Five Star and Amtech

Five ace and Amtech Travis Huggard G00059703 professor R. Todd Kane Grantham University Five Star and Amtech When deciding which type of finale was dominant at either 5 Star or Amtech, I had to look at what type of culture their presidents represented. For example, the president of 5 Star, John Tyler believed that 5 Star was the removed superior friendship, had effective managers, had clear responsibilities and jobs (Daft, 2001).On the other hand, the president of Amtech, Jim Rawls, did non believe in organizational ideas, thought that charts were just a rampart in the way of the real job that needed to get done, and he thought highly of the people that cash in ones chipsed for him. Five Star makes it obvious that they be an aggressive company, and Amtech is more in the line of kindness brings productivity. After examining the 2 types of cultures, 5 Star represents a clear achievement culture. They make it no secret that they are competitive, even to the point of acquiring Amtech. Star also runs everything in an organization fashion that promotes aggressiveness and diligence. They may lack a bittie in the personal initiative category of the achievement culture, as their managers did state that they wish for more empowerment opportunities Daft, 2001. But even this was not enough to make me change the classification. Amtech represents the culture of clan, as evidence in the way that they promoted face-to-face communication and fairness by rotating jobs so everyone knew how company operations were managed. At Amtech, employees were committed and collaborated often, demonstrating agreement, a value of clan culture.After examining two companies and the way that their presidents conduct business, I am not so for certain that there is a culture issue or gap. I did not read anywhere that each particular companys employees coveted for one culture, but worked in another, minus those managers that for more opportunities to be in charge. Each company had the ir own way of conducting business, which was their right, and all employees knew this. As far as the newly formed company, it most handlely will be a compounding of the four corporate cultures. Each president and his employees promoted and lived by their own set of cultures.I think that this is partly why the the company was formed, to synch join cultures with another while leaning each others habits and work ethic. A perfect balance may be asking besides much, particularly when a culture may have a gap, so it must be taken slowly and not lightly if the combination is going to work. So, If I was John Tyler, or king for a day, the culture technique that I would use or change would be aggressiveness, especially when we know that there will be changes to how work might absolved up for him during his time here.Also John Tyler might like a little increase in consideration, and personal time After a while, employees like to point out that they need attention, and works of encouragem ent. Another technique that I would use would be competiveness. I am sore loser, and very competitive, macrocosm good at why I do is why I enjoy comment this culture. References Daft, R. (2001). The Leadership Experience 5th Ed. Mason, OH Cengage Learning. . .