2 Perspectives on Post-acquisition Integration
One can distinguish two perspectives when discussing acquisition integration:
1. Organizational Behavior Perspective towards Post-acquisition Integration
(also called: 'Human Integration Perspective'): this perspective is concerned with creating satisfied employees, and ultimately a shared identity of the employees of both companies. This view thus focuses on the human side of M&As. According to this view, long run profitability can only be developed by efficient communication, by effective process management and by showing sensitivity to employees’ expectations and concerns.
2. Process Perspective towards Post-acquisition Integration
(also called 'Task Integration Perspective'): in this view, the main objective of firms is value creation. It focuses on activities of the management team undertaken to guide post-acquisition integration. Although both strategic and organizational fit creates the potential for synergies, efficient post-acquisition integration fully depends on the actions taken by management.
Of course these two perspectives are not completely independent of each other. Therefore firms often decide to use both, but emphasize on one of the approaches. This may cause negative outcomes for the acquisition. For the integration process to be fully effective both of the approaches need to be effective.
Source: Birkinshaw, J. and H. Bresman. (2000). Managing the Post-Acquisition Integration Process: How the Human Integration and Task Integration Processes Interact to Foster Value Creation. Journal of Management Studies