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What HR issues would arise if GE & Westinghouse merge. Also, what contingency strategies would be use to managing resistance to this change.

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1. Collision of cultures: There are different corporate cultures in Westinghouse and GE. If a merger takes place it can cause friction, conflict and loss of talented personnel for the merged company.

2. Retention of personnel: There will be an acute problem of retention of key personnel. Those who are talented and have good value to the company will get good offers from competitors and other industries, if GE and Westinghouse merge the cream will leave the company.

3. The mixing of corporate cultures will be the most important HR issue once the GE and Westinghouse merger takes place. This relates to the way in which day-to-day activities are carried out. Conflicts and lack of understanding will emerge at every interaction and communication.

4. Differences in compensation and benefits: If GE and Westinghouse merge it will be very difficult to align the compensation and benefits differences between the two companies. Every person will welcome an increase in salaries ...

Solution Summary

This explanation provides you a comprehensive argument relating to change management.

See Also This Related BrainMass Solution

Change Process

Custom Food and Feed Corporation (CF&F)is a major manufacturer and marketer of food and animal feed ingredients. Over the past 10 years, there have been several major investigations and allegations of company mismanagement. In question is CF&F's compliance with federal and state regulatory regulations (safety, environment and quality), Federal and State Labor Laws, and Equal Employment Opportunity guidelines.
In the light of recent negative publicity and to regain and maintain the company's market share, a new CEO was appointed by the Board of Directors. The CEO has insisted that the president of the company look into the recent allegations and make recommendations for changes in company management practices in resource management. The president has outlined the CEO concerns for change and has tasked the Vice President of Human Resources to analyze the current company culture and to give recommendations to him for change. The Vice President of Human Resources has decided to use the Tech Division for this corporate analysis.

The Tech Division is the newest division, being 12-years old. This division has grown from a single product to seven products. The Tech Division is a non-union facility which has a staff of 92 managers and 300 hourly employees. This division uses fermentation technology to convert dextrose (sugar)into a variety of food and feed ingredients. This division operates 365 days a year, 24 hours a day, 7 days a week. Following are major results of the study:

There is no real concern for safety, environmental and/or quality controls.
Tech's managers use an authoritarian approach to managing human resources. This approach over the years has built many barriers between the hourly employees and management and there has been some talk of unionizing.
The plant manager's responsibility is to make all the daily production decisions. His staff of production supervisors is to monitor the production cycle and report to him for direction.
Frontline Supervisors have been promoted from within the company. There was no apparent consideration to who would be promoted and no guidance and training was given to them.
There is a history of nepotism that runs throughout the culture of this division.
Up until now, the Corporate Human Resource department has been responsible for all of the Human Resource activities for each of its divisions. The Vice President of Human Resources has convinced the president of the company that the first change is to put a Human Resource Manager (HRM) in the Tech division. The president agreed.

You are the newly hired Human Resource Manager for the Tech Division. Your responsibility is to diagnosis the present culture, develop strategies for implementing a plan for change, and implement the plan. The Vice President of Human Resources has pointed out that you will face many challenges and a strong resistance from different levels of management not to change the established culture.


As a result of your previous discussion, you are asked to research the area of change management, using the Cybrary and all other resources at your disposal. Prepare a presentation which addresses the following:
Explain different definitions of change management and explain how CEO of CF&F could use them to help manage the organizational change.
Explain Process Change and discuss how this process can be applied in solving opportunities during change.
In which level in the organization does the change process begin? Why?
Discuss the different strategies for change and outline the factor in selecting a strategy.
What do you feel is most important aspects for a CEO to consider in developing and implementing change with an organization? Why?

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