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Diagnosing the Change

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Diagnosing the Change
Natalie Howard
DeVry University
HRM/587
Jay Egger
June 1, 2014

Diagnosing the Change This paper will discuss the use of a diagnostic model identifying the performance aspects of the two organizations that I chose. Chevron/Texaco and Coca-Cola are the two companies that I will be looking into to get an understanding of some critical cultural issues and to see what strategies were being used to correct the companies’ complaints about racial discrimination.
Nadler Congruence Model I chose to use the Nadler congruence model to identify cultural problems within both organizations’ environment. Nadler uses a model that is based on the principle that an organization’s performance is derived from tasks, culture, structure, and people. It’s a systematic way to use the root elements to drive a force to an organization’s performance. In the case of Chevron/Texaco and Coca-Cola, we will be looking at managerial and the social aspects of both organizations (Nadler’s Congruence Model, 2013). It’s a useful model because it provides an effective checklist to those who are involved in creating change in the workplace. I consider it to be more of a problem-focused model to troubleshoot any problems that could cause an organization’s vision not to be achieved.
Chevron/Texaco
The problem identified with Chevron/Texaco is racial comments being made toward African Americans and complaints of being paid low wages and not being considered for promotions. Texaco’s stock plunged more than $3 per share in the days after taped conversations made news proving that there was sufficient evidence of racial discrimination and plotting to get rid of the evidence (Labich, 1999). Applying the Nadler model to this issue would give recognition to the cultural and social aspects of the organization.

Coca-Cola
The problem identified with the...

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