Mergers and acquisitions frequently result in job losses. At thesame time, many organizations experience an unplanned and oftenundesirable exodus of talented personnel post merger or acquisition.Objective merger reselection procedures can play a useful role inguiding organizational retention decisions, but such procedures arelikely to take time and may be ineffective in stemming the moreimmediate postacquisition drift. Individuals may leave the organizationbecause they find themselves incongruent with the new culture but theymay also leave because they are uncertain, confused, or findingthemselves in an ambiguous working environment. Discusses thesimilarities between merger and marriage, and outlines three types oforganizational marriage and their implications for culture change.
Journal of Managerial Psychology – Emerald Publishing
Published: Jun 1, 1993
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