Change And Culture Case Study

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Change and Culture Case Study I Tobi Sani HCS 514 September 19, 2011 University of Phoenix Change and Culture Case Study I When two organizations that were competitors merge, shock waves are usually sent throughout both organizations. This period can be very stressful for both organizations, and the employees will face many challenges. Mergers may be friendly or hostile. Mergers can be a viable strategic option to achieve the objectives of growth, diversification in the market, or a global presence (Badrtalei & Bates, 2007). With the merger, new set of rules need to come in place. The employees have to work together as one organization with a common vision and shared goals, and not see each other as competitors anymore. Mergers can help to increase efficiency by eliminating duplication of services, which can lead to decreased cost without compromising quality. With the additional inpatient and outpatient services that were lacking in my organization, the combined organization will be able to provide the best quality of care to the patients. This will in turn raise the standards of the new organization. According to Zatz (2011), it is recommended that the more dominant organization have a strategic plan mapped out to include communication among employees and customers, how the culture will be merged and employees that will be laid off. A SWOT (strengths, weaknesses, opportunities, and threats) analysis can be used to create this plan (Zatz, 2011). Impact of the Merger on the Culture of the New Organization Culture is a very critical part of the merger process. Though cultural conflicts are inevitable, cultural differences have to be put aside to ensure success of the new organization. According to the business dictionary (2011), “Organizational culture is the sum total of an organization’s past and current assumptions, experiences, philosophy, and

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