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Explain the cultural differences to the employees beforehand

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Explain the cultural differences to the employees beforehand

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Need to open minded for different culture

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Have u understand the question?

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Try to take the best from the both cultures and. Try to improve them

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adopting a paternalistic leadership style

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The company needs to train employees

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Creating a new identity, instead of trying to mix the values of both companies together

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Bring Trompenare

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Creating an intermediate culture mergung both cultures, taking into account the different managing strategies

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Compromise to create a new culture

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Hold leadership accountable for harnessing diversity and cultural positivity. In the world of organizations, what gets measured gets done. Build these systems into a performance metric and regularly review the results

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Centralised decision making with a methodological and the other had a creative decision style.

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- Different ways of carrying our daily tasks.
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Cultural Web
Training

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Daimler -:
Methodical
Bureaucracy
Lower salaries
High performance incentives

Chrysler:
Creative approach
Efficiency
Empowered employees
Equal rights
Generous salary and packages

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Compensation Structure

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Different working methods

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Different organisation methods

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Flat vs Tall hierarchies

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Go through the case study in the sheet of paper, digest it and ask the questions that follow

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Go through the case study in the sheet of paper, digest it and ask the questions that follow

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The tale of mergers of equals!

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Benz was methodical whereas Chrysler was more based on creativity
Benz was authoritative, a bureaucracy and used centralised decision making
Chrysler emphasised employee empowerment and equal rights
Benz used trial and error whereas Chrysler used detailed plans to integrate into their work
This led to many qualified personnel leaving
Benz was an American company that had a low uncertainty avoidance whereas Chrysler has has high avoidance

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the problem is the two big company merger and they had culture clash because both of company has strong culture.

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The DaimlerChrysler merger consists of 2 different cultures- American and German. Their values and morals are completely different which makes a cultural crash between these 2 cultures. Daimler-Benz's approach is methodical, their culture is based on authority, bureaucracy and centralised decision making, which means that their culture has high power distance for them is important to have a hierarchy in the organisation. While Chrysler corporation approach is more creativity-based which makes it much more flexible, their structure is flat so everyone has equal rights, which means that american culture has low power fistance

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The problem is they struggle to agree to the same terms as they are both from different corporate cultures. For example Americans use a chaotic trial and error method whereas Germans like to have a stable plan, causing a culture clash.

The business could bringing in New managers who are not from either culture that fit the blended culture well, so that there is no bias and its a new leadership and style for everyone and the employees all have to adapt slightly but on a lesser scale, providing staff meetings and training to get used to the change. Use a consultant to mediate the merger in an unbias manner.

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1.Trying to combining both culture (clash of culture)
2. Integration failed

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Integration of both companies failed due to a culture clash and different values, traditions. Use of Hofstede's, Trompenaars theories would prove to be beneficial in order to evaluate cultural differences and solve the problems accordingly.

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One beneficial approach can be to provide a 2 weeks programme , which aims to build profitable relationships between two cultures. Merging two companies is a complex process, especially when they are from different cultures. Being cultural aware is essential for being successful in the future. Using 'blending' approach will help for company's future success, because in this way the best things from each culture will be used in resolving problems or managing organisational structure by creating the best envirnment which will applicable for each culture

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we can provide education with the culture of each organization, after we know what is different we will know what should be equated in culture.

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I'd keep German culture in Germany and English culture in England so everyone was happy and they can understand the relations and situations appropriately. We can also provide some tutorials for people who don't understand what and how works in company. Especially when it comes to such a differentcultures like American and German.

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This could be fixed by understanding that their differences were too significant to simply blend the two of them and instead choose different areas in which they could emphasise one over the other in certain areas such as focusing more on efficiency above the American trial and error method.
They should review one another's working practices and evaluate which method would be more effective
They could also emphasise the similarities between the business such as the ones that they initially saw