Jets Innovators is a research and development (R&D) firm that specializes in the study of biomedicines to develop medications that can have a meaningful and sustainable impact in developing countries. The firm has developed various pharmaceuticals over the last ten years that could have a wide-ranging impact but lacks the resources to manufacture them on a large scale. Jets have been actively seeking investors, and a merger with a big firm will be a suitable move for them.
Glenmed is one of the largest pharmaceutical companies in the world and is renowned for its ambitious projects in developing republics aimed at solidifying its presence in such regions. The corporation has already solidified its presence in developed countries and is looking for ways it can establish itself as the ultimate big pharma in emerging markets. To that extent, Glenmed a merger with a proven R&D firm like Jets Innovators would enable it to gain a bigger foothold of emerging markets.
Steps to Establishing a Unified Culture after the Merger
The first is recruit, empower, and encourage. The critical aspect of this step is to align the workers in the new culture. It is not enough to say that firm wants a good culture, the company also has to meaningfully develop the thoughts and ideas that drive the firm’s vision. The organization has to create a sense of pride and excitement in its workers about the culture to make it great. The second one is the development of a respectful workplace. One of the most important steps in building a unified culture is developing a work environment that is respectful. In the face of many corporate issues in the past years, I need to work together to treat people with a similar level of respect that I want to be treated with. Doing so is especially important since the company will have people from different regions who have different values. Facilitating a Caring Culture is third. Irrespective of what culture I desire for the company, there has to be a caring element as we are in it together. This entails caring about others well-being, their ambition, and what is occurring in their lives to develop teamwork and trust.
The fourth is living the culture. Whereas it is easy to identify the culture that I would like the company to have, it is hard to practice and enforce it day-to-day. Thriving cultures have the support of the leadership, people who champion it across all organizational levels, and those who believe in its objectives. Embracing inclusiveness is fifth. The culture should be inclusive of everybody irrespective of race, gender, or sexual orientation. Additionally, open communication will create a strong basis for a thriving culture. Each worker should have the ability to voice his/her opinion respectfully. The sixth one is being an example. As a leader in the HR department, I have to buy into cultural transformation and healthy cultural environments so that other workers can follow suit. This will create a positive culture. Proper Communication is the seventh one. A good culture is founded on mutual respect that leads to appreciation of the firm’s values and goals. Such a connection will create a strong cultural bond; this can only be enabled through effective communication and feedback. The last one is the Establishment of Trust. The key to a strong culture is trust as it is the foundation upon which a culture thrives. As a HR leader, I have to be dedicated to the company’s mission to develop a sense of ownership from the employees.