Organisation culture in a merger

 

I was invited to be speak on organisation culture at Avante Hotel by a Vistage group of entrepreneurs. One very interesting topic that came up during discussion was how to synchronise the culture of two companies A and B, when B has just been acquired by A. Is it a good idea to deliberately restructure teams so that employees from the two companies mix and integrate? Management wants to shift the culture of B to be closer to A. Will mixing employees cause the culture of A to shift towards B instead, i.e. having the opposite effect from intended? When the teacher seats a naughty pupil next to an obedient pupil, there is no guarantee the naughty pupil will become more compliant. Things can go the other way. Ultimately it is the teacher who needs to communicate expectations and enforce principles. That is how culture is built.