Cultural influences and the mediating role of socio-cultural integration processes on the performance of cross-border mergers and acquisitions

This article has been made available through the Brunel Open Access Publishing Fund.This paper reports findings from a longitudinal case study (2005–2011) of a merger between an Austrian and a German energy provider. I develop a model of socio-cultural integration processes based on an analysis of critical incidents expressed in 71 problem-centred interviews and observations with acquired and acquiring employees at four different points of time: immediately before the takeover and during the first negotiation talks, and one, three and six years after the takeover. The findings suggest that the relationship between national and organizational cultural differences and M&A outcomes is mediated by socio-cultural integration processes defined in terms of the formation of interpersonal relationships, trust and shared identity. Based on these findings I formulate specific propositions and build an evidence-based model of M&A socio-cultural integration processes that guides future research and practice

POST-MERGER IT INTEGRATION: AN IT CULTURE CONFLICT PERSPECTIVE

This paper analyzes the culture conflicts between two merged IT departments from two banks and how they resolve them. The integration of divergent cultures is crucial to maintain the performance of merged organizations. This paper examines post-merger IT integration of a Taiwan\u27s financial holding company which merged a government owned bank with its banking business, and argues that the understanding of IT culture conflict between two merged departments can contribute to effective post-merger IT integration. This paper identifies three types of IT culture conflict occurring in IT integration, and then discusses how to resolve IT culture conflict in post-merger IT integration. We assert that IT department can resume the productivity once IT culture conflict can be identified and resolved even IT infrastructure and processes of merging organizations are incompatible

Three decades of strategic management research on M&As: Citations, co-citations, and topics

Merger and acquisitions (M&As) strategies have been growingly deployed by firms for their domestic and international expansion, to redefine their business scope or take advantage of emerging opportunities. In this paper we conduct a bibliometric study of the extant strategy research on M&As, assessed by the articles published in the main journal for strategic management studies over the period 1984-2010. Results reveal the highest impact works (articles and books), the intellectual ties among authors and theories that form five main clusters of research, and the topics delved into. Performance effects, M&As as diversification strategies and RBV and capabilities-based topics have dominated the extant research. The study contributes to the extant knowledge on M&As by taking stock of the accumulated knowledge and research direction, complementing other literature reviews with a strategic management specific perspective. Thus, we provide a rear view of the field which facilitates detecting untapped gaps that may be munificent avenues for future research.info:eu-repo/semantics/publishedVersio

The impact of cultural differences and acculturation factors on post-acquisition conflict

The importance of cultural factors as antecedents of post-acquisition conflict has been recognized in previous research. Nevertheless, this recognition has translated itself into relatively little wide-scale empirical research. Therefore, this paper empirically examines the impact of cultural differences and acculturation factors on post-acquisition conflict. It proposes that post-acquisition conflict can be explained by cultural differences and acculturation factors. The sample is based on domestic and international acquisitions carried out by Finnish corporations during the period 2001—2004. The results show that organizational cultural differences and organizational cultural preservation increase conflict, partner attractiveness decreases conflict, while national cultural differences have no influence on the level of conflict. These findings confirm that both organizational cultural differences and acculturation factors are needed to explain the essential dynamics of post-acquisition integration

Managing M&A-From Strategic Intent to Integration: IOCs Acquisition of IBP and After

<div align=justify>This paper, in the nature of a case study, discusses the entire range of managerial issues addressed by Indian Oil Corporation Limited (IOC) in the acquisition, subsequent merger and post-merger integration of IBP Co. Limited (IBP) following IBP's disinvestment by the Government of India. The three stages of IBP transactions spanned a 5-6 year period from 2002 to 2007. The paper discusses from IOC's perspective, the strategic case for the IBP acquisition, rationale for what turned out to be an extremely aggressive bid price for IBP, the raison for subsequent merger, and the critical choices made by IOC management in post-merger integration of IBP. The paper also examines the controversies the IBP transactions generated in their wake and the corporate governance issues involved. We conclude that IOC appears to have handled the entire value chain of activities in the IBP transactions from acquisition planning and strategic evaluation through deal execution, post-acquisition merger, and to post-merger integration with a high level of professionalism, a balanced sense of priorities and a high degree of sensitivity, rarely seen in the Indian public sector milieu. We also believe that as Indian companies, particularly the larger state-owned enterprises, find themselves in the inevitable need to pursue M&A-based growth strategies, IOC's IBP experience should provide useful guidance in their endeavours. </div>

M&A and post merger integration in banking industry: the missing link of corporate culture

The intense concentration process taking place in the financial systems of the major countries has attracted substantial attention from stakeholders and academics. The impact of M&A on value creation and efficiency / effectiveness improvements of banks involved appears, on the whole, disappointing and still hard to create benefits for customers. The reason seems to lie in the difficulty of governing a post-merger integration process, which generally requires good governance and management practices, significant experience and attention to cultural profiles and individuals’ behavior. More in detail, management literature recognizes the importance of corporate culture, considered as the set of values and decisions that drive individuals’ behaviors within organizations, for explaining alliance success in M&A operations. In fact cultural clashes could determine conflicts and negative effects, on one hand, on the timing and the effectiveness of the post-merger integration process and, on the other hand, on motivation and turnover of individuals. Set in Italian banking industry, this paper proposes a framework, applied to a representative sample of cases (about 78,2% of market share, based on total assets), for assessing cultural similarity of actors involved in M&A operations. Corporate culture is measured using an ethnographic approach focusing on language as its special artifact. The assessment is based on the definition of some key concepts that are relevant for the banking industry (e.g., competencies, competition, customer, disclosure, human resources, innovation, risk) and on a text-analysis model applied to a corpus of reference texts produced by the surveyed banks three years before M&A. The elaboration of data uses Wordsmith 4, a text analysis software developed by Oxford University. The paper is organized as follows: at first, we analyze and explain how low levels of cultural compatibility before M&A could limit the success of post-merger integration processes of banks. After, we propose and describe the measurement procedure of the cultural fit among bidder and target banks, based on text analysis. Lastly, we conclude with the discussion of the results obtained for each couple of banks involved in M&A and with suggestions for future applications of our framework.Banks; Merger & Acquisitions; Post-merger Integration; Corporate Culture

Post Merger Integration Leader and Acquisition Success: A Theoretical Model of Perceived Linkages to Success of Mergers and Acquisitions

It had become very clear that the post-merger integration process play an important role in realizing acquisition synergies identified at the outset of a merger thereby increasing the likelihood of merger success. While the general breadth of the topic post-merger integration is quite large, this study is focused more narrowly on the post-merger integration leadership. The extant literature of post-merger leadership identified a menu of leader competencies which were deemed important and were perceived to have a favorable influence on merger success. Leveraging on previous research, this study posited and tested a theory which examined whether or not a select set of post -merger integration (PMI) leader competencies positively influence merger success. The multiple case study based findings along with other potential explanations of the study outcomes are discussed. The findings also help the PMI leader selection process by delineating a set of empirically tested set of leader competencies which may result in influencing merger success

Exploring the factors influencing the negotiation process in cross-border M&A

This research study provides an empirical examination of the impact of national cultural distance, organizational cultural differences, communication, and planned employee retention on the effectiveness of negotiation process in the cross-border mergers & acquisitions (M&As). We developed and tested a conceptual framework of negotiation process in order to provide a framework for analysis of the key components of the negotiation process in the cross border M&A. The findings indicate that communication positively influence antecedent and concurrent phase of negotiation process. In addition, national cultural distance and organizational cultural differences negatively influence the effectiveness of concurrent phase. We also found that national cultural distance moderates the relationship between communication and effectiveness of concurrent phase of the negotiation process, as such that the positive effect of communication is lower when national cultural distance is higher. Furthermore, we found that planned employee retention positively affect the effectiveness of concurrent phase. Finally, the effectiveness of concurrent phase positively influence the effectiveness of consequent phase i.e. M&A agreement. The contribution of this study lies in providing new insights on negotiation-associated factors for incumbent executives, in order to enable them to better plan and implement cross-border mergers and acquisition deals