1. The Canadian company seems to be more successful in ensuring social integration in a post-merger situation. Do you agree? Why or why not?
2. What role does cultural distance play for the effectiveness of social integration mechanisms? Is a globally standardized approach towards integration mechanisms always successful or should companies adapt their approach to the local cultural context?
3. What options do KazOil employees have when they are exposed to the new Chinese management style? How should they approach their supervisors?
4. What strategies would you recommend as most effective for retaining talent during the post-merger times? What can middle-managers like Nurlan do?
ARTICLE
The Acquisition Experiences of Kazoil.