Speed in integration may not always deliver what it promises. If
organisational unity is sought for, the integration should not be
regarded as a one-time ad hoc event, but rather as a long-term
socio-cultural process. By evaluating employees’ perceptions of fairness
in their organisation the chapter suggests how fairness may constitute
the building of organisational unity in a multinational organisation
after a merger and acquisition. From the data collected in seven
different countries, cultural differences in interpreting fairness in an
organisational context are also noted.