HR’s Role in Mergers & Acquisitions

Ritu Dixit, Trilok Kumar Jain

Abstract


The Exxon-Mobil merger was well known. But the merger has to overcome many critical problems. Although the merger involved American companies, unlike the Daimler- Chrysler merger, considerable differences in culture and work style had to be dealt with. Exxon was known for its conservative culture, whereas Mobil was known for its bold and robust culture. This difference in culture was reflected in their corporate symbols. Exxon’s symbol was a stalking tiger whereas Mobil’s symbol was a flying horse. The tiger represented Exxon’s conservative approach whereas the flying horse represented Mobil’s open and transparent culture. At Exxon even the smallest thing was planned and executed carefully, whereas at Mobil new ideas and risk taking were always encouraged. Exxon took a lot of time to take decisions, because of bureaucratic structure, whereas at Mobil even risky decisions were taken quickly.

 


Full Text:

PDF

References


. Jeffrey A. Schmidt, Making Mergers Work - The Strategic Importance of People: Society for Human Resource Management (SHRM), 2002.

. Timothy J. Galpin and Mark Herndon, Mergers and Acquisitions (2007).

. A, D., & Shin, S. J. (2004). Psychological Communication Interventions in Mergers and Acquisitions. Stanford: Stanford University Press, pp. 40 - 125

. Bjorkman, I., & Soderberg, A. M. (2003). Que Varis HR? An analysis of the role played by HR Function during the Post Merger Process. In A. M. Soderberg, & E. Vaara, Merging Across Borders: People, Culture and Politics.

Copenhagen: Copenhagen Business School Press.

. Bundy, B., & Hukins, E. (2009). The Impact of Culture on M&A. London: Mercer Limited.

. Galpin, T. J., & Herndon, M. (2000). The complete guide to Mergers and Acquisitions: Process Tools to support M&A integration at Every Level. San Francisco: Jossey-Bass, pp. 40 – 125

. Harrison, K. (n.d.). Good Communication is essential for successful mergers and acquisitions. Retrieved February 18, 2010, from Cutting Edge

. Peterson, L., & Voules, S. (2007). Mastering M&A communication: Helping employees to deal with the deal. New York: Mercer Humar Resource Consulting Inc, pp. 35 - 75

. PR Newswire. (1999). KPMG identifies six key factors for successful mergers and acquisition. http://global.factiva. com.

. Sthal, G. K., & Mendenhall, M. E. (2004). Mergers and Acquisitions: Managing Culture and Human Resources. Stanford: Stnaford University Press, pp. 25 - 130


Refbacks

  • There are currently no refbacks.