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Endothon Culture Case Study

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In this scenario, Endothon has acquired Techfite and I am the organizational consultant. My goal is to align Techfite’s culture to more closely with Endothon’s culture. I will begin by classifying the culture of each organization. I will also recommend a change model and a type of organizational structure to best fit the scenario. I will discuss a reason of resistance to the change and how to overcome that resistance. I am going to start by classify each organization’s culture and the expected outcomes based on that culture. Endothon is a Market compete culture. Market compete culture is customer focused, valuing productivity and enhancing competition. As stated in the scenario this organization is customer focused. Also, Endothon values …show more content…

Clan collaborate values cohesion, communication, participation, empowerment, and flexibility. In the scenario, the Techfite organization is employee focused and values empowerment. Techfite also values flexibility. The expected outcomes for clan culture are: weak objective growth and profit, and great job satisfaction and commitment (Kinicki, Fugate). I chose to apply Lewin’s Model of change to this scenario, which includes unfreezing, changing, and refreezing. This model places a great deal of focus on reducing resistance to change by referring to two: driving forces and restraining forces. Driving forces are reasons people are motivated to change. Restraining forces represent reasons people are hesitant to change. Unfreezing is creating the motivation to change. For this scenario, I would be sure to communicate the change with Techfite employees, by letting them know the steps of the change process, when it is expected to happen, and why it is happening. Employees are more accepting of change if they know what is going on. Also, I would encourage the organization to provide training for Techfite employees to apply the change. For example, a training to help the understanding of the culture type and how be successful

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