Change and Culture Case Study Essay

Essay Topic: Case, Change, Culture, Study,

Paper type: Literary,

Words: 1811 | Published: 01.13.20 | Views: 580 | Download now

In tough economical times, companies are looking for ways to still provide services to the community without reducing quality and efficiency. When it comes to smaller businesses, or businesses that provide the same products or services, it is often smart to merge the companies together to create a stronger, even more stable composition.

This will happen when Frithsen Physical Therapy integrates with Select Physical Therapy. Choose Physical Therapy can be described as national firm that provides essential as well as marine therapy, work-related therapy, athletic training outreach and long term care providers. For the past decade Frithsen Essential has seen Select Physical Therapy as a intense competitor providing you with less than quality care to its individuals. Frithsen Essential has been recognized in the community for providing care in a specialist and personal approach. Many employees are afraid that merging with a large corporation will change the way they work, triggering the quality of individual care to decrease.

Middle managers will become essential before, during, and after the merge to make certain every staff from each company understands the eye-sight for the modern corporation and it is willing to endanger to make it a reality. The combining of two companies is no convenient task and may change the condition and lifestyle of both companies, till a new one comes into the world. Processes including communication, employing, patient treatment and record keeping will change to accommodate the growing organization, in hopes it will eventually become more successful than possibly company was on its own. Merging two firms is a fragile procedure, requiring compromise and patience.

Each company has generated a certain traditions over their existence, and each one believes that their very own culture is most beneficial. In reality, every company provides certain services or responsibilities that they perform better than the other. Inside the instance of Select Essential merging with Frithsen Physical Therapy, the tradition of the new, combined organization will be just like the cultures set up by each company individually. However , it is necessary to create a fresh culture, varying from the previous ones, to market a sense of team-work and camaraderie.

If this task does not take place, everyone will continue to work in his or her individual culture, which becomes divisive, causing the organization to be taken in different guidelines (Sherrill, 2001). In the initially phases of mixing the companies, the culture could possibly be fragmented, with each organization holding on to the actual know. Lots of the employees will be wary of the changes occurring around them on a daily basis and might resist selected adjustments (Stanwick, 2000). A brand new atmosphere of open-mindedness and compromise has to emerge intended for the blended company to be successful. When two companies are put together, there are guaranteed to be dissimilarities of viewpoints between professionals and administrators regarding polices and techniques.

It is important to understand that each company brings a thing valuable in the relationship, and all suggestions and viewpoints should be considered and discussed Steering clear of a competitive stance will assist employees via both sides view the positives of blending beliefs and ideals, and eventually encourage the birth of a stronger, more fortunate new traditions (Stanwick, 2000). To successfully combine two companies involves cooperation coming from all degrees of management. Like a middle administrator in a blending corporation, you will find different strategies and abilities that will be necessary to ensure a smooth transition.

The main strategy will be communication. Before the merger happens, it is important pertaining to middle managers to understand the modern beliefs and values that upper managing desires (Bolton & Lewis, 1998). Once middle managers understand the eyesight for the new company, they have to pass this down to their very own employees.

It is not enough to simply communicate the brand new vision; middle section managers must begin exercising these improvements immediately. Leading by case is the most effective way to create results. The middle managers in most companies are even more approachable than top managing; therefore it is very important that central managers take board while using new vision of the company and screen this in a positive way. While the merger is occurring you have to build a staff atmosphere, full of open communication, honesty, and teamwork.

Every employee via both businesses should truly feel as though their positions is very important, and their co-operation is essential for the success in the forming company. Once the merger is full, it is everything regarding the new tradition, staying visible, approachable, and communicating info early and quite often (Bolton & Lewis, 1998). Aside from ensuring employees happen to be blending well, it is important to pay attention to patient proper care. There will be changes implemented each and every phase with the merger, but it is important certainly not let misunderstandings, or issues within the staff affect the top quality of care given to the patients.

Once the merger has become finalized and integration can be complete, middle section managers have to assess their very own staff to be certain that each worker is doing her or his part to help make the merge because successful as it can be. If you will find employees who are resisting the changes being created within the company, or not buying into the new traditions and eye-sight, it is necessary to assess the situation and decide what is best for they and the organization as a whole. Middle section managers should not forget to consider the employees emotions when scenario such as this come up.

Often times, employees resist mergers because all their identities will be closely associated with their careers, and they prefer to experience continuity of their identities. Giessner (as cited by simply Sidle, 2006) noted that mergers might challenge this kind of continuity, ultimately causing distress and anxiety coming from employees. Once middle management can be familiar with feelings of their employees, they can be better equipped to handle issues that may come up by allaying fears or perhaps implementing ways to make employees comfortable with their very own new roles.

Even if all employees coming from both companies are comfortable with the combining of their two agencies, upper supervision has the challenging task of reworking its current systems and procedures to incorporate the best tactics from every company. In the case of Frithsen Physical Therapy and Select Physical Therapy, the former’s employees sees the most alterations. Frithsen Physical Therapy is a tiny corporation, protecting New Great britain, while Select Physical Therapy can be described as national firm, encompassing more services and a variety of doctors.

Along with physical therapy services Select Physical Therapy offers occupational therapy, marine therapy, long lasting care establishments, and a huge athletic training outreach system. This will need managers via Frithsen Essential to be responsible for more people, and perhaps different clinicians than they are comfortable with working with. The shape and devices currently employed in the company will need to shift in order to fit a bigger scale of business and a more challenging hierarchy. The regional managers from Frithsen Physical Therapy reported directly to the President from the company, whereas the regional managers of Select Essential report to one of ten executive managers, who have then are accountable to the CEO of the organization.

The clinic managers of Frithsen Essential were able to observe all of the workers they watch over on a daily basis, operating side by side. With all the inclusion in the vast athletic training program, they may now be accountable for knowing which in turn athletic trainers report to all their clinics, and what universities they are designated to. There will also be a manager of athletic training services that they may need to contact about recommendations and business relating to the partnership between the universities covered plus the clinics inside the area. For this reason more elaborate hierarchy, employees of Frithsen Physical Therapy will see a remarkable change in the way they communicate with higher management.

Beneath their outdated organization, there was a relatively directly path to the very best, with only a few levels of management until they reached the President. Connection could be done easily by telephone or in person, and a lot employees acquired met the other person face to face at one time or another. In the new corporation, there will be a need for a more formal kind of communication.

In organizations connection tends to be directional, moving upward, downward, diagonal or lateral (Leibler & McConnell, 2008). Frithsen Physical Therapy was used to mostly lateral communication, speaking about issues with additional managers or perhaps sharing remarks about a particular patient’s treatment. With the merger, the managers and staff will mostly always be communicating upwards, providing comprehensive reports to their supervisors, who will then provide information to a higher manager, and so on. This will likely require awareness of detail plus more paperwork for the managers at every level, which will change the way the managers take care of issues that arise within their office.

With the addition of new services and an objective for thorough care, comes the call for brand spanking new positions and alterations to old kinds. A need for much more middle managing will arise, and more staff will be included with accommodate the expansion of solutions while still maintaining extraordinary patient attention. In conclusion, there are many factors to consider when ever combining two organizations. It might make sense financially and logically to combine two entities which provide similar services. However , it is vital to understand not only will it be difficult to combine two cultures; it will also take some time for employees to adjust to a new cycle of order and fresh policies and procedures.

Central managers will play an important function in the mixing of two corporations. They have to remain confident, lead by example, and maybe sever jewelry with personnel who tend not to fall into line with new visions and ideas. An increase in communication will help make the move successful, and ultimately most employees will reap the benefits via such a merger.

References Bolton, J. M., & Lewis, B. (1998, Jan/Feb). The challenge of merging and consolidating organizations. Journal of Management in Engineering, 14(1), 9-10. Educational Search Full.

Leibler, M. G., & McConnell, C. R. (2008). Management rules for medical researchers (5th impotence. ). Retrieved from The University of Phoenix az eBook Collection database. Sherrill, T. (2001, May). Making a can-do tradition.

New Zealand Management, 48(4), 17-21. MasterFILE Premier. Sidle, S. G. (2006, August). Resisting the to merge. Academy of Management Viewpoints, 20(3), 115-118. Business Resource Complete. Stanwick, P. A. (2000, Jan/Feb).

How to efficiently merge two corporate cultures. Journal of Corporate Accounting & Financial, 11(2), 7-11. Business Origin Complete.

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