Change and Culture Case Study 1

“There is good agreement that the first 100 days after a merger change set the tone, signal the troops about the real direction of the organization and its vitality”(DiGeorgio, 2003,p.266) A slow integration process can actually worsen problems. Merger integration should not be treated as an after-thought. It is something that needs to be addressed during the merger search and negotiations phase while there is time to minimize any negative impacts.

In terms of people management the railway equipment industry gives credit to not replace existing staff when there is a merger. This is an asset because existing staff can form the other ones on manufacturing methods and share best practices. BBD named it “tried and tested management approaches”.

2. Merge OCB with a large Physician Practice Management (PPM) organization and adopt their proven business models, strategies, and methods, to optimize all aspects of the business. Although tempting, the potential tradeoffs could include binding agreements, a complete reorganization, of OCB to match the new PPM model. A change of such magnitude would be disruptive and negatively impact revenue, reputation, and may force out valuable personnel. Additionally surrender of control, and loss of Independence is not appealing to me. The potential for improvement is great, but the potential risks may outweigh the reward.

First, we would perform a thorough stakeholder analysis and define the roles and responsibilities of each. Secondly, we would engage these stakeholders (e.g. patients, board members, employee, physician, local community leaders) in constructing the vision and strategic goals of the merged entity. Thirdly, the deployment of specific human capital management strategies would be a

Divinity Medical Center’s acquisition of Blancato’s Medical Center has suffered numerous difficulties from the onset. In this post-acquisition phase, the challenges have intensified as now absenteeism and staff turnover is at an all-time high for the facility. All indications point to the acquisition sitting on the verge of failure. Without immediate steps to rectify the issues, both facilities have significant reasons to worry regarding their continued viability. “Mergers and acquisitions are designed and executed to create growth, competitive advantages, technological acquisition, eliminate competition and more in order to create value” (Appelbaum, Roberts, & Shapiro, 2009, p. 34). A failed acquisition results in quite the opposite picture including increased staff anxiety, lack of trust, and increased turnover, all of which are currently occurring at Blancato’s Medical Center (Appelbaum, Roberts, & Shapiro, 2009, p. 41). Divinity leadership must take immediate steps to establish a leadership structure, develop a clear vision, and restore employee trust, to reverse the effects of the failed integration and propel both organizations towards a successful future.

The scale of this scale is regional as it takes place primarily Sonora/Arizona region of the U.S./Mexico border and affects one specific group of people (migrants).

Existing M&A literature reveals six distinctive theories that identify distinctive sources of problems that emerge during the M&A related organizational integration processes, predicts their psychological and behavioral effect on employees, and suggests relevant prescriptions to prevent and/or address the

Ethan Watters exemplifies a unique phenomenon in his work on the idea of cultural change in Japan. Watters essay discusses how a nation was altered for the benefit industry through the use of marketing. The stance that Watters takes in his essay is the implications of marketing and marketing techniques which can be used to change the thinking of a whole country. Karen Ho’s essay “Biographies of Hegemony” focuses on how the leaders of investment bankers market the ‘success’ in investment banking in an attempt to make students get involved in the banking career. Both of these ideas were joined together by the constitution and techniques used in marketing, a system evident in Ho’s essay. Before scrutinizing how marketing influences different

Accrual basis accounting requires revenues to be reported when earned and expenses when incurred, regardless of the timing of cash receipts or payments. Accrual basis accounting is required under GAAP. Cash basis accounting reports revenues when cash is received and expenses when cash is paid. The cash basis accounting is not allowed under

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Post-merger integration work is difficult, political, and often driven by teams that still have day jobs. Budgets are undefined, executive leadership is not clear beyond the C-level, no plans exist, and no one has done it before. Companies are willing to spend money on due diligence ahead of signing the papers, but do not always follow through to ensure that targets are met. In many cases, integration team members are plucked from the “operate and maintain” staff, and either cannot see or do not share the strategic vision of the “design and build” dealmakers. Companies that thrive from mergers do eight things (at least) correctly: Have a Plan, Communicate, and Measure Results, Dedicate the Team, Automate, Plan for Turnover, Focus on Business

The whole world is affected by the anthropocene or a man-made structures such as technology. Scientists studying the changes in Earth's ecosystems have recently taken to the term "Anthropocene", which describes the geological epoch in which mankind developed the ability to radically change Earth's environment through technology. Starting from the time that humans began farming on a large scale and escalating with the massive environmental effects of the industrial revolution, the Anthropocene accounts for changes in earth, oceans, and atmosphere that have affected the many biospheres beyond just the ones we live in. A new educational project aims to document these changes with satellite imagery and computer-generated visualizations, and

Burke (2014) stated that organizations change from day to day. The changes that take place in organizations can be intentional or unintentional. Generally, the changes that occur is accidental. It is important to have a broader and deeper knowledge of understanding organization change. Understanding what is currently happening as well as trends in which the organization is functioning can provide such awareness.

2. When an acquisition takes place, there is usually a lot of concern on behalf of all the company’s employees.  Not only the company that is being acquired also by the company that is doing the acquisition.  Usually there will be jobs lost, consolidation of positions, promotions, demotions, etc. It is the responsibility of the Human Resources Department to ensure

Many times anxiety can grow because employees fear loss of the organizations traditions. It is important to involve employees on the transition or modifications to traditions, celebrations, and other activities that help shape the organizations culture. It is important for both organizations in a merger to be sensitive to the others rituals and ceremonies and to work towards a compromise and build new traditions supported by the majority.