|dc.description.abstract||Nowadays, Mergers and Acquisitions (M&A) is becoming a popular strategy to achieve business growth. When corporation faces globalization and evolution of information technology, they adopted this strategy to speed expansion, advance technology, and more competitive in the market.
Mergers and Acquisitions usually imply enormous impact on corporate culture, which usually results in the failure of expected goal of M&A. And due to the differences between two corporate cultures, the managing method after the mergers and acquisitions of an enterprise might as small as causing conflicts or friction, otherwise, could be as serious as mutually wounded. To fulfill the strategy of mergers and acquisitions of an enterprise, it has to rely on the integration after the mergers and acquisitions of a company. The fusion of corporate cultures is the key to a successful integration.
In this study, per reviewing the related documentations and observing the practical operations, we got the points that a healthy organization has to build a strong culture under open-minded, cooperating team, and willingness in communication. Moreover, such culture is not only existed on horizontal units, but also on vertical relationships. Position power is less influence for current management. Organization should encourage employees to have vertical communication between subordinates and superiors.
Meanwhile, the goal of M&A is not just to achieve organizational integration. Moreover, a leader has to focus on functionality of new organizational design in having a great successful Mergers and Acquisitions.||en_US|