...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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...Change and Culture Case Study I This paper focuses on the merger of company A and company B. The middle manager of a health care organization has the responsibility of combining the workforces of both companies, and re-structuring the systems and shape of the new organization. The task of making company C, the two organizations combined, is made more difficult due to the fact of prior competitiveness in the health care realm, with employees viewing company B as non-professional and lacking in quality care. Company B, however, has several inpatient and outpatient services that company A does not, validating the merger. So, this paper presents the effects of the merger, how employees are coached to work together, the new systems and shape of the organization, and the theoretical framework of the merger. Merger During the past decade the hospital industry has made reflective organizational changes, including the extensive consolidation of hospital system through merger and the formation hospital systems (Evans & Gertler, 2012). The rules of health care are changing. Growth is not about just getting bigger. It is about developing all of the components needed for coordinated care and reduced costs. Health system reform has various incentives, such as those related to reducing readmission rates, and establishing a liable care organization, but qualifying for them requires closer links to other parts of the medical care chain (Breakthroughs -Hospital merger and acquisition strategies...
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...Change and Culture Case Study I In a hierarchical organization structure there is a top, middle and a bottom. Middle management sits in the middle of this type or organizing scheme. Middle managers are generally supervisors. Sometimes those that head up departments or units of a business can be considered middle management depending on how the business is structured. Most middle management implements or executes the plans and policies created by upper management (Burke, 2013). Middle managers have to ensure that all of the employees that work underneath them are following the business plans that have been laid out and that they are getting their work done on time. It is important that middle managers are able to communicate clearly and effectively with their staff whether it is verbal or written communication. Case Study Background In this case study the scenario is a middle manager within the health care organization has merged with a previous competitor. Up until now, employees saw the competition as an enemy that provided poor quality of care to their patients. The new corporation, however, has in place several inpatient and outpatient service that our health care organization does not. We will be discussing what impact the sale will have on the culture of the new combined health care organizations, as a middle manager what can be done to make sure that the combined staff work together in providing quality of care rather than seeing it as a competition and describing...
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...Kudler’s Strategic Planning Executive Summary Kudler Fine Food is a western United States based company, which is situated in San Diego metropolitan area. It furnishes quality food products at the reasonable price and also texture option of the best food product to their customers. In the year 1998, it started its functions to serve ever-growing consumers demand. The company has three stores with different departments. Its vision is to arouse its profit earning ability through capturing large market share. The company was valued for its employee fairness and high customer services. In comparison to the other competitors, the financial strength of Kudler is quite good as reflected in the forecasted Income statement and Balance sheet. The forecasted financials of the company pondered that its net revenues is showing tremendous growth. While analyzing this company, the environmental scan was necessarily researched to better realize the current critical situation of the company. This scanning shows internal (strength & Weakness) and external environment (Opportunities & threats), which reflects that despite of the number of threats faced by the company, Kudler efficiently asserts a comparatively strong position in the global marketplace through maintaining its apparent growth. Company’s Background In San Diego metropolitan area, Kudler Fine Foods is an incredibly renowned trendy specialty food store that was opened in the year 1998 by Kathy Kudler. The...
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...values and ideals, among others. These reactions can affect the productivity of our employees. A manager's behavior can be at the core of employee productivity issues. Therefore, it is essential that as leaders we demonstrate total domain of the above mention reactions from employees and work toward to avoid their manifestation. There are many factors that can affect employee productivity but the most important is the behavior and attitude of the leader. We should adopt a leadership style that can permit employees to be part of the merge and let them know that their concerns will be addressed. Since no style of leadership in specific works best in all situations, we are great leaders and will adapt based upon the objectives, needs, and situations specifically in your group. I encourage you to adopt a democratic or participative style and be an employee-oriented leader so you can emphasize your job on respect and demonstrate interest in your subordinates. Do not forget that there are some tasks and goals to achieve. Empower your subordinates and encourage the benefits of the acquisition of expanding company’s horizon to new strategies and markets. Be accessible to your subordinates and other employees in any of this matter. By answering questions and speak of the merger will demonstrate that you as a leader are sure of the success of it. At the same time you are making sure that employees feel...
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...move, all first-level managers are ask to restructure job responsibilities which should provide new potential for employee career advancement. As with any change, there will be concerns and questions. Your role as managers are to explain how manager’s behavior can affect the productivity of his or her workers; describe the types of management action that align with employment laws and those that do not; and describe best practices for working within a diverse work environment. I encourage you to respond in a positive and supportive manner. Your roles as managers will be vital to making this a successful transaction; there are several factors that affect the productivity of workers such as people skills, management skills and the most important attitude. Manager’s behavior can help establish a positive open organizational climate, which will help its team members feel safe and be more productive at their job. Insure that all your employees know what is expected of them and what’s available for them to accomplish their jobs and promote quality customer satisfaction. Mangers should address “retention comprises the activities of rewarding employees for performing their jobs effectively; ensuring harmonious working relations between employees and managers; and maintaining a safe, healthy work environment” (Cascio). Management action that aligns with employment laws and those that are not; in federal and state employment laws govern all employment actions from hiring to...
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...(McShane & Glinow, 2013, p. 260). Although organizations tend to rely on other mechanisms such as corporate goals and objectives, communication is what links them together. In order for employees to function properly within an organization, employers, and managers need to focus on how to communicate effectively within its organization. According to McShane & Glinow (2013), “Effective communication is vital to all organizations, so much so that no company could exist without it”. Businesses must succeed all aspects of communication to correspond with new market trends and satisfy customers or clients demand. Therefore, using internal communication, which involves mangers speaking directly with their employees, and external communication which involves the organization members and their stakeholders communicating with one another are required for effective communication in the work environment. I have experienced how a lack of communication can cause major problems in an organization. For example, a few years ago, I worked for a hospital as a Patient Care Technician on a neuroscience unit. The company was owned by a private family and operated by the same management team for decades. However; after the company merge with another local hospital, changes started to take place, and the employees were not verbally informed of those changes, but sent several e-mails stating that the merger was taken place. This is an ineffective way of communicating with the staff because of the...
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...CRANEFIELD COLLEGE OF PROJECT AND PROGRAMME MANAGEMENT GROUP/INDIVIDUAL ASSIGNMENT FOR MODULE Project Management: Perspective, Planning and Implementation (ACPM02) Please include the following declaration: “I/We hereby declare that this assignment is entirely my/our own work, and that it has not previously been submitted to any other Higher Education Institution. I/We also declare that all published and unpublished sources have been fully acknowledged and properly referenced. This includes figures, tables and exhibits. Where modified by me/us, this has also been indicated.” |Print Name |Signature |ID Number | |Wesley Lombard | |8409045107088 | |Ian Stewart | |8006075214089 | |Nicholas Mkhabele | |8905075297087 | |Siyanda Mfeka | |8501265486083 | |Lucky Tsolo | |7801165901087 | |Phethile Lubisi ...
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...Airlines and United Airlines Merger Tony McDougal December 2, 2012 Professor Bates Abstract This paper explains the challenges faced by two major U.S. airlines, United and Continental airlines in an attempt to merge, and form the world's largest airline based in the United States. This consideration is based in relation to the movement of passengers via air traffic. The airline merge occurred in order for each airline to survive and be competitive within the airline industry. The paper explains briefly the reason for this merger, the strategy it used and went through to accomplish the merger. It also explains some pros and cons the merger and management faced. It explains the vision of the newly created company in reference to where they want to be in the future and the profit of revenue they foresee to earn with this merger. This paper outlines the structural change the new United Airlines came up with after the merger took place and how both United and Continental Airlines management, employees, and customers adapted to the merge. Continental Airlines and United Airlines Merger The merger of United and Continental airlines that was under way in 2008 formed the third’s world largest airline. This merge occurred during the decrease of air travel from heightened security measures against terrorism and high fuel costs. During this time, the United States government also tried to help by giving the airline industry monetary bailouts so that...
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...Global Communications Problem Solution Paper and Defense Problem Solution: Global Communications (GC), once riding the telecommunications boom of the 1990's, now has a plummeting stock price and very nervous board of directors. The future of the company depends on its ability to benchmark and outsource operations while effectively communicating the strategic plan in an ethical way. Like many of their competitors in this volatile industry, profit margin is shrinking, competition is intense, and the whole industry seems to be a losing bet on Wall Street. GC has fallen behind the telecommunication industry. GC feels the pressures of the industries and trying to keep up with its competitors while watching its stock prices fall. Yet the investors are giving GC pressure to correct the problem. GC needs to offer better or a new services than what their competitors are not providing to their customers. Simply put, Global Communications is not where it needs to be in terms of globally viable business opportunities and general profitability. Our paper will present the problems currently confronting Global Communications (GC) and the solution of implementation of an aggressive approach to be a truly global resource. This paper will discuss the alternative solutions to their existing problems, risk assessment for the suggested alternative solutions, the optimal solution, and lastly the implementation plan to deal with the problem. Issue Identification GC has...
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...Healthcare expenditures are too high - nearly $9000 per capita. With healthcare cost rising rapidly, a change to how we approach healthcare systems has to be reviewed. Dr. Davis, the writer of this article makes the point that as times have passed; due to the higher cost of care, a huge opportunity for hospital mergers to happen is needed in order to continue to improve and drive higher quality in care and more efficiency. Currently the fee for service model of healthcare is transforming into the population management model of healthcare. Most hospitals don't mitigate risk effectively, most not keenly aware of the population they serve as it changes, are not able to serve the populations. In some cases some hospitals do not offer a wide range of services to a large population and thus manage risk poorly and drive up post acute cost and are not able to manage patients who are high utilizers of care services. As these hospitals work and are currently dependent on using the current fee for service model, which incentivizes physicians to over utilize resources to treat illnesses, it does not support or help maintain patients in good health. Dr Davis encourages mergers of hospitals, and states that these mergers can essentially reduce unnecessary overlap in regional health care offerings, improve quality of care, and it help support community needs more effectively. The Affordable Care Act also known as "Obama Care" has forced the issue and help drive more population based healthcare...
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...7 e-Business Systems CHAPTER OVERVIEW Chapter 7: e-Business Systems describes how information systems integrate and support enterprisewide business processes, as well as the business functions of marketing, manufacturing, human resource management, accounting, and finance. LEARNING OBJECTIVES After reading and studying this chapter, you should be able to: 1. Identify the following cross-functional enterprise systems, and give examples of how they can provide significant business value to a company: a. Enterprise application integration b. Transaction processing systems c. Enterprise collaboration systems 2. Give examples of how Internet and other information technologies support business processes within the business functions of accounting, finance, human resource management, marketing, and production and operations management. SUMMARY • Cross-Functional Enterprise Systems. Major e-business applications and their interrelationships are summarized in the enterprise application architecture of Figure 7.2 . These applications are integrated cross-functional enterprise systems such as enterprise resource planning (ERP), customer relationship management (CRM), and supply chain management (SCM). These applications may be interconnected by enterprise application integration (EAI) systems so that business professionals can more easily access the information resources they need to support the needs of customers, suppliers,...
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...Employee Absenteeism Kmart Corporation Alvin Williams Professor Whatley LG415 Quality Control Park University INTRODUCTION The purpose of this research paper is to identify employee absenteeism and explain the process of how Kmart was able to successfully merge with Sears effectively without completely diminishing employee morale and loyalty. Let us first begin by going into detail to primarily explain what employee absenteeism is. In the workforce it is described as a failure to appear for work in a routine period of time. It also means the number of occurrences of missed work without valid reasoning. Picture the scenario that you are shopping in Kmart and you have finally completed your shopping to proceed to check out. The time just so happens to be three o’clock, which are the shift change hours for cashiers. There are three customers ahead of you and only two lanes open. You notice that there is a delay in check out times. You finally get to the counter to pay and over hear the cashier complaining that she will have to stay another two hours because her replacement has called out sick once again, without proper notice. At this point the cashier becomes a little irritated in her responses and appears to be in no way interested in pleasing the customer. What happened to the employee that was smiling just three customers before you? I can easily explain. The motivation the...
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...discussed further below. Q1. Values In the event of absorption like this one between Big Energy Company and XYZ Energy job satisfaction of employees would be a problem and lead to value changes. The company being absorbed may reduce their job satisfaction drastically. The reduction of employee job satisfaction could be due to various factors. The employees within the organization may not feel the sense of job security anymore which would be felt by employees from both companies (Cartwright & Schoenberg, 2006). Job satisfaction for the employee may reduce due to various variables such as the pay levels they could not be looking as attractive as before. The new management may reduce employee benefits; there would be no job security anymore. The communication levels may be unclear. In addition, it will be evident that there is no longer hierarchy growth within the organization. This in turn will lead to employees lacking the moral to contribute much to the growth of the company as a whole (Nemanich & Keller, 2007). Another aspect that would affect the employee values is put on the transformation of the absorption. The transformation would focus on operational, legal, and financial components but not much on the human resource components of their organizational systems. As we all know the main driver of a successful company is satisfied employees. With this observation it can be considered a...
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... | | | | | | | | | | | | | | |With the new transition and acquisition of Enviro Tech rumors around the |“The source of the lack of motivation| | |organization have the employees with a low morale because they feel many cuts|for performing the behavior, or (2) a| | |will be made and many are concerned on how to reach their expected sales |lack of high instrumentalities for | |Organizational Capability|production while training and learning new products. |performing the behavior (or | | |...
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