Q3. Explain the main strategies for merging different corporate cultures. Answer: The multiple organizational factors impacting on a merger as well as those processes being impacted on throughout the merger process. First, the issue of constant and lucid communication and its importance throughout the merger and acquisition process will be addressed. Second, an examination of the current corporate culture and its effects on employees when two companies merge is analyzed, while illuminating the realities of the new culture. An exploration of change in general is examined, as well as the reaction of employees (resistance) to these changes. A model focusing on the process of adaptation and acculturation in mergers and acquisitions is presented. It is proposed that the degree of congruence between the acquirer and the acquired organizations' preferred modes of acculturation will affect the level of acculturative stress. The latter will in turn either facilitate or hinder the implementation of the merger. Organizational leaders can minimize cultural collisions and fulfill their duty of due diligence by conducting a bicultural audit. A bicultural audit diagnoses cultural relations between companies and determines the extent to which cultural clashes will likely occur. The bicultural audit process beings by identifying cultural differences between the margining companies. Next the bicultural audit data are analyzed to determine which differences between the two firms will result in conict and which cultural values provide common ground on which to build a cultural foundation in the merged organization. The final state involves identifying strategies and preparing action plans to bridge the two organization's culture. The four main strategies for merging different corporate cultures are ...:...:l.;:... J-_..1L-..-,_L:_.- :.-A._._..-J..'-.. -uJ_A..A.-,_A..'A