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Industrial & Organisational : Introduction : Personnel : Organizational psychology : Occupations: Work environment: Index : Outline

An organizational merger involves two organizations coming together and integrating their people and systems into one entity.


The process of combining two or more organizations into a single organization involves several organizational systems, such as people, resources and tasks [1] . The process of combining these systems is known as 'integration'.

Integration fits within an organizational life-cycle or specific business mergers & acquisitions cycle where businesses buy, integrate then dispose of other businesses:

  • Definition of vision & strategy
  • Selection of growth method: organic vs inorganic
  • Target identification
  • Pre-deal evaluation & due diligence
  • Negotiation & deal completion
  • Post-merger integration
  • Ongoing improvement
  • Disposal

Sources and ReferencesEdit

  1. Anthony F., Buono; Bowditch, James L. (1989). The human side of mergers and acquisitions: Managing collisions between people, cultures, and organizations, San Francisco: Jossey-Bass Publishers.

Astorino, D., (2009). "Five Roadblocks to Successful Acquisition Integration," Executive Insights, 24(2). [1]

See alsoEdit

External linksEdit

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