ipl-logo

Endothon Culture Case Study

834 Words4 Pages

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

Show More
Related

Red Carpet Transformational Change

864 Words | 4 Pages

DISCUSSING ORGANIZATIONAL CHANGE Lisa Thai HRMT-440 Colorado Technical University 4/18/2018 Business organizations in the industry are always experiencing changes in the business environment. This forces them to change their operations hence in order to coup with the changing business environment (Fletcher, 2004). The technology keeps on advancing hence the need for business enterprises to adopt the use of it in order to boosts its performance in the industry. Organizations that perform well in the industry starts to grow in size hence expanding their operations in the industry. The increase in size of a firm requires it to makes certain changes in its operations in order to incorporate the growth in its operations.

Read More

Company Culture And Customer Perceptions Of Chick-Fil-A

1491 Words | 6 Pages

Part 4: Explain how the culture impacts organizationally relevant

Read More

Why Should Techfite Be Considered A Clan Culture

475 Words | 2 Pages

Market culture is more inclined to have an outcome of higher subjective innovation but lower organizational commitment. B. Since Techfite and Endothon have such different cultures, I believe that the organizational development model of change would be the best way to align their cultures. The most important reason for choosing this model was because of employee empowerment. A great amount of the organizational development model is giving employees a say in what goes on in the company.

Read More

Tci/531 Week 3 Subcultures

649 Words | 3 Pages

The ownership of TCI/ROOD has discovered the culture they are living is not consistent to the desired culture for the organization. In the Dominate Characteristics we found a separation of what is occurring compared to what is desired. (Dominate Characteristics Now 33.33 Preferred 37.50) TCI/ROOD ownership found that despite their efforts to make

Read More

Endothon And Techfite Case Study

343 Words | 2 Pages

Endothon and Techfite are organizations with conflicting cultural values. Endothon is a Market Compete culture. In a Market Compete culture, the organization’s focus is on external factors. Their priority are their customers, delivering results and being profitable (The Impact of Organizational Culture Types on Outcome, 2016). The example which supports Edothon being a Market Compete culture is the value they place on results and productivity.

Read More

Endothon Organizational Culture Paper

625 Words | 3 Pages

Organizational Cultures A. Endothon is customer-focused and they value the outcome and the efficiency in reaching its goal of safety and change, which is an example of why I think it has a market culture. This type of society in an organization has an external focus and it values stability/control over employee development and satisfaction. Because of this, managers are driven "toward productivity, profits, and customer satisfaction" (ksdfjkdfj pg 489). I expect the outcome for the organizational commitment, subjective profit, objective profit, and objective growth to be weak. I also expect the job satisfaction, quality of products/services, and subjective growth to be moderate while subjective innovation is strong.

Read More

Box Inc. Case Study Essay

702 Words | 3 Pages

With a competitive market prevailing, there is a need for the organizations to rethink their structure and strategy from time to time as it would ideally determine the success of the organization. This paper throws light on Box Inc. which was trying to maintain the start-up culture even though there was a demand for the organization to scale considering the employee strength. “As we bring Box to more organizations, our mission remains the same: to make sharing, accessing, and managing content ridiculously easy”. (Babson, April 2015). This paper would also illustrate the impact of culture on the organization with suitable examples from the case study.

Read More

Carmax Company Culture Case Study

1669 Words | 7 Pages

The Importance of a Company’s Culture The culture of a company is one of the most important and sometimes overlooked factors in an organization. The culture can increase employee engagement and increase productivity which will allow a company to reach its goals, “From productivity and engagement in the organization’s day-to-day, to an employer brand that naturally fuels recruiting efforts, to creating a lasting brand that customers immediately recognize, there’s no escaping it – culture radiates outward into the marketplace” (Straz 2015). The culture can have a great impact on the employees. Employees thrive in a positive working environment and the ability to engage with their managers without fear of retaliation.

Read More

East Los Angeles College Observation Essay

457 Words | 2 Pages

More importantly, for organizational cultural changes to be embraced college-wide the effort must begin at the top. I honestly believe that in order for faculty and staff to become engaged in the process, the president needs to be leading the charge. The president and upper administration are the change agents; they are the coaches and the communicators to help employees understand that they are in charge of the culture rather than a victim of the

Read More

Geo Group Mission Statement

719 Words | 3 Pages

While waiting for the long-term goals of change to unfold, it is important to also set short-term goals to foster a sense of accomplishment and motivation. Setting and meeting these short-term goals will help push the organization to long-term change. I believe one of the most important steps in changing the corporate culture is letting the employees be heard. There are often times large discrepancies between upper management and lower-level employees, that is unrealistic to think that they are on the same page.

Read More

University Of The People Case Study

848 Words | 4 Pages

After reading the case study I found many interesting comparisons to organizational cultures listed in the University of the People text. The issue was that I could identify the organizational culture as fitting in nearly ALL the listed types of cultures! It appears that this company has figured out how to get the best of most worlds. To begin with, the values of the founders and the ways they attempted to bring that culture into being are alive and well in the company's modern incarnation.

Read More

Healthcare Organizational Culture Paper

672 Words | 3 Pages

An organization’s culture is designed to interface with their strategic goals as common values are shared at all levels of the organization (Glickman, Bagget, Kribett, Peterson & Schulman, October 18, 2007). A culture at an organization can be powerful as for it holds together the entire organization while they together as one adapt to prospective changing in their environment to better improve the operating efficiency of the organization (Glickman, Bagget, Kribett, Peterson & Schulman, October 18, 2007). With a culture, it can reflect on how the organization views and do things based on together as a whole acting as one with common and shared goals (Davies, Nutley & Mannion, 2000). Organization’s that share a culture typical do things that

Read More

Case Study Of Aetna's Organizational Culture

1038 Words | 5 Pages

When changing a company’s organizational culture may goes well Changes in technology, the markets, societal values, workplace dynamics and the global economy have all contributed to creating an external environment that is constantly on the move, unpredictable and often devastating for companies that are unprepared or unable to respond accordingly. Many companies today are thus forced to either change or adapt their organisational culture to keep up. (Burnes, 2004) Furthermore, with global mergers and acquisitions at a seven-year high in 2014 (Roumeliotis, 2014) and set to increase further due to companies’ desire to outdo rivals and widespread investor support for such deals, knowing how to manage changes in organisational culture has become

Read More

Observing A Healthcare Organization's Culture

1040 Words | 5 Pages

After analyzing the most successful mid-sized companies in America, McKinsey & Co. agreed that the common characteristics was how they managed their cultures. (Lipton, 1996) “People who understand the values behind their organization’s culture adjust more quickly to their jobs; in turn they have bigger commitment to their jobs” (Lipton, 1996). What makes an organization successful over time is their members’ shared values, clear

Read More

Lou Gerstner's Transformational Leadership Style

921 Words | 4 Pages

Hence, leaders need to be prepared and manage readiness to the alteration by making an environment of honesty and transparency for their team as a successful implementation of the change is unlikely. Employees must be part of the change hence, they must to be told about the requirement of the change and be given a reward to motivate to embrace the change. If change be accepted by all recipients it can be implemented quickly and effectively. The leaders’ attitudes and behaviors have both positive and negative alterations on the change success. Therefore, leaders of organizations need to try and develop a more framing and shaping behavior, adding skills on themselves to change and motivate the subordinates towards the embracing the change.

Read More

More about Endothon Culture Case Study

Related Topics

Open Document