. (2019). PepsiCo. In Partnering with Chinese Firms . https://doi.org/10.4324/9781315200491-8
Weber, Y. (1995). Integrating and preserving a different culture after acquisition. International Journal of Conflict Management . https://doi.org/10.1108/eb022762
