The report is written by Anne Nguyen – consultant of ProActive Consultancy commissioned by Elliot West – founder of Tobias Tech on November 1, 2015. The objective of the report is to locate and analyze problems of the upcoming merger between Tobias Tech and Koru International, and to seek potential and practical recommendations to ensure a smooth and successful merger.
Firstly, the insufficient communication between top managers and employees in two companies, which could be solved by using sufficient communication techniques such as group discussions and public forums. The second serious issue is the differences in organizational cultures and stages in product life cycles, it is recommended that a new organizational culture be established which will reinforce strengths of the existing cultures and minimize weaknesses. In addition, employees from two companies would be resistant toward new changes, which could be improved by providing education, training for staff and stating clear purpose of the changes. Moreover, Nick’s secret containment plan caused internal conflicts. As a result, use of power tactics such as legitimacy and coalition conducted by top managers of Tobias Tech would be effective to stop Nick from carrying out his plan. …show more content…
In other words, Nick Brown has successfully created “the grapevine” among Tobias Tech employees. The rumor emerged quickly as a response during the merger process, in which the workforce is uncertain about the upcoming changes in their jobs and is anxious to know the purpose of having a merger. Therefore, this explains why the grapevine flourished in Tobias Tech and later spread out to Koru International employees. In terms of the grapevine’s effects, Lorette (n.d.) stated that the grapevine is unstable and unreliable which can fuel anxiety, conflict and misunderstanding within
Firstly, the insufficient communication between top managers and employees in two companies, which could be solved by using sufficient communication techniques such as group discussions and public forums. The second serious issue is the differences in organizational cultures and stages in product life cycles, it is recommended that a new organizational culture be established which will reinforce strengths of the existing cultures and minimize weaknesses. In addition, employees from two companies would be resistant toward new changes, which could be improved by providing education, training for staff and stating clear purpose of the changes. Moreover, Nick’s secret containment plan caused internal conflicts. As a result, use of power tactics such as legitimacy and coalition conducted by top managers of Tobias Tech would be effective to stop Nick from carrying out his plan. …show more content…
In other words, Nick Brown has successfully created “the grapevine” among Tobias Tech employees. The rumor emerged quickly as a response during the merger process, in which the workforce is uncertain about the upcoming changes in their jobs and is anxious to know the purpose of having a merger. Therefore, this explains why the grapevine flourished in Tobias Tech and later spread out to Koru International employees. In terms of the grapevine’s effects, Lorette (n.d.) stated that the grapevine is unstable and unreliable which can fuel anxiety, conflict and misunderstanding within