Organizational culture in an integration

Organizational changes tend to fail if they are made without identifying the current culture, defining the target culture , or involving employees in the change process. In particular, the involvement of employees in defining the target culture strengthens the integration of the new target culture in the organization. We were involved in the process, where two organizations were merging, by conducting a culture surveyfor all employees. The client's goal was to create a unified and dynamic culture from two different corporate cultures, combining the best of both organizations.

Through a personnel survey, we found out how the employees of the two organizations perceived their current culture and what kind of culture they would like to have in the new organization. As a result of the survey, a unified view was gained about what the employees considered valuable and worth preserving in their current culture and what changes they hoped for in the culture of the new organization. This made it easy for the customer to continue working on their change process.