Wed, 06/27/2012 - 14:39
They present five important aspects: to define and to clarify the concept of culture change; to formulate why the cultural change is important for the success of the organization; to define a process to evaluate the existing culture, the desired culture and the divergences between the two; to identify alternative boardings to generate culture changes; to elaborate plain of action that integrates the multiple boardings of the change in the culture. Of the responsible ones for the management of people, between them the organizacional psychologist and of the work, is to minimize the impacts brought for the change. Of this form, it is important to have good communication and to pass of clear and concise form the new projects of change, to identify new profiles, papers and abilities (SOUTO, 2008). However, an individual is difficult to resist a change process in which it also has a participativo power (ROBBINS, 2003), therefore the organization has the paper to educate and to transform indivduo.5 MERGER AND ACQUISITIONS: The EFFECT OF This PROCESSOOs processes of merger and acquisitions had gained force with the economic crisis that also affected the world and Brazil of the end of 2008 to the beginning of 2009, what it lead the great organizations if to associate to dispute the competitive market, and to exceed the crisis without great problems. However, these processes are not new, occur since the construction of the great empires, when the great civilizations to remain itself in the power, if they tack its enemies in reconquers of common objectives (WASSERSTEIN, 2000 apud (RUSSEL, 2010). Fusing and/or acquisition can be defined as the processes for which the organizations join its operations and leave to exist separately, giving to origin the third new organization. It is important to stand out that two strong reasons for the processes exist de12fuso and/or acquisition to happen. The first e, more obvious, is to turbinar the current performance of the purchaser and to cut the costs.