In a merger of equals or an acquisition with the intention of selecting best practices from the partner organizations, the consequences of how culture is managed are substantial
the two sides will either seek to work through their differences or fight over them like cats and dogs (Marks & Mirvis, 2000). When “best of both” is the desired cultural endstate, HR involvement assists in three ways
1. Educate people about culture clash.
2. Clarify values for the combined company.
3. Incorporate culture into the integration decision making process.