Organizational Management

JFT2 Task 3

(Version 0.01, 08-20-2011)

Trudi L. Nichols

Program: MBA - Leadership and Strategy

Student ID: 00192298

My Mentor: Jina Roll

Email: tnicho2@wgu.edu



TABLE OF CONTENT

Introduction3

A. Company Culture3

A1. Company Structure5

A2. Key Factors6

B. Audience Strategy6

C. Technology Tools8

C.1 Tools Implementation9

Conclusion9

Introduction

Mergers happen to attain a competitive edge. There are several reasons that contribute to the mergers of the firms like, market share improvement, new markets entry, new product development with research and design etc. The main benefit of mergers and acquisitions is that the acquiring firm considers the merger or takeover as a profitable investment. Secondly, there can be a reduction in the expenditure of the both merged companies. Another reason behind mergers is that the merged firms can operate easily in the offshore market, overcoming the cross-border affect and even gaining the potential to influence government decisions. Mergers and corporate re-structuring now considered being an important part of the corporate world. In merger and acquisition, two separate companies come together to form a large organization (Gancel, 2002).

However, the paper focuses upon the merger of UTAH Symphony and Utah Opera and highlights the condition after the merger and what the environment become after one year. Hence, there will be great phenomenon based on the notions that support the strategies of a successful merger. The focus remains on the organizations UTAH Symphony and Utah Opera that how their constructive changes can make it a successful organization (Cartwright, 1995).

A. Company Culture

Company culture gets defined either as a pattern of basic assumptions, invented, discovered or developed by a group in the process of learning. However, corporate cultures also deal to cope with its problems of external adaptation and internal integration, or as a set of values. Moreover, it often gets considered being obvious, to help members understand the organization which actions are acceptable and which are not acceptable. However, for many businesses there are value of the entity and has its informal structure organizational culture. Company culture influences the behavior of the company and its staff, also affects the value of the subject. Moreover, it supports the implementation of the strategy and the effectiveness of the entity. Therefore, it should be taken into account for analyzing the company's value. Human resource management system and organizational culture get interrelated.

UTAH orchestra emphasized that the policy of human resource management should promote the organizational culture where possible, or replaces with better, where it gets considered being imperfect. On the other hand, a UTAH symphony culture is crucial and it promotes human resources because people are very important, as they have the talent. Moreover, company cultures are of four kinds, which include Hierarchy, Clan, Market, and Adhocracy. These four different cultures have their own cultural values and company follows the culture to the greatest extent. However, all the decisions revolve around the company cultures (Malik, & Goyal, 2003).

The first culture is hierarchy based culture which is the traditional approach that highlights on the notions that describe the scenario of typical bureaucracy system. However, this system has power and respect. There are well defined policies in companies with processes and procedures. Moreover, the Hierarchical leaders are organizers and coordinators who keep a close eye on what is happening. The alternative culture is market based which looks in the external environment along with the internal organizational scenario. The culture is highly competitive and looks into the external environment for the organizational success. However, the third type is the clan, and it does not have less focus on the control, and structure of the company and focuses on the flexibility. This, culture has the ability rapidly change according to the requirement and implements innovation on a regular basis within the organization. The fourth type is the adhocracy which is more flexible than clan and provides the edge to the company in the ever changing business environment.

A1. Company Structure

The companies that got merged have different environment but provide linked services. Thus, these organizations complement each other. However, when looking into the UTAH Symphony and UTAH Opera have different organizational structure. Both the companies focus upon the leadership and decision making in their own way. However, according to the understanding of both the companies there is a difference in the distribution of authority and decision making amongst the UTAH symphony and UTAH opera. UTAH symphony covers the distribution of authority and decision making in terms of adhocracy as the organizational work is relevant to art work. Thus, the decision making has to be innovative, so involvement of greater interdependency and adaptability gets highly recognized. Moreover, the approach of adhocracy can be useful and will be effective for the beneficial scenario of the organization.

However, for UTAH opera has a different approach towards distribution of authority and the decision making. According to the understanding of the leadership of UTAH opera they sue the Clan approach to compete with the external environment in an effective way along with the innovative schemes usage for the lucrative business. However, when we look upon the decision making, they tend to take supportive actions and support the team in a parental way. However, the approach is correct and provides the better notion for the organization (Malik, & Goyal, 2003).

A2. Key Factors

However, there are various key factors that the new organization will look upon to have a better scenario in the first year and support the strategy. However, the role of culture as an influence on the behavior of an employee seems to be increasingly important, especially from the nineties. Moreover, the key factor that works upon the future strategy is that the teams entered and now reduced formalization, and have empowered employees. They shared meaning and provided a thriving culture which ensures that all point in the same direction and that communication gets handled in an effective way. However, now there is consistence with the philosophy, mission, and corporate vision that serve as key factors to support the future strategies. However, to support the strategic notions a perfect appraisal method got applied which states that who receives a job offer to join the organization, who gets rated high need for achievement and who gets a promotion, is a reflection of the decisions and heavily influenced by the fit between the individual and the organization. Moreover, the new merged company selects employees who maintain that image at work, have a strong culture, supported by formal rules and regulations, and ensures that employees act in a relatively uniform and predictable manner to serve the strategic goals. However, these organizational cultures will provide conceivable scenario to the new company and attain strategic roles of the organization (Camerer, & Weber, 2003).

B. Audience Strategy

It is vital to have an audience strategy for Anne Ewers and use the strategy when preparing to speak with the opera contractors and orchestra employees. This will keep the listeners attention towards the words and provide them better understanding. However, the strategy used to attain the successful result stands out, as Anne Ewers will use the leadership techniques. Thus, the battle to get the audience is very complicated, but Anne Ewers got the tendency to win this battle. Moreover, Anne Ewers should live with persistent insecurity and take constant feeding back. The audience always wins at the expense of another, as it is a competition for a shaky audience. Hence, he has to be very focus with the words used while communicating with the audience. Even sometimes, Anne Ewers can have no control over the whole grid, commonly controlled in part by advertising, and this affects by making the task difficult in achieving biggest audience and keeps it intact (Bosley, 1994). Despite these difficulties, there are a set of guidelines for Anne Ewers that can help to get the coveted victory. There should be integrated marketing technique where the similar message should get conveyed from all the deliverables used. Finally, there is the option to seek alternatives, such as a small but loyal audience and then pass on the message to the much greater audience. For example, Anne Ewers can first deliver information to his loyal followers and closely held employees than these employees will place the message to the audience (Bosley, 1994).

B1. Message Strategy

These concepts become basic when determining where we intend to locate the human resource effectively. However, message gives a definite personality and differentiate, and to define the company philosophy to its human resource is half the battle won and must be decided before creating the communication. However, to achieve a successful message must be very precise answers to questions concerning the consumer:

- Who and how?

- What do you want the product?

- How, where and when you buy it?

- How, where, when and for what uses it?

Moreover, to get the answers the new merged company has to invest money prior to the recruitment and other human resource strategies. However, it is necessary that message to have a good deal of common sense and imagination. Having decided upon the philosophy of the message should be established which will transmit the promise. Thus, it is very important to consider what attributes and benefits that, in general, employees expect to get the human resource strategies, and ultimately, the strategic goals (Bosley, 1994).

C. Technology Tools

The newly merged company has several opportunities to fit in the technological tools for a better future. Thus, for the company we can implement the Smart Business Communications System and get built the height of the Cisco SMB market. The system provides system management tools to simplify installation, configuration, implementation and monitoring of customer networks. On the contrary, the lack of technology is a limiting factor for growth and competitiveness.

Moreover, CRM performs a substantial difference between the pre-contact (potential customers) and contacts (customers). It considers this difference to absorb the knowledge we have of one another and allows us to fully focus our formal communication. However, by gathering as much information as possible to our customers and potential customers can help communication departments between all employees and keep them in mind when and how to communicate.

C.1 Tools Implementation

The Cisco system will help to support the factors that will benefit and achieve the strategic goals. The Cisco system is simple, complete and highly secure information that allows for anytime, anywhere, and provides efficient methods of communication with customers and employees. Thus, it will help human resource to improve their services and increase business agility (Jaiswal, 2002). In general, the acquisition of technology among newly merged gets perceived more as a cost than an investment, however, is through innovation that will achieve the levels of competitiveness that the market demands and achieve strategic goals.

However, the second technology of CRM serves the employees effectively, as they can utilize the information and implement techniques to achieve strategic goals for the company (Jaiswal, 2002). Moreover, the employees will have an advantage with the help of CRM and execute tactics and satisfy customers to achieve the strategic goals.

Conclusion

In conclusion, the paper highlights that the implementation during and after the merger phase is not an easy task as it requires management infrastructure plus a planning of the overall strategies required the make the merger possible (Camerer, & Weber, 2003). The information should be properly utilized in order to make the merger possible. Developing a database would be helpful for the merger companies in order to make the data available at the right time. Implementation of UTAH symphony and UTAH Opera had been possible due to being the offering the services of the same features that helped a lot in managing the implementation took place with a steady flow (Cartwright, 1995).

References

Bosley, D. (1994), “Feminist theory, audience analysis, and verbal and visual representation in a technical communication writing task”, Technical Communication Quarterly, Vol. 3, pp. 271-92.

Camerer, C. and Weber, R. (2003), “Culture Conflict and Merger Failure: An Experimental Approach”, Management Science, Vol. 49, pp. 400-415.

Cartwright, S. and Cooper, C. (1995), “Managing Mergers Acquisitions and Strategic Alliances: Integrating people and cultures”, Pennsylvania: Butterworth-Heinemann.

Gancel, C. Raynauld, M. and Rodgers, I. (2002), “Successful Mergers Acquisitions and Strategic Alliances: How to Bridge Corporate Cultures”, New York: McGraw-Hill Companies.

Jaiswal, M. (2002), “Enhancing Business Value Through ERP Enabled E-Business Transformation”, Journal of E-Business, Vol.2-(2).

Malik, K. and Goyal, D. (2003), “Organizational Environment and Information Systems”, Vikalpa-The Journal for Decision Makers, Vol.20-(1).