Question

The leadership of a medium-sized technology company has determined that the most viable option to expand their product line is to merge with an existing, larger company. HR is part of the team conducting due diligence for the merger. One item that concerns HR is the different approaches the companies have to work/life balance. The employees of the old company feel that they are treated unfairly because pay, benefits, and working conditions are different within work groups. HR believes that the new company should have a blend of the cultures and the benefits of the two companies.

HR is responsible for communicating the decision to the current employees and developing a timetable for the integration. Employees are excited to join the larger company, based on rumors of better pay and benefits with the new organization.
The new company is ready to reduce redundancy in key leadership positions and develops a work group to identify positions for elimination. After identifying duplicate positions, managers must recommend individual employees for termination.
The merger of the two companies is underway, and HR has been asked to develop organizational effectiveness measures to improve performance and productivity. HR has undertaken the OED process.
One group has declined in performance, productivity, and profits. The leadership team has asked HR to review the situation and provide a recommendation. The manager of this group has a reputation of having an abrasive management style.
Which is the best and most objective way for HR to support the company's position of blending both cultures and convince leadership to move forward with the recommendation?

A. Research evidence-based practices that support the recommendation from HR.
B. Provide leadership with pie charts, PowerPoint presentations, and reports to support HR's recommendation.
C. Conduct surveys with employees from both companies to gather input on what works well and what doesn't work well within their respective cultures.
D. Research winners from the recent "Best Places to Work" list for recommendations on merging cultures.

Answer 1

HR can best support the blending of company cultures by conducting surveys on employee experiences, researching industry best practices on effective cultural integration, and ensuring diversity in teams to improve innovation and collaboration.

Step-by-step explanation:

The best and most objective way for HR to support the company's position of blending both cultures during a merger is to conduct surveys with employees from both companies to gather input on what works well and what doesn't within their respective cultures. This approach informs leadership based on direct employee feedback, helping to shape a unified culture that respects and integrates the best practices of both organizations. Conducting these surveys can provide a wealth of knowledge that aligns with evidence-based practices and draws upon the experiences of the workforce to drive cultural integration.

In addition, HR can support the cultural blend by researching industry best practices and reviewing the strategies of other successful mergers, which can offer valuable insights on creating a cohesive and productive work environment. This research should focus on organizations recognized for effective cultural integration, such as those featured on 'Best Places to Work' lists. Lastly, HR should consider the significance of diversity in teams and include measures to maintain or enhance diversity, as it contributes to a more dynamic and innovative workplace.