Wgu C715 Task 3

C715 Task 3

A.

Techfite is an employee-focused organization that values flexibility and empowerment. Those are characteristics of clan culture. It is classified as clan culture due to the focus on flexibility and its employees. The means of clan culture are cohesion, empowerment, participation and communication.

Endothon’s culture is market culture. Market culture involves a strong external focus, as well as values stability, control, and drive toward productivity, profits, and customer satisfaction. Endothon is an organization that values results, productivity, and customer focus. Because the ends of market culture are market share, profitability and goal achievement it is the proper classification for Endothon’s culture.

The expected outcome for Techfite’s organization is strong organizational commitment as well as job satisfaction. Endothon’s expected outcome is subjective innovation and quality

of products and services.

B.
The organizational change model I recommend for the merging of Techfite with Endothon’s culture is Lewin’s change model.

Lewin’s model involves three stages of change, unfreezing, changing, and refreezing. In order to successfully merge both companies this model has five steps. First is learn and unlearn, by doing so you are clearing current habits of both companies to create and mold new ones. The second step is to motivate change. Next, is requiring people to change. Without employee change, no organization will move forward. Following is resistance and reinforce, one has to provide positive reinforcement. By doing so, it guides and motivates employees to follow through with the changes.

C.

A divisional structure is the most appropriate organizational structure for this merger. A divisional structure would state clear roles reinforcing Techfite to have product focus, accountability, and flexibility. Due to the divisional structure organizing work into separate vertical divisions, it encourages Endothon to focus on space exploration, and Techfite to focus on design.

D.
Techfite’s acquisition by Endothon may cause it to resist its cultural change. Employees may demonstrate one or more of the following six characteristics: dispositional resistance to change, surprise and fear of the unknown, fear of failure, loss of status and/or job security, peer pressure, past success as resistance. All these forms of resistances can be anticipated due to resistance to change, routine seeking, emotional reaction, short-term focus, and cognitive rigidity behavior. (Kinicki & Fugate, 2015)

E.
I would recommend facilitation and support to overcome the resistance to change. This recommendation would be effective because it is commonly used when people are resisting because of adjustment problems. Adjustment problems can be caused by the previously stated characteristics like an emotional reaction such as fear of failure, and cognitive rigidity behavior, such as fear of the unknown. When employers are supportive during and after a merger, they can avoid an adjustment problem.

F.
Works Cited
Kinicki, A., & Fugate, M. (2015). Organizational behavior. In A. Kinicki, & M. Fugate, McGraw Hill Education (p. 574).