Questions 1Q.

Using the competing values model,

Is there culture gap? What type of culture do you

what type of culture would you say dominant as 5

think is most appropriate for the newly merged

Star? At Ametech? What is your evidence?

company? Why?

A: The competing value model is used to identify

A: There is lot of culture gap between 5 Star

type of culture in the given organizations. 5 Star

Electronics and Amtech Electronics. At 5 Star

Electronics

bureaucratic culture exists and clan culture is

At

Star

Electronics

Bureaucratic

corporate cultures is observed.

observed at Amtech Electronics. The Adaptability

Evidence The company has detailed organizational

charts. The roles and responsibilities are defined
narrowly. Every employee at 5 Star performs the
tasks according to job roles and responsibility. There
is no job rotation. There is no interaction between
employees and departments informally. It is also
understood from the case study there is only formal
communication between the employees at 5 Star
Electronics. The organizational culture codes dont
allow

employees

to

exercise

their

freedom.

Everything is tightly managed. There is no freedom

given to employees to exhibit their skills and their
roles. Management strictly follows the organizational
policies and ensures that all subordinates are abiding
to the rules.

culture is more suitable for the newly merged

company. Even though at Amtech Electronics clan
culture is good but people resisted when there is
need for change in the organization. The 5 Star
electronics bureaucratic culture is not suitable for
sustaining in the modern business world. The
Adaptability Culture which gives flexibility for the
employees and focuses on the external business
environment is essential for the organization in the
todays

business

experimentation,

world.
risk-taking,

The

creativity,

autonomy

and

responsiveness are the important values for which

are very essential for the organizations to survive in
the long term in this competitive business world.
Hence Adaptability culture is suitable for the newly
merged company. In the case of merger of these two

The culture at 5 star was more on the autocratic and

companies which have different types of culture

clan style where the leaders of the company rule

should adopt a culture that would be beneficial for

with an iron fist. Amtech Electronics Clan Culture is

both and can unite these two companies in one for

observed

more profits and satisfaction to the employees. The

at Amtech Electronics.

Evidence The
informal

adaptability culture would be more appropriate for a

communication and face to face communication

newly merged company because it is based on

between

creativity,

president

Jim
the

Rawls

employees.

encourages
The

employees

were

experimentation,

risk

taking,

encourages to learn new things and become familiar

responsiveness and autonomy and it would help to

throughout

flourish this company in a better way.

the

company

through

job rotation.

Employees fix the bugs with new designs through

cooperation, commitment and collaboration. There
are no rigid organizational charts in the organization.
The leader at Amtech believed that organizational
charts

just

barriers

and

do

not

allow

work

environment to go on effectively. He had an opendoor policy to allow employees to discuss issues and
concerns that they may have and he preferred not to
define roles on the same 2Q.

3Q. If you were John Tyler, What techniques would

you use to integrate and shape the cultures to
overcome the gap?
A:

The

rigid

organizational

charts

should

be

eliminated; face to face communication should be

encouraged in the organization. The employees in
the organization should be trained to learn new
things and importance of research and development
for long term sustainability. The Adaptability culture
should be implemented in newly formed organization
to reduce communication gap. Flexibility should be
given

to

employees;

job

rotation

must

be

implemented in the organization by which all the

employees gain knowledge about the organization
and

its

mission

experimentation,

and

vision.

risk-taking

and

The

creativity,

responsiveness

The culture at 5 Star is a clan culture. A clan

values should be trained to the employees in the

culture is one that focuses on the involvement and

newly framed organization for reducing the cultural

participation of organization's members and on

gap. The employees should be empowered in

decision making and oral communication should be
encouraged in the organization. In this way various
tools and techniques can be used to develop
adaptability culture in the organization to reduce the
cultural gap.

changing expectations from external environment.

In case of 5 Star the evidence is that it focuses on
the needs of its employees. The argument of 5 Star
is that if its employees are satisfied they will be
motivated and benefit the company. The culture as
Amtech is bureaucratic. This culture has an
internal focus and a consistency orientation for a
stable environment. The evidence is that ..