Change and Culture Case Study Essay

In tough economic times. companies are looking for ways to go on to supply services and merchandises to the populace without compromising quality and efficiency. When it comes to smaller concerns. or concerns that provide the same merchandise or service. it is frequently wise to unify the companies together to organize a stronger.

more stable construction. This will take topographic point when Frithsen Physical Therapy merges with Select Physical Therapy. Select Physical Therapy is a national corporation that provides physical therapy every bit good as aquatic therapy. occupational therapy.

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athletic preparation outreach and long-run attention services. For the past decennary Frithsen Physical Therapy has seen Select Physical Therapy as a ferocious rival that provides less than quality attention to its patients.Frithsen Physical Therapy has been good known in the community for supplying attention in a professional and personal manner. Many employees are afraid that unifying with a big corporation will alter the manner they work. doing the quality of patient attention to diminish. Middle directors will go indispensable earlier. during.

and after the merge to guarantee that every employee from each company understands the vision for the new corporation and is willing to compromise to do it a world. The combine of two companies is no easy undertaking and will alter the form and civilization of both companies. until a new one is born. Procedures such as communicating. hiring. patient attention and record maintaining will alter to suit the turning corporation. in hopes it will go more effectual than either company was on its ain.Unifying two companies is a delicate process.

necessitating via media and forbearance. Each company has built a certain civilization over its being. and each one believes that their civilization is best. In world. each company has certain services or undertakings that they perform better than the other. In the case of Select Physical Therapy unifying with Frithsen Physical Therapy. the civilization of the new. combined company will be similar to the civilizations put in topographic point by each company individually.

However. it is of import to make a new civilization. differing from the old 1s. to advance a sense of teamwork and chumminess. If this measure does non happen. everyone will go on to work in his or her ain civilization. which becomes dissentious.

doing the company to be pulled in different waies ( Sherrill. 2001 ) . In the first stages of uniting the companies. the civilization may be fragmented.

with each company keeping on to what they know. Many of the employees will be wary of the alterations happening around them on a day-to-day footing and may defy certain accommodations ( Stanwick. 2000 ) .A new ambiance of open-mindedness and via media demands to emerge for the blended company to be successful. When two companies are combined. there are bound to be differences of sentiments between practicians and decision makers sing constabularies and processs. It is of import to understand that each company brings something valuable to the tabular array.

and all thoughts and sentiments should be considered and discussed Avoiding a competitory stance will assist employees from both sides see the positives of intermixing ideals and values. and finally promote the birth of a stronger. more successful new civilization ( Stanwick. 2000 ) .To successfully unite two companies involves cooperation from all degrees of direction. As a in-between director in a confluent corporation.

there are different schemes and accomplishments that will be necessary to guarantee a smooth passage. The most of import scheme will be communicating. Before the amalgamation occurs.

it is of import for in-between directors to understand the new beliefs and values that upper direction desires ( Bolton & A ; Lewis. 1998 ) . Once in-between directors understand the vision for the new company. they must go through it down to their employees. It is non plenty to merely pass on the new vision ; in-between directors must get down practising these alterations instantly.

Leading by illustration is the most effectual manner to bring forth consequences.The center directors in most companies are more accessible than top direction ; therefore it is imperative that in-between directors are on board with the new vision of the company and show this in a positive manner. While the amalgamation is happening it is indispensable to construct a squad atmosphere.

full of unfastened communicating. honestness. and teamwork. Each employee from both companies should experience as though their places is of import. and their cooperation is indispensable to the success of the forming company.Once the amalgamation is complete. it is all about the new civilization.

remaining seeable. accessible. and pass oning information early and frequently ( Bolton & A ; Lewis. 1998 ) . Aside from guaranting employees are intermixing good. it is of import to concentrate on patient attention. There will be alterations implemented at every stage of the amalgamation.

but it is of import non let misinterpretations. or issues within the staff affect the quality of attention given to the patients.Once the amalgamation has been finalized and integrating is complete. center directors need to measure their staff to be certain that each employee is making his or her portion to do the merge every bit successful as possible.

If there are employees who are defying the alterations being made within the company. or non purchasing into the new civilization and vision. it is necessary to measure the state of affairs and make up one’s mind what is best for the squad and the company as a whole. In-between directors must non bury to see the employees feelings when state of affairs such as this arise.Often times. employees resist amalgamations because their individualities are closely tied to their occupations. and they like to see continuity of their individualities.

Giessner ( as cited by Sidle. 2006 ) noted that amalgamations would dispute this continuity. taking to straiten and anxiety from employees.

When in-between direction can understand the feelings of their employees. they can be better equipped to manage issues that may originate by stilling frights or implementing schemes to do employees comfy with their new functions.Even if all employees from both companies are comfy with the combine of their two organisations. upper direction has the dashing undertaking of make overing its current systems and processs to include the best schemes from each company. In the instance of Frithsen Physical Therapy and Select Physical Therapy. the former’s employees will see the most alterations.

Frithsen Physical Therapy is a little corporation. covering New England. while Choice Physical Therapy is a national corporation. embracing more services and a assortment of clinicians. Along with physical therapy services Select Physical Therapy offers occupational therapy.

aquatic therapy. long-run attention installations. and a big athletic preparation outreach plan.This will necessitate directors from Frithsen Physical Therapy to be in charge of more people. and possibly different clinicians than they are accustomed to working with.

The form and systems presently used in the company will hold to switch in order to suit a larger graduated table of concern and a more complicated hierarchy. The regional directors from Frithsen Physical Therapy reported straight to the President of the company. whereas the regional directors of Select Physical Therapy study to one of 10 executive directors. who so study to the CEO of the company. The clinic directors of Frithsen Physical Therapy were able to see all of the employees they supervise on a day-to-day footing. working side by side.

With the inclusion of the huge athletic preparation plan. they will now be responsible for cognizing which athletic trainers report to their clinics. and what schools they are assigned to. There will besides be a director of athletic preparation services that they will necessitate to pass on with about referrals and concern relating to the relationship between the schools covered and the clinics in the country. Due to this more intricate hierarchy. the employees of Frithsen Physical Therapy will see a dramatic alteration in how they communicate with upper direction. Under their old organisation. there was a comparatively consecutive way to the top.

with merely a few degrees of direction until they reached the President. Communication could be done easy by telephone or in individual. and most employees had met each other face to face at one clip or another.In the new organisation. there will be a demand for a more formal sort of communicating. In organisations communicating tends to be directional. traveling upward.

downward. diagonal or sidelong ( Leibler & A ; McConnell. 2008 ) . Frithsen Physical Therapy was used to largely sidelong communicating. discoursing issues with other directors or sharing notes about a peculiar patient’s attention. With the amalgamation. the directors and employees will largely be pass oning upward.

supplying elaborate studies to their supervisors. who will so supply studies to a higher supervisor. and so on.

This will necessitate attending to detail and more paperwork for the directors at every degree. which will alter the manner the directors handle issues that arise within their section. With the inclusion of new services and a end for comprehensive attention. comes the call for new places and changes to old 1s. A demand for more in-between direction will originate.

and more staff will be added to suit the growing of services while still keeping exceeding patient attention.In decision. there are many factors to see when uniting two organisations. It may do sense financially and logically to unite two entities that provide similar services. However. it is of import to understand that non merely will it be hard to unite two civilizations ; it will besides take clip for employees to set to a new concatenation of bid and new policies and processs.Middle directors will play an of import function in the blending of two corporations. They need to stay positive.

lead by illustration. and perchance break up ties with employees who do non fall into line with new visions and thoughts. An addition in communicating will assist do the passage successful. and finally all employees will harvest the benefits from such a amalgamation.MentionsBolton. J. M.

. & A ; Lewis. B. ( 1998. Jan/Feb ) . The challenge of meeting and consolidating organisations. Journal of Management in Engineering.

14 ( 1 ) . 9-10. Academic Search Complete.Leibler. J. G. .

& A ; McConnell. C. R. ( 2008 ) . Management rules for wellness professionals ( 5th ed. ) . Retrieved from The University of Phoenix eBook Collection database.

Sherrill. T. ( 2001. May ) . Making a can-do civilization. New Zealand Management. 48 ( 4 ) .

17-21. MasterFILE Premier.Sidle. S. D. ( 2006. August ) .

Defying the impulse to unify. Academy of Management Perspectives. 20 ( 3 ) . 115-118.

Business Source Complete.Stanwick. P.

A. ( 2000. Jan/Feb ) . How to successfully unify two corporate civilizations. Journal of Corporate Accounting & A ; Finance. 11 ( 2 ) . 7-11.

Business Source Complete.