Meeting Date:4/20/2014

Meeting Location: Decker Group, Sydney Australia

Approval: 4/27/2014

Recorded By: Monica Rubiano

Table 1 Group Member

Name Title Organization Present

Monica A Rubiano Administrative Decker Group Yes
Manager
Jair Meneses Senior Manager Decker Group Yes
Laura Duque Director Human Decker Group Yes
Resources
Maria de Los Angeles Alfonso Senior Manager Asia Entertainment Yes
Cindy Chow Director Human Asia Entertainment Yes
Resources
Bao Chang Senior Manager Asia Entertainment Yes

Meeting Location
Building: Decker Group Building A
Conference Room: 501
Conference Line: None
Web Address: deckerg@.com asiaentertainment@.com

Meeting Start
Meeting Schedule Start: 7:30 am April 20/2014
Meeting Actual Start: 7:30 am April 20/2014
Meeting Scribe: Effects of the Merger and Management Arrangements
Agenda Item 1

Background: Why are staff resisting the changes?

While on the subject, the administration team gets together to analyze the different
situations that have presented during the unification of the Decker Group and Asia
Entertainment. The unification of the two companies, The Decker Group from Australia
and the company Asia Entertainment form Hong Kong, have brought many problems for
the employees of the Asia Entertainment company because of the rules generated by the
presidency of the company.

It’s understandable that in every unification of companies, all the changes that will
help the company reach its goals have to be considered. It’s possible that all these changes
have generated inconformity within the employees, inconformity that has been
communicated to the management by the director of human resources, Cindy Chow.
Because of it we get together on this day, as a part of the strategy to find a neutral set of
rules the can reestablish the confidence and the environment within employees. It is
important to understand that the components of culture are basic to generate a good
development and good communication within a company (Cotton David, 2013)

Agenda Item 2

What mistakes is the new manager making, if any?

*The manager has forgotten the difficulties of not understanding a different culture.
Mastering the language is not enough to understand a culture in its full context. To be
fluent in the language is a great advantage as it helps to connect with the other culture.

*In the unification, several issues haven’t been handle appropriately

* Propose a safe atmosphere for the employees, this includes the security of preserving jobs
and benefits.

*There have been demands in terms of language, but a program to help achieve these
demands has not been proposed.

*The fact that the respect for culture is a universal principle has been forgotten.

*Communication is important in any group, and this one should be upward, downward, and
horizontal. This aspect has been neglected.
Agenda Item 3
What can be learned from this experience?
Currently, globalization is the most common phenomenon to which companies must adapt.
However, some companies do not consider that this trend is particularly important and
directly affects economic and cultural issues.

Like in the case of the Australian company Decker Group buying the company Asia
Entertainment. This is a typical example of a weak transition and unification of two
companies. Weak cultural integration between companies is by far the number one reason
that fusions and / or acquisitions of companies do not work. To this we must add that the
purchasing company usually wants to impose more requirements to the acquired company,
which creates an uncomfortable environment for employees. Most employees feel
disoriented when they have worked for many years using certain patterns to achieve a goal
that is known by all and suddenly the working conditions change and the company strategy
is not clear nor visible for the team.

In this way, we learn from this experience that to acquire a company that differs
from the buyer on economic (because the buyer usually belongs to a more developed
country than the acquired), and cultural issues (how to treat others, food, dress etc.)
shouldn’t be taken lightly and the buying company shouldn’t assume that everything will
be fine and not do anything.

How can the company effectively manage change more in the future?
The main thing in the process of acquiring a company is to consider in advance the
following:
1. Primary target of the company to buy.
2. Strategy of the two companies.
3. Economic environments and development potential.
4. Cultural aspects of high relevance.
5. Possible problems that may arise in the future.
Thus, the Decker Group should evaluate each of the points above, as the key to managing
change effectively begins when the context is understood and a gradual transition that
allows the two cultures to understand the rhythm becomes another without feeling
pressured or uncomfortable.

Finally, it is highly important that all workers feel that the change will allow them to
progress and to be part of a globalized world and that advantage will have the opportunity
to develop and learn from other economies and cultures, which in a way means that the
company is always making a profit. For this, it is necessary that management and personnel
reports any changes, new goals and strategies.

Although it is hard to work at a new rhythm with new strategies and different goals
than before, all this hard work will be rewarded by making part of the small group of
multinational companies leading the current market.

Meeting Schedule End: 4:00 PM

Meeting Actual End: 8:00 PM

Table 2 Post Meeting Action Items

Action Assigned To Deadline

Action Item 1 Monica Rubiano May/01/2014
Action Item 2 Laura Duque May/01/2014
Action Item 3 Maria de Los Angeles May/01/2014
Alfonso and Jair Meneses
Action Item 4 Monica Rubiano May/01/2014
Action Item 5 Monica Rubiano May/01/2014

Decisions Made
As a result of the meeting and the treatment of each of the different points in the agenda,
we have decided to follow the following set of rules.
  Decision 1
The management wants job security within the organization, for that reason, the current
labor positions are respected, also both parties agree that when making a change of position
the equivalence is respected.

 Decision 2

With the purpose of encouraging the employee, in his good performance, management
establishes the Employee Assistance Program.
a) Contribution Bonus worth $ 1000 for English language learning, the school must
be an approved entity.
b) Exchanges are permitted in different working positions for periods of six months,
these exchanges will be part of the training process and understanding between the two
cultures, therefore employees from both Decker Group and Asia Entertainment, will have
the same opportunities.
c) Within the program of recognition of good performance of the employee, the visit
to the Deck Group plant in Australia is allowed for a maximum period of 15 days to any
employee who that meets the company’s goals, the visit is about knowing the internal
processes of the organization.
d) For the purpose of contributing to the quality of life and wellbeing of our
employees, a family allowance of $ 250 will be awarded for each child, and the subsidy
will be awarded annually.
e) The Company agrees to assume the cost of the employee’s health insurance, the
cost of their dependents will be paid by the employee.
f) An annual bonus will be handed to all employees based on the completion of the
company’s overall goal.

 Decision 3
In order to raise the competition between employees, a training department will be created.
The department will focus on constantly working on commercial and corporate training.

 Decision 4
The company authorizes the senior manager of Asia entertainment to be of Asian origin, in
order to improve the communication and the understanding of the administration’s
problems.
  Decision 5
The company will hire a catering company to provide two menus focused on both cultures,
in order to respect cultural differences.

Next Meeting: Asia Entertainment October/24/2014