...You are a middle manager in a healthcare organization that has merged with a previous competitor. Up until now, employees saw the competition as an enemy that provided a poor quality of care. The new corporation, however, has in place several inpatient and outpatient services that your organization does not. Write a 1,400- to 1,750-word paper in which you address the following: What affect will the sale have on the culture of the new combined organization? As a middle manager, what might you do to ensure that the combined staff will work together to provide quality care without taking on the competitive stance? Describe what the organization will look like in terms of systems and shape. Use the reading to provide a theoretical framework for your discussion. Cite at least four references. Format your paper consistent with APA guidelines When a merger is done two or more entities are combined into one. This may be done through a purchase acquisition of different ideas. With a merger a new entity is created . With this new entity it is up to the manager to find ways to combine the companies so that they can effectively communicate as well as work together. Many companies fail when trying to merge because of culture differences. "The beliefs and behaviors that determine how a company's employees and management interact and handle outside business transactions. Often, corporate culture is implied, not expressly defined, and develops organically over time from the cumulative...
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...encourages mergers with other organizations. While a merger occurs in a healthcare organization, many things will change in the everyday process, from the cafeteria to the boardroom. The impact of combining two competitive facilities with different ways of performance and values could have a rocky effect on all employees in the combined facility. In the following paragraphs, the impact the merger has on the culture of the combined organization, what the middle manager can do to ensure a happy productive staff, that will work together effectively, focusing on quality patient care, and what the organization looks like, such as it's systems and shape, will be discussed. Effects on Culture of the Organization Many challenges occur when a merger occurs, especially when it occurs among competitors. Merging two different organizations into one facility disrupts the operation and functionality on all levels involved within the organization. The merger can cause stress on employees and patients, and force difficult challenges to maintain positive results during the merging period and possibly beyond. Employees of both facilities do not realize during a merger that many positives can occur, yes it may be a challenge, but it is an opportunity to combine many knowledgeable individuals, introduce new styles of performing tasks, and introduce different styles of performance. Changes incurred during a merger will bring managers an uncertainty, a feeling of losing control over the many new faces...
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...Change and Culture Case Study I Elizabeth McCarthy HCS/514 April 1st 2013 Kendra Slatton, RN, MSN, CDE Practitioner Faculty University of Phoenix Online Change and Culture Case Study I For more than four decades, mergers have engrossed researchers. They are enticed by the increasing frequency and failure of mergers. Mergers and acquisitions are both precarious and complex. As they become more common, researchers are captivated in the inclusive effect a merger has on the internal and external cultures. From the initial announcement, to the long process of integrating the companies, researchers examine the changing dynamics of the parties involved. Those parties range from economies to individuals. Financial institutions and industrial corporations use mergers to increase profit and reduce cost. One outlook on mergers is that they provide quick opportunities to obtain new knowledge and resources. Conversely, for other employees thrill, gambling, changes, growth, anger, disposition, greed, and uncertainty altogether accompany a two party unification. The commonality of failure or weak performance of companies that undergo a major fusion leaves little to desire and unlimited skepticism. Lower-level employees are overcome with worries of personal threat, job insecurity, organizational change, and loss of personal identity within a new-pooled company (Miczka, & Größler, 2010). David Thyser agrees by stating, “Studies on M&A...
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...1 of 15 Assignm ent 2 Garment Industry Case Study MIS – Garment Industry Case Study 2 of 15 The Business Problem In common with the rest of the UK textile and garment industry, IGL faced problems of increasing competition from overseas suppliers, in particular relatively low-wage “Newly Industrialising Countries” like Hong Kong. In response to these competitive pressures, The Special Garment Group began searching for appropriate strategies to meet the challenge. In early 1983, they hired management consultants to study the future of their contract garments business. MIS – Garment Industry Case Study Organizational Structure CONGLOMERATE INTERNATIONAL GARMENTS LIMITED BOARD 3 of 15 PRODUCT GROUP 1 SPECIAL GARMENTS GROUP BOARD PRODUCT GROUP 3 CHIEF EXECUTIVE PROFIT CENTRE 1 PROFIT CENTRE n COMMERCIAL DIRECTOR FINANCE DIRECTOR DP MANAGER DP MANAGER MIS – Garment Industry Case Study 4 of 15 SADT Diagram Suppliers Retailers Business Objectives & Strategies Policies & Plans Investment Proposal Project Plan Concepts & Business Needs . Flexibility . Responsiveness Production Control MICS Development Project User Training Management Info Education & Training DP Staff (SDC & SGG) Hardware MICS Application Finance Technology MIS – Garment Industry Case Study 5 of 15 Investm ent Proposal 1. increase the proportion of high value-added merchandise 2. improve the speed of response...
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...Program Course Outline Course Name: Managing Organizational Change Course Number: 44252 Instructor: Dr. Mahdieh Mahdavinia E-mail: mmahdavinia@alumni.utoronto.ca Semester: Fall term, 1389-1390 Class Time: Wednesdays: 8:30 am – 12:30 pm Room: 4 Meeting Hours: Before the class by appointment COURSE OBJECTIVES This course makes an enquiry into the field of organization change. Identifying the need for change, framing the problems/issues, influencing the choice of what to do, and implementing the changes with minimal negative reaction are key managerial skills, especially in these increasingly turbulent times. The course will provide: - An overview of change management processes and types of changes - A knowledge of the drivers of change - Models of improving and rebuilding organizations - A variety of factors which affect successful change management - Some live stories of organizational change efforts - An opportunity for the students to frame their own orientation to change management COURSE REQUIREMENTS The course grade will be based on: Group Assignment (30%) Individual Assignments (20%) Final Exam: Case + Test (40%) Participation (10%) Group Assignment A. Analyze and present the case study of organizational change that is assigned to your group. This assignment is intended to provide an opportunity to analyze an actual change process through a systematic and concrete application of the theories...
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...International Management II (Core Competencies) Case Study Bank of America (A) by Alexander Beil Christoph Hillgärtner Florian Schlegelmilch Harvard Case Study: Bank of America List of Contents 1. 2. 3. 4. 5. 6. 7. 8. 9. Introduction / Definitions Overview “Bank of America” Product development processes Strength and weaknesses of the systems Learning through experimentation Conclusion / Learnings Summary Questions for group discussion References 1 Harvard Case Study: Bank of America 1. Introduction / Definitions Description of the case study “Bank of America (A)” * The case study describes how Bank of America is creating a system for product and service innovation in its retail banking business. Emphasis is placed on the role of experimentation in some two-dozen real-life "laboratories" that serve as fully operating banking branches and as sites for testing new ideas and concepts. Focuses on: 1) 2) 3) how learning from experimentation can be maximized; incentive and reward systems that motivate employees to experiment in "life" environments; the challenges of managing innovation in an industry that eschews risks, failure, and change. *Reference: http://harvardbusinessonline.hbsp.harvard.edu/b01/en/common/item_detail.jhtml?id=603022 Harvard Case Study: Bank of America 1. Introduction / Definitions Process: which activities are to be taken, in which order* Organization: who (person, team or department) is involved (who is responsible for what)?*...
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...International Management II (Core Competencies) Case Study Bank of America (A) by Alexander Beil Christoph Hillgärtner Florian Schlegelmilch Harvard Case Study: Bank of America List of Contents 1. Introduction / Definitions 2. Overview “Bank of America” 3. Product development processes 4. Strength and weaknesses of the systems 5. Learning through experimentation 6. Conclusion / Learnings 7. Summary 8. Questions for group discussion 9. References 1 Harvard Case Study: Bank of America 1. Introduction / Definitions Description of the case study “Bank of America (A)” * The case study describes how Bank of America is creating a system for product and service innovation in its retail banking business. Emphasis is placed on the role of experimentation in some two-dozen real-life "laboratories" that serve as fully operating banking branches and as sites for testing new ideas and concepts. Focuses on: 1) how learning from experimentation can be maximized; 2) incentive and reward systems that motivate employees to experiment in "life" environments; 3) the challenges of managing innovation in an industry that eschews risks, failure, and change. *Reference: http://harvardbusinessonline.hbsp.harvard.edu/b01/en/common/item_detail.jhtml?id=603022 Harvard Case Study: Bank of America 1. Introduction / Definitions Process: which activities are to be taken, in which order* Organization:...
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...Implementing an Effective Change Management Strategy Neryl east PublIshed by IN assocIatIoN wIth Implementing an Effective Change Management Strategy is published by ark Group UK/EUROPE OFFICE ark conferences ltd Paulton house 8 shepherdess walk london N1 7lb united Kingdom tel +44 (0)207 549 2500 Fax +44 (0)20 7324 2373 publishing@ark-group.com NORTH AMERICA OFFICE ark Group Inc 4408 N. rockwood drive suite 150 Peoria Il 61614 united states tel +1 309 495 2853 Fax +1 309 495 2858 publishingna@ark-group.com ASIA/PACIFIC OFFICE ark Group australia Pty ltd Main level 83 walker street North sydney Nsw 2060 australia tel +61 1300 550 662 Fax +61 1300 550 663 aga@arkgroupasia.com editor evie serventi eserventi@ark-group.com head of content anna shaw ashaw@ark-group.com Managing director Jennifer Guy jguy@ark-group.com uK/europe marketing enquiries robyn Macé rmace@ark-group.com us marketing enquiries daniel smallwood dsmallwood@ark-group.com asia/Pacific marketing enquiries steve oesterreich aga@arkgroupasia.com IsbN: 978-1-907787-85-0 (hard copy) 978-1-907787-86-7 (PdF) copyright the copyright of all material appearing within this publication is reserved by the author and ark conferences 2011. It may not be reproduced, duplicated or copied by any means without the prior written consent of the publisher. arK1741 Implementing an Effective Change Management Strategy Neryl east PublIshed by IN assocIatIoN wIth Contents Executive summary...
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...Case Study: Grayson Chemical Company Presented by: Allan Bermudez Marlon Abito Zarny Zaragoza CASE STUDY: Grayson Chemical Co. Executive Summary: Grayson Chemical Co, a 40-year old company manufactures industrial chemicals sold to other industrial companies. It has been run by a stable management in which there had only been two presidents. However, within the past few years, the company is suffering from declining earnings and sales. This has brought pressure from the board of directors, investment bankers, and stockholder groups to name a new president. The company had become stagnant – (although at Grayson, they refer to this as conservative) and had steadily lost market standing and profitability. Finally, the board decided to hire a new CEO and was able to hire a dynamic manager from another major corporation. CASE STUDY: Grayson Chemical Co. Tom Baker, 47 and an MBA, has helped his former company into a leadership position. He has chosen to join Grayson after another executive was chosen for the top job in his former company. Baker knows what he needs to do and that is to develop a topnotch management team that could provide leadership to turn the company around. Unfortunately, the situation at Grayson is not very favorable. Decisions are made by the book or taken to the next higher level. Things were done because “they have always been done this way,” and incompetent managers were often promoted to higher level jobs. Baker met with three members of the board...
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...OB Seminar 12: Managing Change & Stress • • • • Team Discussion on Case Study Team Presentation Reflection & Experiential Exercise Lesson 12 (Chapter 18) 1 Case study on Lynn Tilton’s leadership (p. 389) 1. Use Table 16-2 to evaluate the extent to which Lynn Tilton displayed the characteristics associated with being a good leader and good manager. 2 Case study on Lynn Tilton’s leadership (p. 389) 2. Which different positive and negative leadership traits and styles were displayed by Tilton? Cite examples. 3 Case study on Lynn Tilton’s leadership (p. 389) 3. To what extent does Tilton display situational approaches toward leadership? Explain. 4 Case study on Lynn Tilton’s leadership (p. 389) 4. Which of the four types of transformational leadership behavior were displayed by Tilton? Provide examples. 5 Case study on Lynn Tilton’s leadership (p. 389) 5. Would you like to work for Lynn Tilton? Explain why or why not. 6 Case study on Lynn Tilton’s leadership (p. 389) 6. What did you learn about leadership from this case? 7 Ch. 18 Learning Objectives 1. Discuss the external and internal forces that create the need for organizational change. 2. Describe Lewin’s change model and the systems model of change. 3. Discuss Kotter’s eight steps for leading organizational change. 4. Define organizational development and explain the OD process. 5. Explain the dynamic model of resistance to change. 18-8 Ch. 18 Learning Objectives ...
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...social-psychological theory of attitude formation through his writing. To test this prediction Johnson analyzes public opinion data before and after the Supreme Court ruled in a highly visible abortion case (Roe v. Wade 1973), along with three key capital punishment rulings. (Furman v. Georgia 1972, Gregg v. Georgia 1976 & McCleskey v. Kemp 1987) When the Supreme Court made decisions, the public simply accepted them as legitimate. The reasoning behind this is simply because the Supreme Court is seen as the ultimate arbiter of the law. The model used by both Johnson and Martin (1998) is based upon two different theories. The first, since the public generally views the Court as a highly credible institution, individuals are more likely to clearly elaborate their attitudes toward an issue after a ruling. When the court makes its first major decision on a particular, the structure of public opinion changes in a manner consistent with the structural response hypothesis. Even if the individuals disagree with a particular decision, their opinion on that issue will continue to grow stronger for or against the Court’s policy choice. The second part of the model is based upon the context elaboration likelihood. This argues that opinions about the Court’s policy choices are unlikely to change once they are set. Another term for...
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...analysis on the change management concept as it applies to an organization or a case study of choice from the text. * Use the numbered items for each assignment as main headings. The lettered items may be used as subheadings. This approach will help insure assignment criteria are included. Week 3 Assignment: Images Paper The Images paper focuses on the six different images of managing change. These images of change represent the various ways managers view the most effective strategy to bring about change. Each one represents a mindset that is unique to a manager as they try to summarize the key components of change. This paper should focus on evidence that demonstrates how the management of the organization integrated one or more of the Six Images of managing change. Then, what management could have done differently to increase the probability of a more successful change? 1. Introduction a. Briefly explain the change management initiative. b. Briefly explain the importance of the Images concepts and application to the change management initiative 2. Application Analysis a. Provide a history of information from your organization or case study that supports the change management initiative. Provide a review of the change management process related to your chosen topic. b. After providing this review of the change, based on how the change was managed, how would you assess the people/person who managed this change? What Image would...
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...In-class activity 1: Identifying control problems and MCS Source case / paper: Wong’s Pharmacy (textbook p. 20) AND Leo’s Four-Plex Theater (textbook p. 19) In-class activity questions / objectives: Wong’s Pharmacy: 1. What is the main problem facing Wong’s pharmacy? 2. What options are available to Thomas Wong? Leo’s Four-Plex Theater: 3. What are the key controls problems at Leo’s Four-Plex Theater? 4. State the control measures implemented in the theatre and the purpose and limitations of each 5. Are the problems caused primarily by inadequate existing controls and what improvements would you suggest? In-class activity 2: The role of management accounting information in controlling an organisation Source case / paper: Kaplan, R. S., 1984, The Evolution of Management Accounting, The Accounting Review, Vol. LIX, No. 3, pp. 390-418 (SO page 92 to 120). In-class activity questions / objectives: 1. What is the role of accounting information in controlling an organisation? 2. Outline the historical development of the use of management accounting information to control organisations. 3. Why may profit not be a good criterion to “motivate and evaluate short-term performance” in all cases? In-class activity 3: Controls at the Bellagio Casino Resort Source case / paper: Case Study: Controls at the Bellagio Casino Resort (textbook p. 134) In-class activity questions / objectives: Focus on the three key roles at three levels of authority in the...
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...Project teams and matrix organisation 569 Effects of a deficient organisation structure 572 Organisation charts 573 Empowerment and control 574 Synopsis 576 Review and discussion questions 577 Management in the news: A taxing merger 577 Assignments 1 and 2 578 Personal awareness and skills exercise 579 Case study: Zara: a dedicated follower of fashion 580 Notes and references 582 15 Patterns of Structure and Work Organisation 585 Variables influencing organisation structure 586 The contingency approach 586 Size of organisation 588 Technology 589 The Woodward study 589 Major dimensions of technology: the work of Perrow 593 Environment 594 The Burns and Stalker study 594 ‘Mixed’ forms of organisation structure 595 The Lawrence and Lorsch study 597 Evaluation of the contingency approach 598 Contribution of contingency theory 600 Culture as a contingent factor 601 The changing face of the workplace 603 The demand for flexibility 605 The shamrock organisation 608 Structure and organisational behaviour 611 Synopsis 613 Review and discussion questions 614 Management in the news: Independents will always have their day 614 Assignments 1 and 2 615 Personal awareness and skills exercise 616 Case study: John Lewis, Waitrose and Ocado: distinctively successful 616 Notes and references 619 16...
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...Accounting 3411 Case Study #1: Forest Hill Paper Company By Thomas L. Albright Forest Hill Paper Company (FHPC) is a closely-held paperboard manufacturer that has been struggling with a number of strategic issues facing a capital-intensive, mature industry. Their product costing system was inadequate to provide management with relevant information for decision making. Therefore, the board of directors has approved your consulting company’s proposal to conduct a cost system pilot study. Besides showing an analysis of FHPC’s product cost, your report to the board of directors is to include strategic recommendations based on your findings. INSTRUCTOR NOTE: I recommend viewing the following video before reading the rest of the case study. In the following paragraphs, there is company specific terminology that may make the case seem more difficult than it is if you don’t have some background information (and a visual of what is being described) for this type of company. The following video is not of Forest Hill Paper Company; however, it describes and shows the production environment of a similar company, Clearwater Paper Corporation: http://youtu.be/3t4jSVXjutI Background: Product and Process Description Forest Hill Paper Company (FHPC) produces an extensive line of paperboard in large reels, termed parent rolls. These parent rolls are sold to converters who further process them into containers used for a diverse line of consumer products. The owners of FHPC have long pursued the...
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