Organisational Culture - 8269 Words

The topic canvasses the effects of organizational culture on the MA. This annotated bibliography is composed of research based, case study and literature reviewed articles, that all of them are recently published papers. Although in the aspect of mergers and acquisitions, organisational culture has various definition and encirclement (Riad, 2007), from recently introduced emotional intelligence (Harrison-Walker, 2008) to theoretical definitions (Schraeder Self, 2003), and also there are some debates about the direction of its effects on MA (Stahl Voigt, 2008), but its influences on MA are undeniable. (Stinchcomb Ordaz, 2007) The most important effects of organisational culture on MA could be summarised as goal and mission†¦show more content†¦Findings of the research have been categorised in three different aspects. In cultural type aspect, the most important findings are the lack of effective communication management and the absence of a clear strategy for implementing t he merger. It have been founded that most of the observed companies have set the financial benefits and economics of scale as their main objectives. In human resource aspect, It has been founded that no attempts have been made for finding the organisational fit before the mergers and this caused a high level of uncertainty between the employees. Finally, because of the bad management of turnover during the merger, most of the companies have lost their top manager and staff significantly. Integrating the attributes of human resource and organisational culture are on of this article significance. This article has evaluated the success of the mergers and acquisitions by interrelated characteristics between these two main fields. Another significance is the location of the research, South Africa, Which there are a few research related to that country. The research has used only five companies that mean a very small sample size. Furthermore, companies have been chosen from different indu stries and sectors, which reduce the precision of the findings. It could be added that the authors have used qualitative research, which means the findings are highly based on the interpretation of the authors. Article utilisedShow MoreRelatedOrganizational Culture And Organisational Culture1063 Words   |  5 PagesOrganisational Culture Organisational Culture is defined as what the employees perceive and how this perception creates a pattern of beliefs, values and, expectations. Organisational culture differs from organizational climate. Climate refers to more temporary attitudes, feelings and perceptions of individuals (Schneider, 1990). Culture on the other hand is an enduring, slow to change, core characteristic of organisations which is an implicit often indiscernible aspects of organisations, climateRead MoreOrganisational Culture1067 Words   |  5 PagesOrganisation Culture as there are many ways in which you can define the subject my interpretation of it is that it is structure of shared meaning which is held by members that differentiate the organisation from other organisations. Culture has its origin in the organisational interaction. The model put forward by Schein (1985) Schein divides organisational culture into three levels: Outer layer: These outer layers are at the surface, those aspects (such as dress) which can be easily recognisedRead MoreOrganizational Culture And Organisational Culture2209 Words   |  9 PagesLiterature on organisation culture has been involved rapidly and dynamically despite the relatively new to the concept (Schein, 2004). 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