Reviewing the potential acquisition of Company, A and Company B the
cultures are immeasurably dissimilar. I do agree with the statement that “The
best performing companies worry less about performance and more about their
organizational capabilities” (Bititci, 2015). The focus on just attainment of
numbers and the exclusivity to be the best, there is a consciousness that the
organization may not reach their full potential. Organizational culture can
affect performance and capabilities in the workplace. An appreciated and
respected employee, when they are satisfied, remain engaged and are a
positive reflection of the company.
The business organization requires a streamlined teamwork
collaboration of efficiency and accountability, measured goals and
deliverables are seen. Culture that is engaging and positive obtains
productivity and an increase in their capabilities. Performance is a requirement
towards the desired end result, whatever matrix is used. Management needs to
embody an emphasis on team capabilities and team culture – employees
produce thoughts and ideas that generate better performance. The expansion of
philosophies of the company empowers employees to bring forth their best
efforts towards the greatest possible outcome.
The culture of Company A needs improvement. The company has a
strong financial presence, customers are fulfilled, and the company overall has
internal / external issues. There is a gap in the investment and training of
employees and stifles the advancements of creativeness and innovative
thoughts and ideas. The company has lost 15% of their employees due to the
pay scale that is currently in place. There is no career development program for
advancement, customers are kept happy while employees suffer. Company A
has a better overall performance rating.
The culture of Company B does not face the tough issues. Company B
does have a collaborative culture system. The new president does not come
with aviation knowledge or background. Older employees will be retiring and
there is not pathway to passing on of years of knowledge. The HR problems /
issues are not resolved in house, they are resolved by an outside contractor,
and therefore no real papabile support for the employees.
References
Bititci, U.S. (2015) Managing Business Performance. Wiley professional. c
Reference & Trade (Wiley K&L)
https://wileyplus.vitalsource.com/books/9781119025696.
