Case Study About the Setpoint And PMU From Myassignment.com Experts

Question: Describe about the Setpoint and PMU Case Study? Answer: Setpoint is an integration of Industrial automation having around 50 employees employed. They earn their income majorly for providing equipment in factory automation, designing them and building them according to their clients demand. They have a quite successful business operation because of their efficient employees. The employees of Setpoint are their biggest asset. This is not because they are just efficient and productive but they are also very honest with their job. They are very highly motivated and for this the credit goes to its culture. The employees have an attitude of solving problems and frequently try to find out opportunity for development and improve their functions and process (Hiriyappa, 2009). Having efficient, self-motivated and productive employees in other manufacturing industry companies is not a big challenge. The work culture that has been created by making their employees acquainted with their profitability is a big challenge. There are workers in Setpoint and the management also keeps a full freedom for the employees to know about their profits and performance. Similarly in manufacturing industries with democratic style of management the company can build up that kind of organizational culture, provided the management needs to cooperative (Tracy, 2013). Culture cannot be bought it can be built. The work culture that Setpoint had is not bought from the market or forms any kind of organization. It is built by the members of an organization and the management. In Setpoint the employees are to be given credit for their self motivation. When the employee of Setpoint explained bout the function of the white board, it was clear that he know about how much he and his colleagues were earning profit and in order to improve how much efficiency at work they had to show. Setpoint already is an organization with a highly effective organizational culture. But mergers and acquisition can make a big negative impact in the company. The cultural atmosphere would have possibilities to diminish. The first and foremost peril will be the merging of different culture. Suppose the company with whom Setpoint had made the merging pact may not have a self-motivated number of employees. There are consequences of cultural diversity in an organization. Along with culture the individual attitude would also be hampered. Like if one employee is sharing his negative vibes along with an employee of Setpoint then there are possibilities of him changing his notions and outlook about the organizational operations. Moreover employees need to accept a sudden change like mergers and acquisitions (Ybema, Yanow and Sabelis, 2011). The employees may not prefer to work with others. Accepting new environment is always a big challenge for any organization. By merging the expected profitability would also increase, and the self-motivated would also have an increased aim for earning. But this would require more labor and more efficiency (Cooper and Finkelstein, 2013). If employees are giving their best for profitability of Setpoint then for a larger organization they have to give more Endeavours which should be better that their best. This would be too much for the employees and may result in declining efficiency as well as motivation. Until and unless the other company has the same level of self motivated employees and have a good acceptability on change the danger for merger and Acquisition would remain in Setpoint. References Cooper, C. and Finkelstein, S. (2013).Advances in mergers and acquisitions. Bingley, U.K.: Emerald. Hiriyappa, B. (2009).Organizational behavior. New Delhi: New Age International. Tracy, B. (2013).Motivation. New York: AMACOM, American Management Association. Ybema, S., Yanow, D. and Sabelis, I. (2011).Organizational culture. Cheltenham: Edward Elgar. PMU case study The culture of PMU is shaped by the rich Islamic heritage and the Bedouin tradition of Saudi Arabia. The nation has encountered significant development over the past decades. The values and traditions of Saudi Arabia are highly respected along with its customs at PMU. PMU has focused on preserving the traditions and culture of Arab which is leant by the Saudis at an early age (Pmu.edu.sa, 2015). Creating shared vision for new culture in PMU would be very difficult as their policy clearly states do not try to impose western values into the culture. They also state that you are not forced to be a part of PMU and if you feel the culture to be outdated or stern, then you can choose to opt out from this place. So, there is shared vision for the traditional culture but creating shared vision for new culture would be a daunting task for anyone who attempts (Ertmer and Ottenbreit-Leftwich, 2010).. The best possible place to start implementing cultural change would be from the library. Library happens to be a place where all people meet and so any change can introduced in the library will certainly get attention of all concerned people. The management can introduce new book that have details about the new culture that is going to be introduced, details of the communities following them and the advantages thereby. The Saudi Arabian people as it appears, are very strict for their religion and therefore they the traditions are taught from a very early age. They have tried as much as possible to integrate the traditions with the modern world and therefore they would not offer any rewards for any person who comes forth with an idea to implement changes into the culture. Reference Pmu.edu.sa, (2015). Culture, Culture of Saudi Arabia :: Human Resources (HR) :: PMU, Prince Mohammad Bin Fahd University. [online] Available at: https://www.pmu.edu.sa/HR/Culture.aspx [Accessed 16 Mar. 2015]. Ertmer, P. and Ottenbreit-Leftwich, A. (2010). Teacher Technology Change. Journal of Research on Technology in Education, 42(3), pp.255-284.