[David Desmet]

During the class we heard different frameworks exist to assess the culture. In your experience, in which cases you would propose to use which framework? Any experience on frameworks that work better or less good?

[Octavian Mihalcovici]

From what I’ve learned, the choice of a cultural assessment framework depends a lot on the context of the merger or acquisition. Here are some thoughts on when to use certain frameworks:

Hofstede’s Cultural Dimensions:
This works well for cross-border deals where national cultural differences might play a big role. It helps identify potential clashes, such as differing attitudes toward hierarchy or uncertainty.

Organizational Culture Assessment Instrument (OCAI):
Ideal for assessing differences in corporate culture, especially when you’re trying to merge teams with distinct working styles or decision-making processes.

Denison Model:
This is great for understanding how culture aligns with business performance. It’s useful if the focus is on improving engagement or aligning cultural values with strategic goals.

In my opinion, frameworks work best when combined with direct input from employees through surveys or workshops. The challenge isn’t just identifying cultural differences but actively addressing them to build a cohesive team.

Have you found certain frameworks more effective in specific situations? I’d be curious to hear your take!

[Author]

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