Cultural Conflict In Mergers And Acquisitions

Enterprises’ mergers and acquisitions (M&A) is a favorite way to increase Enterprises’competitiveness and always be used. So far, M&A of the world has experienced five large-scale waves, since the late1990s, the situation of M&A has been growing, step of M&A is getting more and more fast, especially in now a day, M&A have already became the preferred choice in enterprises’scale growth. However, the results haven’t been good as expect. The researches of these scholars and institutes have shown that the M&A’s low success rate is because during M&A, management is misunderstanding to cultural clash and not too much pay attention to culture integration. Therefore, to research how to resolve the cultural conflict and culture integration need to cautious face it in M&A. With the rapid growth of economy in our country, economic growth in recent years, M&A case have also increase in China. However, because lack of the successful experiences and Mature theoretical system in M&A, Domestic companies are still in backward status, we needs to learn lessons in M&A cases From the domestic and foreign enterprises.This thesis is divided into five chapters, Chapter1Expounded the background and the research significance, Overseas and Domestic Research Status, the research ideas and the main content. Chapter2has Combed Related concepts and theoretical basis which include Enterprise merger theory, the enterprise culture theory and Culture Conflict Theory. Chapter3further analyses the performance of cultural conflict and by explained the case of Mercedes-Benz and Chrysler to understand the cultural conflict. During the case, it first introduces both corporate backgrounds, then, analyzed the cultural conflict in whole process in detail. On the basis of that, we put forward referable cultural integration pattern. Chapter4summarized the root of cultural conflict in M&A, and mentioned the principle of integration, and also mentioned cultural integration model through the style of cultural conflict, to tell how to choose the fitful model on cultural integration. Finally, through the case of Lenovo merged IBM—PC to expound the integration model. From above we mentioned well reference template to our merger enterprises in how to manage the cultural conflict. Chapter5summarized the whole paper, and concluded main research result and shortage during research in order to offer thinking to next research.