Should define new culture after the merger so that

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should define new culture after the merger, so that the manager can deal with people more efficiently (Carlson, 2017). Question 4: What does Collen have going for her in terms of getting others to trust her? Are there certain things she should do or say to generate that trust as well as maintain it over time? Colleen organizes meeting for both companies with all their management staff. It is required for the managers to gel with each other properly so that they can work for the betterment of the company in cohesion. The conflicts can be reduced among them if they openly talk and understand each other. Thus, trust can be built between them (Colquitt, 2017). Trust can be built up in several ways. Here is a list of ways to build trust: Colleen should communicate in open, receptive and on-going manners Collen needs to encourage formal and informal communications to build trust. Developing the feeling of pride among employees can also help her to gain the trust of others. Colleen should respect other managers and consider the other managers advise while making any major decisions.
LEADING IN A HOSTILE ENVIRONMENT AUSTIN 5 Question 5: How does the new structure affect Colleen’s ability to lead? It would be useful to detail some of the pros and cons Colleen will likely face given how things have been organized. New structure of an organization affects leadership abilities of the individual because the person must adopt to the different leadership style to direct the employees. Also, problem solving approach should be altered such that it gives better results in the changed structure (Carlson, 2017). Pros that Collen will face due to the merger will include sharing of larger infrastructure, benefit of high skills of the employees, reduction of common cost, pooling of resources and better/larger scale service to the society. Cons could cause a lot of negative aspects. This included unwillingness of employees to accept change, decreased motivation and clash of leadership style and culture fit. (Vamos, 2014).

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