Uloga organizacijske kulture u uspjehu integracijskih procesa

master's thesis

• Title (english): The role of organizational culture in the success of mergers and acquisitions
• Author: Miran Bojić
• Mentor: Ivana Načinović Braje (mentor)
• Committee member: Maja Klindžić (predsjednik povjerenstva)
• Committee member: Davor Filipović (član povjerenstva)
• Granter: University of Zagreb; Faculty of Economics and Business; Zagreb
• Defense date and country: 2016-06-21, Croatia
• Scientific / art field, discipline and subdiscipline: SOCIAL SCIENCES; Economics

Abstract

Ovaj diplomski rad istražuje ulogu organizacijske kulture u spajanju dva poduzeća iz građevinskog sektora iz kojeg je nastalo novo poduzeće LafargeHolcim. Nakon teorijskih aspekata organizacijske kulture i značenja integracijskih procesa, analizirala se dinamika samog spajanja i utjecaj organizacijske kulture kroz to razdoblje. Podaci za istraživanje prikupljeni su kvalitativnom metodom dubinskog intervjua.
Analizom je utvrđeno da je novo poduzeće zadržalo pozitivne vrijednosti, po nešto od svakog poduzeća, što predstavlja temelj novog zajedničkog poslovanja. Manjak komunikacije između nadređenih i podređenih je doveo do promjene organizacijske kulture iz jake i jasne u jaku i nejasnu te adaptivnu. Kultura utječe na imidž poduzeća, na odnose između zaposlenika i odjela, a to pak stvara osjećaj identiteta i pripadnosti organizaciji koji je prijeko potreban da se ponovno stvori razlog zašto svi zaposlenici rade u poduzeću i koji je razlog njegova postojanja. Novo poduzeće ima zdravu i jaku organizacijsku kulturu, samo je potrebno vrijeme da postane jasna.

Abstract (english)

This graduation thesis researches the role of organizational culture in the merger of two construction companies from which a new construction company named LafargeHolcim was founded. After the theoretic approach regarding organizational culture and integration processes, the thesis analyzed the core dynamic of the before named merger process and the role of organizational culture throughout the whole integration period. The data for the analysis was collected by a quality method, namely an indepth interview.
The analysed data showed that the new found company has retained positive values, from every participant a few, what represents a common ground towards a new mutual business. The lack of communication within the hierarchy changed the old, strong and clear organizational culture into a new, strong, unclear and adaptive organizational culture. Organizational culture makes an inpact on the new image of the company, on the relationship between all the members of the new company and in return it creates a new sense of organizational identity and commitment. These elements are crucial because all the employees in the company have a clear reason why they work, for whom they work and why they exist on the market. This new construction company has a healthy and strong organizational culture but it will take some more time that it becomes clear to every single member within the organization.

• Keywords: organizacijska kultura; integracijski procesi; spajanje; uspješno poslovanje; menadžerski timovi
• Keywords (english): organizational culture; integration processes; merger; successful business; management teams
• Language: croatian
• URN:NBN: urn:nbn:hr:148:603493
• Study programme: Title: Business Economics; Study programme type: university; Study level: graduate; Academic / professional title: magistar/magistra ekonomije (magistar/magistra ekonomije)
• Type of resource: Text
• File origin: Born digital
• Access conditions: Access restricted to students and staff of home institution
• Repository: REPEFZG
• Created on: 2016-12-07 17:58:05