Changing Organizational Structure
What problems have the companies experienced in combining their cultures? Germans are more demanding than Americans. They can’t agree on one single decision, from where the company would be to post cards. There was decent amongst the teams, plus the loss of value. Apparently the Germans were allowed to be disrespectful to the shareholders. Mercedes was universally perceived as the fancy, special brand, while Chrysler, Dodge, Plymouth and Jeep were the poorer, blue collar relations". This fueled an undercurrent of tension, which was amplified by the fact that American workers earned appreciably more than their German counterparts, sometimes four times as much. The dislike and distrust ran deep, with some Daimler-Benz executives publicly declaring that they "would never drive a Chrysler". "My mother drove a Plymouth, and it barely lasted two-and-a-half years," commented Mercedes-Benz division chief Jürgen Hubbert to the Suddeutsche Zeitung17. Much of this clash was basic to a union between two companies which had such different wage structures, corporate hierarchies and values.
What has been done to overcome these challenges?
Diamler has taken over; it was the intent all alone. But they ended up letting Chrysler run its part in the organization.
Why is it so difficult to change the culture of an organization? Because people are hard to change, self is always involved first.
Is it worth the effort? Why or Why not?
I believe it is worth it because you never know unless you try. Plus what do you have to lose if things are already in the negative. Give some actual example(s) from your work experience in organizations. Where I work now there are old clicks and new ones. One set of employees served with one office manager. Now that there is a new manager with new employees, it’s segregated. You have people eating at their desk in which no one should. But when a new...