哈佛案例分析-oil and wasser.pptx

Oil and Wasser Presented by Team Beaver Jan. 5th 2017 Team Beaver 1 Case study: 1 Problem 2 Causes 3 Alternatives 4 Decision Implementation 5 Team Beaver 2 Problem Team Beaver 3 -British -10 years old -Entrepreneurial -powerhouse -German -120 years old -Family-owned -Existing systems and procedures -Merger of equals -The word’s 2nd-largest consumer foods business Team Beaver 4 Causes Employee panic Employee bias Media bias Alternatives Team Beaver Strategic dependence and cultural difference model Difference of culture Strategic dependence HIGH LOW HIGH LOW 5 Team Beaver Alternatives Using German selection methods and corporate culture. Using British selection methods and corporate culture. Using German selection methods , integration of the two cultures, use new culture after the integration. Using British selection methods , integration of the two cultures, use new culture after the integration. 6 Team Beaver Action: CEO set a goal for the new company: To become the NO.1 consumer foods company in the world. And set periodical goals for each period (half year). Function: To unite all employees to fight for the same goal instead of focusing on the internal competition. Step 1:Goal setting and mindset changing 7 Decision Implementation Team Beaver 1. Adapt the British selection methods to select the appropriate executives among both British and German company as well as other global talent. 2. Within 6 months, those selected executives should cooperate to achieve the goal set by CEO. 3. After 6 months, evaluate the performance of executives according to German standard, to see if any selection criteria need to be improved, if yes, the corresponding German methods would be considered to add into the selection system. 8 Step 2: Leadership program Decision Implementation Team Beaver 1. Internal action: send an official newsletter to inform the merger plan to all employees and deliver positive attitude. 2. External action: send PR manager to commu