This is not to say that you cannot change anything. However, a cavalier attitude, scoffing at a less sophisticated system or staff, or an assumption that your organization's way of doing things will be the merged way of doing things can make a tense situation worse. The process of integrating cultures is a long one, but it is important to begin it immediately. People from each 'old' organization should share their traditions and stories with their new colleagues, and everyone should contribute to the creation of new traditions and stories. This is not always the case, however.
Nonprofits develop systems for the management of everything from office supplies to donor names.
When two nonprofits merge, each of these systems must also merge. It is important to approach each integration task with openness and respect for the other group. Individuals who are secure in their understanding of their own organization's accounting program, donor database, purchasing procedures, etc., may be very uneasy at the prospect of having to switch to a system they do not know or understand nearly as well. Assure staff that they will get whatever training they need to implement the new systems, and get them involved in the transition. The most important thing to remember when you merge organizations is that communication should be a top priority, and that there will be conflict.