A Change Management Approach on: Organizational Culture - HR - Leadership Empirical Analysis of two polarized stories with a common actor

Abstract

This dissertation aims to focus on two different and results-polarized M&A happened in the automotive industry during the last 30 years. The peculiarity of the dissertation relies on the presence of a common actor (Chrysler), been acquired by two different acquirers (Daimler during the ‘80s and Fiat recently). The goal of the dissertation is to get a deep understanding about the reasons why the former was a tremendous failure and the latter is, this far, a story of success. This thesis wants to examine and explore in detail the iter of both of them, analysing deeply the post integration M&A processes, moving through the organizational culture aspects, the fundamental presence of the Human Resources practices and concluding with the nowadays neglected importance of leadership common in all of these deals. The final attempts of this dissertation are to imagine a different scenario if DCX would have acted differently and in the meanwhile to try to forecast FCA future performances in the next years, given actions that have taken place in the past.