Cultural Integration to Business Enterprise: Strategies and Techniques

This report examines the significance of cultural integration within a business enterprise, emphasizing its impact on organizational operations and market positioning. It analyzes several journal articles to identify effective techniques for integrating culture into a business setting. The report highlights the importance of understanding and working within existing cultural frameworks, changing behaviors through effective communication, and activating cultural changes through practical actions. Key strategies include focusing on critical behaviors, aligning these behaviors with strategic business plans, deploying authentic leaders, linking behaviors to company objectives, and quickly demonstrating the impact of cultural changes. The report also suggests leveraging cross-organizational methods, aligning behaviors with programmatic efforts, and actively managing the cultural setting to ensure relevance and sustainability. The analysis covers aspects such as identifying and utilizing societal leaders, incorporating employee ideas, and utilizing social media to enhance cultural spread and global performance. Overall, the report emphasizes the necessity of adapting and managing cultural differences to maintain a relevant and competitive business structure.

Running Head: CULTURAL INTEGRATION 1
Cultural Integration to Business Enterprise
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Cultural Integration to Business Enterprise
Business cultures have a great significance in the way an organization carries on with its
production activities. A culture can be termed as the mode of operation set by the management to
enhance a particular level of functioning and thereby position the company within the marketing
environment. Cultural situations are at times challenging to integrate due to the stages that are
involved in making them part of the larger organization. This analysis will pay closer attention to
various journal articles that present the techniques of culture integration to a business enterprise.
Jon Katzenbach, C. O. (2016). 10 Principles of Organizational Culture. Strategy Business.
Retrieved from https://www.strategy-business.com/article/10-Principles-of-
Organizational-Culture?gko=e5e9a
This article presents several ideas on the best way to approach cultural behaviors in an
existing organization and how to introduce a change. The first step is working in line and
within the present cultural setting. One great mistake that the management would do is to
try to eliminate the existing culture and directly introduce the new one. The process is not
as automatic as it may seem since the society in which the business is set already has
their established standards. Working within an existing culture is a smart move towards
understanding its contexts and determining the best way to make a change.
The second issue identified in the article is the changing of behaviors around the business
environment. A behavioral change is critical in transforming the mental setting and
introducing a new era to a system. One way of making this change is through effective
communication to the concerned persons within and around the business enterprise. It is
necessary to include the desired values to brochures and magazines among other

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preferred communication channels. Apart from communicating, it is essential to activate
the changes. Cultural change is more effective when put to action other than just talking.
The acted culture creates a better impact on the business thus making it easier for the
outside community to adopt.
Kohll, A. (2018). How To Build A Positive Company Culture. Forbes. Retrieved from
https://www.forbes.com/sites/alankohll/2018/08/14/how-to-build-a-positive-company-
culture/#4632e69d49b5
Kohll (2018) identifies the necessity to focus on various behaviors that seem critical for
the business enterprise. A change is vital for everyone and every business. Similarly, it is
important to identify multiple external factors that have an impact on the company and
determine their usability for the benefit of the firm. A business ought to be more selective
and sensitive to the nature of cultures that it considers essential. Therefore, focusing on
some behaviors that can change the industry and the people is a necessary move. This
includes what the society determines as a natural engagement and thereby holds dear.
According to the article, incorporating behaviors to an organization’s culture is vital in
creating a connection with the environment in which you intend to operate. The target
market identifies the enthusiasm within the business enterprise and becomes a part of the
larger community. The management is left with the duty of determining how the adopted
behaviors get aligned with the strategic business plans. A good translation of the critical
behaviors into practical steps would help in achieving the strategies and ensuring that the
entire organization operates within the designed metrics. Some of the strategic behaviors
include customer satisfaction, personal support, and value production.

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Jon R. Katzenbach, I. S. (2012). Cultural Change That Sticks. Havard Business Review:
Leadership. Retrieved from https://hbr.org/2012/07/cultural-change-that-sticks.
One of the steps brought forth through this article is deploying friendly personnel who are
authentic and crucial to the business. Identification of various authorities is critical for
determining which deployment strategy to use. Society leaders are an essential part of the
larger plan towards making the business culture significant. The management should take
up the duty of identifying the underused or unrecognized society leaders and make them
their allies. The idea is to capitalize on the leadership strengths exhibited by these people
and determine the best way to use them for the better achievement of the organizational
goals.
Authentic personnel is put into four categories. The first one is “pride builders.” Such
people are involved in improving the socio status around them by acting as change
catalysts. They have a unique understanding of what motivates the people working with
and around them. The second category is the exemplars who are mainly the role models.
Their relevance is a perfect way of bringing to life various skills and behaviors thus
becoming perfect influencers. Networkers are those who have already developed
connections with people and have established free communication channels. Finally, it is
necessary to consider the early adopters as they easily venture into new technologies and
quick impact activities.
Also, the article suggests maintaining the formal leaders and keeping them closer to the
center stage. Business leaders are a critical part of the entire process of cultural
development and change. They have more significant influence within and outside the
firm through their positions and abilities. Keeping such people closer to the planning

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table enhances their participation and input thereby making the process simpler. Also,
such leaders are a primary source of the general feelings and desires within the business
enterprise thus enhancing the proper engagement of the entire business workforce and
adoption of appropriate behaviors that are practical. Therefore, engaging leaders help in
demonstrating the desired cultural change.
Hampden, T. (2019). Cultural Integration: Our Approach to Cultural Integration. Trompenaars
Hampden- Turner: Culture for Business. Retrieved from
https://www2.thtconsulting.com/cultural-integration/
Among the ideas presented by Hampden (2019) is the introduction of a link between the
behaviors and the objectives of the business. Every business setting has its initial goals
that were drafted by the planners during the initiation stage. Achieving these objectives
remains the primary focus of that enterprise. Similarly, the management has to stay
focused on these goals to ensure that every process is channeled towards the desired
success. Formation of a healthy culture requires a complete system with all the measures
directed towards a primary target. Therefore, the behaviors that are adapted from external
interactions need to be appropriately linked to the main objectives for successful
attainment of the organizational goals.
According to the article, one way of effectively linking the behaviors to the company
objectives is to allow a free delivery of ideas even from the lowest positions in the
company. Employees have closer contact with the company goals since they are tasked to
function towards their attainment. The production process can be maximized by
incorporating some of the ideas presented by the workers. These include issues such as
repairing equipment instead of replacement them when they are faulty. The results would

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be a massive saving of resources thus maximizing the business profits and lowering the
running costs.
A quick demonstration of the cultural impact is another step presented in the article, and
that every business enterprise should consider. The present age consists of people who
are more inclined towards rapid shifts other than remaining fixed to the slow processes.
An effective way of performing a cultural change is to make an impact on the target
society as soon as possible. The present generation requires to see the communicated
aspects in action for them to consider taking up the challenge. The moment they
anticipate something great and then it fails to appear, they become disinterested and
venture into other avenues. Therefore, it is upon the business enterprise to make a quick
impact and showcase the communicated possibilities.
Hayzlett, J. (2016). 6 Steps to Building a Strong Company Culture. Entrepreneur. Retrieved
from https://www.entrepreneur.com/article/277727
Hayzlett (2016), suggests that cross-organizational methods are crucial for gaining a
higher audience. A business has to identify the quickest means through which its culture
can go viral and attract more people. The idea of integrating cultures into the company is
to gain relevance and thus have a high rate of consumer percentage. The social media has
proved to be a strong sector through which information spreads within shorter periods. A
business should capitalize on different channels such as Twitter, blogs, LinkedIn profiles,
and Facebook to spread their cultural ideas to the target market. Such channels also help
them to become global performers.

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Another step presented in the article is the alignment of the behaviors with programmatic
efforts of the business enterprise. As much as the new cultures and practices need to take
effect, it is essential to consider the role of a business setting and informal mechanisms of
operation. These include the structural organization of working conditions for the
employees. Also, complementation of social interventions with the natural structures into
the formal setting will help in introducing an organized performance instead of having
cross-purposes. Some of the disciplines that need to be put in place at all times include
human resources, analytics, and organizational design.
Finally, Hayzlett (2016) suggests that it is necessary to manage the cultural setting
actively within the operations and duration of service. Every effort requires sustenance
and mobilization of skills to maintain it and enhance its productivity. Similarly, social
situations need to be effectively managed, sustained and cared for as a way of making
them profitable to the business. This involves keeping in touch with the external
environment and identifying the aspects that keep on changing. Frequent updates help in
remaining relevant and significant to the system thus retaining the market that you
supply. Therefore, it is necessary for every manager to employ proper monitors for
cultural differences to ensure that it is always updated and relevant to the business
structure.

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References
Bloom, J. (2015). 6 Steps for Creating a Strong Company Culture. Entrepreneur. Retrieved from
https://www.entrepreneur.com/article/244309
Cancialosi, C. (2017). Why Company Culture Is Critical To M&A Success. Forbes. Retrieved
from https://www.forbes.com/sites/chriscancialosi/2017/07/11/why-company-culture-is-
critical-to-ma-success/#b72e65c4168b
Evans, M. (2015). 10 Key Steps To Expanding Your Business Globally. Forbes. Retrieved from
https://www.forbes.com/sites/allbusiness/2015/03/04/10-key-steps-to-expanding-your-
business-globally/#7beba203803c
Hampden, T. (2019). Cultural Integration: Our Approach to Cultural Integration. Trompenaars
Hampden- Turner: Culture for Business. Retrieved from
https://www2.thtconsulting.com/cultural-integration/
Hayzlett, J. (2016). 6 Steps to Building a Strong Company Culture. Entrepreneur. Retrieved
from https://www.entrepreneur.com/article/277727
Hewitt, A. (2011). Culture Integration in M&A: Survey Findings. Consulting M&A Solutions.
Retrieved from https://www.aon.com/attachments/thought-leadership/M_A_Survey.pdf
Jon Katzenbach, C. O. (2016). 10 Principles of Organizational Culture. Strategy Business.
Retrieved from https://www.strategy-business.com/article/10-Principles-of-
Organizational-Culture?gko=e5e9a
Jon R. Katzenbach, I. S. (2012). Cultural Change That Sticks. Havard Business Review:
Leadership. Retrieved from https://hbr.org/2012/07/cultural-change-that-sticks

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Kohll, A. (2018). How To Build A Positive Company Culture. Forbes. Retrieved from
https://www.forbes.com/sites/alankohll/2018/08/14/how-to-build-a-positive-company-
culture/#4632e69d49b5
Men, L. R. (2015). 10 Ways to Create a Corporate Culture for Employee Engagement. Institute
for Public Relations. Retrieved from https://instituteforpr.org/10-ways-create-corporate-
culture-employee-engagement/
Miles, D. S. (2013). Integrating cultures after a merger. Bain & Company. Retrieved from
https://www.bain.com/insights/integrating-cultures-after-a-merger/
Weinzweig, A. (2018). Five Elements of Building an Organizational Culture. Zing Train.
Retrieved from http://www.zingtrain.com/org-culture-steps