Task 3 – Organizational Behavior
3A) Endothon is a market culture and to impact the acquisition of Techfite in the most beneficial way we need to understand that it is a clan culture.
Clan cultures, just like Techfite, are internally focused and appreciate flexibility over stability and control. Techfite tries to hire employees that have a lot in common and can connect on levels that are not only in line with the occupation but also outside of the workplace. Techfite is an intimate company where leaders are mentors or possibly a parental figure. It is the devotion and traditions that the people value. Involvement within the company empowers them and results in true teamwork, larger participation numbers, commitment, and a true care for the …show more content…
Although, the growth and profit of the company will not be the greatest without a lot of effort from the management team. On the other hand, Endothon and their market culture will show a lot of subjective innovation and relative growth in the quality of the products and services they supply but the commitment the employees show will not be very extraordinary.
3B) Using the Lewin’s Change Model, Endothon can integrate the Techfite employees into their system and company. (“McGraw-Hill connect,” n.d.) First, Endothon must generate and convey the new behaviors and attitudes that they want the employees to display. Using data that shows how the company can advance with the new practices, the new employees (even through resistance, at first, to the changes) will come around and help Endothon become a stronger and more dominant company. Secondly, the changes will start to happen. While learning the new procedures, and forgetting the old ones, management starts the changes to assimilate all new employees. While there is not one single answer on what to change, the organizational changes that are made are for the benefit of everyone. The changes can go from the lowest level with the entry-level employees all the way to the upper management and departmental heads. Everything that happens will provide the framework for victories within the …show more content…
Knowing who to report to when something goes wrong or when there are questions about the new roles the employees will have is paramount. Having two people who they can go to is crucial to success. The matrix leaders should come to a consensus on all performance goals and processes, ground rules, operating expectancies, and how evaluations and rewards will be decided. This structure will allow Endothon to have the organization to work more cohesively. (“McGraw-Hill connect,”
3A) Endothon is a market culture and to impact the acquisition of Techfite in the most beneficial way we need to understand that it is a clan culture.
Clan cultures, just like Techfite, are internally focused and appreciate flexibility over stability and control. Techfite tries to hire employees that have a lot in common and can connect on levels that are not only in line with the occupation but also outside of the workplace. Techfite is an intimate company where leaders are mentors or possibly a parental figure. It is the devotion and traditions that the people value. Involvement within the company empowers them and results in true teamwork, larger participation numbers, commitment, and a true care for the …show more content…
Although, the growth and profit of the company will not be the greatest without a lot of effort from the management team. On the other hand, Endothon and their market culture will show a lot of subjective innovation and relative growth in the quality of the products and services they supply but the commitment the employees show will not be very extraordinary.
3B) Using the Lewin’s Change Model, Endothon can integrate the Techfite employees into their system and company. (“McGraw-Hill connect,” n.d.) First, Endothon must generate and convey the new behaviors and attitudes that they want the employees to display. Using data that shows how the company can advance with the new practices, the new employees (even through resistance, at first, to the changes) will come around and help Endothon become a stronger and more dominant company. Secondly, the changes will start to happen. While learning the new procedures, and forgetting the old ones, management starts the changes to assimilate all new employees. While there is not one single answer on what to change, the organizational changes that are made are for the benefit of everyone. The changes can go from the lowest level with the entry-level employees all the way to the upper management and departmental heads. Everything that happens will provide the framework for victories within the …show more content…
Knowing who to report to when something goes wrong or when there are questions about the new roles the employees will have is paramount. Having two people who they can go to is crucial to success. The matrix leaders should come to a consensus on all performance goals and processes, ground rules, operating expectancies, and how evaluations and rewards will be decided. This structure will allow Endothon to have the organization to work more cohesively. (“McGraw-Hill connect,”