Integration Of Culture Within The Organization PowerPoint Presentation Slides
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The document outlines the objectives and strategies for cultural integration following a merger, emphasizing the importance of addressing cultural issues to avoid operational pitfalls. Key goals include improving employee support and performance, accelerating the integration process, and enhancing overall company productivity and revenue. Various strategies, including a top-down approach and employee workshops, are proposed to navigate cultural differences and implement an effective integration plan.
Integration Of Culture Within The Organization PowerPoint Presentation Slides
- 1. Integration of Culture within the Organization Your Company Name
- 2. Objectives for Cultural Integration 2 › To have a successful M&A, since 70% of companies fail to deliver the benefits because of cultural issues › To introduce better culture values, beliefs, and behaviors in our company after the merger › To have 12% faster integration process to maintain the support from the employees in the company › To improve the company’s performance by 21% › Add text here › Add text here
- 3. Table of Content 3 › Company’s Productivity and Revenue for 4 Years › Assimilation Strategy Adapted by Our Company › Cultural Issues in Company Due to Mergers and Acquisitions Current Situation Analysis of Our Company › Analyzing Merged Companies Cultural Integration › Your Text Here Analyzing the Current Flaws in the Company’s Culture › Integration Strategy › The Top-Down Approach Strategy and it’s Approach › Your Text Here › Your Text Here Employee’s Performance Measurement Metrics Post Cultural Integration › Your Text Here › Your Text Here Impact of Developing a New Corporate Culture Plan › Define a Roadmap for Cultural Integration Journey › Workshops During the Post-Merger Cultural Integration Process Develop a Culture - Change Plan
- 4. Table of Content 4 › Company’s Productivity and Revenue for 4 Years › Assimilation Strategy Adapted by Our Company › Cultural Issues in Company Due to Mergers and Acquisitions Current Situation Analysis of Our Company › Analyzing Merged Companies Cultural Integration › Your Text Here Analyzing the Current Flaws in the Company’s Culture › Integration Strategy › The Top-Down Approach Strategy and it’s Approach › Your Text Here › Your Text Here Employee’s Performance Measurement Metrics Post Cultural Integration › Your Text Here › Your Text Here Impact of Developing a New Corporate Culture Plan › Define a Roadmap for Cultural Integration Journey › Workshops During the Post-Merger Cultural Integration Process Develop a Culture - Change Plan
- 5. Company’s Productivity and Revenue for 4 Years 5 The purpose of this slide is to provide a glimpse of the company’s productivity and revenue for 4 years decreasing after the merger and acquisition due to incongruent cultural fit. 0 50 100 150 200 250 0 20 40 60 80 100 120 140 160 2017 2018 2019 2020 Totaloutputin00’sunits Amountin$millions Years Revenue Productivity After the merger, the productivity and revenue started decreasing since the company failed to deliver the anticipated benefits because of the cultural issues Year of merger 2019 Key Insights This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
- 6. Assimilation Strategy Adapted by Our Company 6 Our Company The purpose of this slide is to provide a glimpse of the assimilation strategy which is currently adopted by our company wherein our company dysfunction its culture and adapts that of the company X. What is New/ Different › Works best when our company has a weak culture › Company X has a strong culture with clearly defined values › Add Text Here Features of Assimilation Strategy › Inspiring Vision › Inspirational Leadership › Inspirational Environment › Relentless Innovation › Add Text Here › Add Text Here Company X (Acquiring Company)Accepts the cultural values of This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 7. Cultural Issues in Company Due to Mergers and Acquisitions 7 Slow decision-making due to different decision-making styles used by both companies. 16% increase in employee attrition due to the shift in leadership styles which leads to loss of top talent in the company. Different beliefs in modus operandi since both companies have different working models and beliefs. 34% of Employees resist change and implementation of new strategies within the company. The purpose of this slide is to provide a glimpse of the cultural issues faced by both the companies during mergers and acquisitions leading to slow decision making, increase in employee attrition rate etc. This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 8. Table of Content 8 › Company’s Productivity and Revenue for 4 Years › Assimilation Strategy Adapted by Our Company › Cultural Issues in Company Due to Mergers and Acquisitions Current Situation Analysis of Our Company › Analyzing Merged Companies Cultural Integration › Your Text Here Analyzing the Current Flaws in the Company’s Culture › Integration Strategy › The Top-Down Approach Strategy and it’s Approach › Your Text Here › Your Text Here Employee’s Performance Measurement Metrics Post Cultural Integration › Your Text Here › Your Text Here Impact of Developing a New Corporate Culture Plan › Define a Roadmap for Cultural Integration Journey › Workshops During the Post-Merger Cultural Integration Process Develop a Culture - Change Plan
- 9. Analyzing Merged Companies Cultural Integration 9 Parameters Our Company Company X (Acquiring Company) Work Timings Flexible Rigid Decision Making Centralized Dispersed Focus On results On process Communication Verbal Written Risks Tolerant Averse Add Text Here Add Text Here Add Text Here 7. Add Text Here Add Text Here Add Text Here The purpose of this slide is to provide a glimpse of the cultural parameters to objectively measure and evaluate the company’s culture at both the companies. Add Text Here Due to assimilation strategy, our company will acquire all the cultural values of company X Add Text Here 1 2 3 4 5 6 7 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Key Insights
- 10. Table of Content 10 › Company’s Productivity and Revenue for 4 Years › Assimilation Strategy Adapted by Our Company › Cultural Issues in Company Due to Mergers and Acquisitions Current Situation Analysis of Our Company › Analyzing Merged Companies Cultural Integration › Your Text Here Analyzing the Current Flaws in the Company’s Culture › Integration Strategy › The Top-Down Approach Strategy and it’s Approach › Your Text Here › Your Text Here Employee’s Performance Measurement Metrics Post Cultural Integration › Your Text Here › Your Text Here Impact of Developing a New Corporate Culture Plan › Define a Roadmap for Cultural Integration Journey › Workshops During the Post-Merger Cultural Integration Process Develop a Culture - Change Plan
- 11. Integration Strategy 11 The purpose of this slide is to provide a glimpse of the integration strategy wherein merging companies combine the two or more cultures into a new composite culture. Features › Builds on equal trust in each other’s cultural strengths and weaknesses › Improves existing cultures, by considering the best of both the firms › Add Text Here Combine their cultures to form a new composite cultureOur Company Company X (Acquiring Company) New Culture › Flexible working Hours › Dispersed Decision Making › Written Communication › Risk Averse › Flexible working Hours › Dispersed Decision Making › Written Communication › Risk Averse This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 12. The Top-Down Approach 12 The purpose of this slide is to provide a glimpse of the top-down approach in the company which starts by redefining the mission and values of the organization, then seeks to cascade the changes to the organization at large. Features › Our company will use integration strategy through top-down approach › Provides stability and maintains organizational discipline › Usage of command-and-control decision- making style › Add Text Here Upper management decide on cultural change such as: › Work timings › Decision making Tasks are delegated to the lower management Employees receives the change reform This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 13. Table of Content 13 › Company’s Productivity and Revenue for 4 Years › Assimilation Strategy Adapted by Our Company › Cultural Issues in Company Due to Mergers and Acquisitions Current Situation Analysis of Our Company › Analyzing Merged Companies Cultural Integration › Your Text Here Analyzing the Current Flaws in the Company’s Culture › Integration Strategy › The Top-Down Approach Strategy and it’s Approach › Your Text Here › Your Text Here Employee’s Performance Measurement Metrics Post Cultural Integration › Your Text Here › Your Text Here Impact of Developing a New Corporate Culture Plan › Define a Roadmap for Cultural Integration Journey › Workshops During the Post-Merger Cultural Integration Process Develop a Culture - Change Plan
- 14. Define a Roadmap for Cultural Integration Journey 14 The purpose of this slide is to provide a glimpse of the cultural change roadmap presenting a journey of different strategies to be followed to achieve a targeted culture. 15th Aug 18th Aug 25th Aug 29th Aug 8th Aug The Need for Cultural Integration Clarify strategic objectives for the culture change journey Communicate Follow the top-down approach and give instructions to the lower level management and decisions are implemented quickly Examine Cultural Differences Be clear and direct about disparities so that it will be easy to address the gaps 2020 Choose the Right Strategy The company will choose an integration strategy to improve the existing culture Define New Culture & Develop a Cultural Integration Plan Dedicate resources to create tools for facilitating cultural integration, measurement, and management This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 15. Workshops During the Post-Merger Cultural Integration Process 15 The purpose of this slide is to provide a glimpse of various workshops to be conducted in the company to influence corporate culture after the post-merger integration processes. Workshop Name Duration Effective Date Motive of Workshop Targeted Management Method/Strategy Involved Communicate Goals & Objectives 0.5 Day 16th September The integration plan is drafted to make sure everybody understands why the organizations merge and what is going to be achieved. All levels of management Bottom Up Approach Cultural Differences 0.5 Day 19th September Why are we culturally different and how do we deal with this diversity. In which areas will we accept diversity and in which areas we will not? Lower Level Management Top Down Approach Learn to Seek Opportunities 0.5 Day 22nd September Add Text Here Add Text Here Add Text Here Add Workshop 0.5 Day 25th September Add Text Here Add Text Here Add Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 16. Table of Content 16 › Company’s Productivity and Revenue for 4 Years › Assimilation Strategy Adapted by Our Company › Cultural Issues in Company Due to Mergers and Acquisitions Current Situation Analysis of Our Company › Analyzing Merged Companies Cultural Integration › Your Text Here Analyzing the Current Flaws in the Company’s Culture › Integration Strategy › The Top-Down Approach Strategy and it’s Approach › Your Text Here › Your Text Here Employee’s Performance Measurement Metrics Post Cultural Integration › Your Text Here › Your Text Here Impact of Developing a New Corporate Culture Plan › Define a Roadmap for Cultural Integration Journey › Workshops During the Post-Merger Cultural Integration Process Develop a Culture - Change Plan
- 17. Impact of Developing a New Corporate Culture Plan 17 Our Company Company X New Culture Work Timings Flexible Rigid Flexible Decision Making Centralized Dispersed Centralized Focus On results On process On process Communication Verbal Written Written Risks Tolerant Averse Averse Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here Add Text Here The purpose of this slide is to provide a glimpse of the cultural framework showing a collection of diverse perspectives among the companies wherein they work together to improve their weak areas. 1 2 4 3 6 7 5 Parameters This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 18. Table of Content 18 › Company’s Productivity and Revenue for 4 Years › Assimilation Strategy Adapted by Our Company › Cultural Issues in Company Due to Mergers and Acquisitions Current Situation Analysis of Our Company › Analyzing Merged Companies Cultural Integration › Your Text Here Analyzing the Current Flaws in the Company’s Culture › Integration Strategy › The Top-Down Approach Strategy and it’s Approach › Your Text Here › Your Text Here Employee’s Performance Measurement Metrics Post Cultural Integration › Your Text Here › Your Text Here Impact of Developing a New Corporate Culture Plan › Define a Roadmap for Cultural Integration Journey › Workshops During the Post-Merger Cultural Integration Process Develop a Culture - Change Plan
- 19. Employee’s Performance Measurement Metrics Post Cultural Integration 1/2 19 The purpose of this slide is to provide a glimpse of the employee performance measurement by employee turnover rate and employee net promoter score metrics required to measure the stability and consistency of the workforce in the company. 0 10 20 30 40 50 Jan Feb Mar Apr May Jun Jul Aug Sep Oct nov Dec Turnover Month Measure Monthly Annualized 272 215 472 Detractors Passives Promoters › Low Employee turnover rate (ETR) proves a successful company culture. › Add Text Here › Employee net promoter scores (ENPs) seeks to measure the employees’ engagement and their deeper perspective of the company’s culture. › Add Text Here ETR ENPs ENPs = % Promoters - %Detractors ENPs = 49% - 28% ENPs = 21% 23%28% 49% Features of This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
- 20. Team SLA Workload Closdure Rate Team name here 100% 10% 23/d Longer then before team name 98% 88% 56/d Team name 98% 98% 11/d Team name in here 95% 5% 5/d Team name here 90% 70% 0/d Longer team name 85% 86% 0/d Team name #1 82% 21% 12/d Employee’s Performance Measurement Metrics Post Cultural Integration 2/2 20 The purpose of this slide is to provide a glimpse of the employee performance measurement post cultural integration required to measure the stability and consistency of the workforce in the company. $0k $2k $4k $6k Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec $0k $2k $4k $6k $8k $10k Average Closure Rate Closed Today Closed this Week 5 38 Open Work Due Today, 20 Overdue, 8 Due this week, 200 Overdue, 20 Due this week, 328 Due Today, 52 Unallocated Work, 228 Allocated Work, 400 82% Worst Team: Add Team Name Goal: $8K or less Max: $25K SLA Compliance 7.4K General Cost ($) Average Work Closure Rate Amount of Work Completed on time VS Overdue 228/Day Worst Workload (Weekly Center (110%) Teams Workload (Weekly Hours) Last 30 Days Last 30 Days Teams League Table Average 98% Worst 110% Open Workunits This graph/chart is linked to excel, and changes automatically based on data. Just left click on it and select “Edit Data”.
- 21. Integration of Culture within the Organization Icons Slide 21
- 23. Separation Strategy 23 What is New/ Different › Firms operate successfully in different businesses requiring different cultures › Used when firms operate in different industries, countries and have different market structure and needs › Add Text Here Features: Our Company › Inspiring Vision › Inspirational Leadership › Add Text Here › Add Text Here Company X (Acquiring Company) › Inspirational Environment › Relentless Innovation › Add Text Here › Add Text Here Minimum or no merge of cultures
- 24. The Bottom-Up Approach 24 Higher management reinforce the new culture behaviors Requirements are communicated clearly to the upper management Employees create a list of changes to be made in the company: › Work timings › Decision making Features: › Creates expertise and creativity for the entire team › Increases productivity and efficiency › Add Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 25. Collaborative Change 25 The purpose of this slide is to represent all levels and functions to make leaders work as a team and make good decisions quickly. Company A Company CCompany B Collaborative Change › Reward Innovation › Add Text Here › Delegation of Tasks › Add Text Here › Encourage open mindedness › Add Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 26. Company’s Current Corporate Culture 26 The purpose of this slide is to provide a glimpse of the company’s current culture values and goals. Goals & Strategies This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Values This slide is 100% editable. Adapt it to your needs and capture your audience's attention. Vision & Mission This slide is 100% editable. Adapt it to your needs and capture your audience's attention. CORPORATE CULTURE
- 27. Understanding the Choices for Integration Strategy 27 Absorption Requires fundamental change in the acquired firm, but little change in the acquiring firm Transformation Requires more fundamental change for both firms Stand Alone Requires little change by either firm Reverse Acquisition Requires high degree of change in the acquiring firm as they adopt the ways of the acquired firm Best of Both Requires substantial changes in both firms High Low Low High Degree of Change in Acquiring Company Degree of Change in Acquired Company The purpose of this slide is to provide a glimpse of integration strategy choices in terms of the degree of change required by the acquiring firm and the acquired firm and provides fundamental change for both firms. This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 28. Cultural Integration Roadmap 28 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2017 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2018 This slide is 100% editable. Adapt it to your needs and capture your audience's attention. 2019 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.. 2020
- 29. 30 60 90 Days Plan 29 First 30 days First 60 days First 90 days Heading Add Text Here Add Text Here Add Text Here Heading Add Text Here Add Text Here Add Text Here Heading Add Text Here Add Text Here Add Text Here Heading Add Text Here Add Text Here Add Text Here 1 2 4 3 This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 30. Monthly Timeline with Task Name 30 Sample Text Jan Feb Mar Apr May Jun Jul Aug Sep Oct Nov Dec Task Name Task Name Task Name Task Name Task Name Text Here Text Here Text Here Text Here Text Here This slide is 100% editable. Adapt it to your needs and capture your audience's attention.
- 31. Thanks for Watching! 31 Contact Number 0123456789 Address # street number, city, state Email Address emailaddress123@gmail.com