HCIS/514 Managing in Today's Health Care Organizations
December 8, 2014
Dr. Kerubo (Happiness) Kinaro
merger: the overall affect on the organization
June 24, 2015
dr. kerubo (happiness) Kinaro, ceo
The intent of this memo is to address the importance of communication within the company and the merger impact of organizational culture on products and services. This memo also will explain organizational behavior and how it affects quality, competition, and human relations, and how job design, work processes. Additionally, this memo will explain how performance expectations can affect organizational outcomes. Last, this memo will highlight strategies that will be implemented to ensure that everyone merges, and works together, as productively and contently as possible. The Importance of Communication
To establish and maintain a successful merger, we need to communicate effectively. Communication must take place at all levels of the spectrum within our organization. We must embrace change and it will be brought about through communication. We build the success of our organization by exchanging our ideas, thoughts and emotions. Employees have a wealth of information and we encourage our employees to participate in sharing their thoughts and ideas. There may be times where we will encounter conflict, but with good communication we will resolve our conflicts. This organization considers your ideas and opinions important and we will arrive at an agreed-upon meaning. As an employee, what you have to say whether it is an opinion, a decision or a course of action – it matters to this organization. Staff meetings will be observed in an effort to improve communication within all areas of our organization. Staff meetings can be information sharing, exploratory or problem solving depending upon the issue at hand. Each meeting’s goal will be clearly outlined so that everyone is well informed about the purpose of the meeting. Depending upon the type meeting – an agenda is expected. Impact on Product and Service
We will face difficult challenges in the upcoming weeks and months in the merging of our two successful companies. No one from either of the previous companies wants the new organization to fail. According to the Boston-based consulting firm Bain & Company, “Roughly 70 percent of all corporate mergers fail (Bain & Company, 2014). Although mergers can head south for many reasons, difficulties created by cultural differences at merged companies seem to play a significant role” (Schatz, 2013). With 70% of corporate mergers doomed to fail, we have to overcome the odds and merge our cultures and overcome the past. With two great cultures and employees dedicated to winning and providing the best to clients; there is no way we can let history of mergers be our guide. We will begin with having our service departments and product design teams meet on a weekly basis. This will allow these critical teams to get to know each other and learn how to share ideas. Without out our focus on our products, support teams for our existing customers, and the design team, we will not be able to continue of history of success. “In a culture clash, the companies’ fundamental ways of working are so different and so easily misinterpreted that people feel frustrated and anxious, leading to demoralization and defections. Productivity flags and no one seem to know how to fix it” (Stafford, 2013). We are not trying to hide the fact that we were both competitors before the merger, but now we must remember that the customers that depend on us need us to continue to provide support and bring to market our cutting edge products. The management team understands the different ways that things could be misinterpreted during the successful completion of this merger. Understand that our doors are open for you, and we are here to answer your questions. Later...
References: Bain & Company. (2014). Mergers & Acquisitions. Retrieved from
Bohlin, N., Daley, E., Thomson, S. (n.d.): Successful Post-Merger Integration: Realizing the Synergies. Retrieved from
Liebler, J. G., & McConnell, C. R. (2012): Management Principles for Health Professionals (6th ed.). Sudbery, MA: Jones & Bartlett Learning.
Robbins, S. P., & Coulter, M. (2012): Management (11th ed.). Retrieved from The University of Phoenix eBook Collection database
Schatz, R.D. (2013). How to Successfully Manage a Merger: Retrieved from
Stafford, D. (2013). Integrating Cultures after a Merger: Retrieved from
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