Corporate Culture

5 Star and Amtech

The company culture of Amtech is definitely not the clan culture. Clan culture features agreement, cooperation and consideration, which the Amtech staff do not display those features. They were resisted the idea of acquisition. The Amtech workers, especially the managers are not agreeing this merging idea. They would like to continue on their own organization structure, however things are like that. The Amtech manager does not like to communicate with written memos, he likes staff to communicate face to face as much as possible within the company. The Amtech employees have personal initiative, and they are encouraged to feel like a part of the company. I believe the achievement culture is dominant in Amtech.

The dominant culture in the 5 Star is Bureaucratic Culture as it seems to me. The company had detailed organization charts and job descriptions. People are expected to obey the rules and perform their responsibilities within the organizations. The workers are mostly satisfied with their jobs, but the managers expecting some more empowerment opportunities. These are all some indications of formality, order and obedience in the company, which are the features of bureaucratic culture.

Both companies Amtech and 5 Star have their own strengths and advantages on each other in term of productivity and effectiveness. 5 Star is better in profitability but on the other hand Amtech is better on developing new products and work bugs on new materials more accurately and, achieve higher quality than 5 Star. I believe adaptability culture could be more suitable to the new merged company structure. All the features of this model of corporate culture will match the expectations of the employees at the highest extent. The new company will be more effective and successful by applying the Adaptability culture in the organization.

If I were John Tyler, the first thing I would like to do is arrange the management team of the new merged company and make the...