The role of leadership in successful international mergers and acquisitions: Why Renault-Nissan succeeded and DaimlerChrysler-Mitsubishi failed
Human Resource Management · 2012 · Volume 51 · Issue 3
Abstract
This article compares and contrasts the Renault-Nissan and DaimlerChrysler-Mitsubishi mergers to consider the relative and combined effects of national and organizational culture on the performance of Nissan and Mitsubishi. It also examines the reasons why the Renault-Nissan merger was successful and the DaimlerChrysler-Mitsubishi merger failed. It finds that Japanese national culture influenced organizational culture and HRM practices, which created organizations that had no sense of urgency, profit orientation, or accountability and led to poor market and financial performance. It also finds that leadership was a major factor impacting on the success of the turnaround efforts of these two organizations. These findings have implications for leaders and human resource management practitioners engaged in international business and are of particular relevance to Western organizations working with organizations in high-context countries with a collectivist rather than individualist orientation. © 2012 Wiley Periodicals, Inc.
Keywords
human resource management, culture, leadership, authentic leadership, mergers and acquisitions, change
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