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1. What is ONE reason for a culture clash in an organization?
2. What is the result or a consequence of a culture clash?
3. What is a possible solution for a culture clash in an organization?
4. Any examples?
Feel free to use the textbook, Kognity or research credible sources online.

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1. One reason for cultural clash could be the language diversity within an organization. For example, the people that do not speak the language that is the norm will experience some difficulties.
2. A result of a culture clash might be a lack of focus by workers who for example do not speak the norm language
3. In the case of language diversity, in order to solve a culture clash the organization can provide the foreign employees with a language course, so to be able to understand and communicate with the other employees and workers of the company

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1. One reason for a culture clash in an organization could be cultural differences with work ethic for example the difference between the work style in france with weekends being illegal and the work style in the states with weekend working being normalized.
2. A result of of a culture clash could be incorrect numbers due to currency exchange or miscommunication due to the style of communication/leadership style being differnet.
3. A possible solution could be a workshop for the employees to learn about relevant cultures that they might have to work with going forward
4. One very good example of this was when NASA was working with Europe on a spaceship and because they didnt convert the degrees to celcius the rocket had a serious flaw causing it to fail. This is an example of cultural clash in an organisation.

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1. A cultural clash may occur when one business absorbs another. In this case, the work culture of the larger organization in the acquisition may differ from the other group, resulting in conflicting expectations and codes of conduct.

2.In a general sense, culture clashes result in a disrupted harmony in the workplace. Unresolved discrepancies in differing work cultures can lead to divisions between groups, confused expectations resulting in inefficient work and negative sentiment, and concern for job security. Overall, culture clashes negatively impact the work environment.

3. When culture clashes arise it can be helpful for new conduct guidelines to be published or discussed, making what is expected clear. In cases of a merger this may entail taking aspects from both cultures to appease employees, while in acquisitions the acquiring culture would likely take precedence.

4.An example of culture clash is the failed merging of Daimler and Chrysler in the 1990s. Founded in different countries, the two businesses had differing standards for workplace conduct, formality, and operating styles. As a result, there were major losses before the producers split in 2007.

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1. A reason for a culture clash within an organization may be due to a shift in leadership. The leader may change from someone who assumes a feminine culture to someone who uses a masculine culture, and the rest of the organization would have to follow suit as the focus would change from teamwork to quantity produced.
2. A culture clash may result in the employees of both companies not being able to cooperate with one another due to their priorities or working styles being different, resulting in decreased overall production or increased labour turnover.
3. A possible solution to a culture clash would be the company to use a feedback loop in the form of a survey to gain quick feedback from the employees about what they believe was the primary cause of the culture clash and then resolving these issues.
4. In March 1994, WordPerfect signed a merger with Novell Inc. and strategically, the merger of these two companies is a good idea as it allows for the companies to combine their market share, but due to the internal conflict due to the culture clash, their stock market value went down and WordPerfect was eventually sold to Corell for a much lower price than the value WordPerfect was purchased for.

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1. One reason for a culture clash is lack of agreement on workplace formalities such as the dress code of a companies employees. This could include how formal or revealing clothing items are.
2. A consequence of this culture clash may be conflicts between individual employees. Individual conflicts could result in a greater division within a team or company, potentially resulting in decreased efficiency or worsened communication.
3. A solution to a clothing-related culture clash is the application of a clearly outlined dress code that takes all cultures into consideration. This ensures employees are conscious of the expectations, making abiding by the regulations easier.
4. An example of a culture clash related to clothing is the implementation of casual Friday. While some employees, especially in Western cultures, may be in support of its implementation, others may disagree and feel uncomfortable by more relaxed or revealing clothes.

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1. What is ONE reason for a culture clash in an organization?

One reason for a culture clash in an organisation are different degrees of formality, some organsations are highly formal wheras others are informal.

2. What is the result or a consequence of a culture clash?

One result of a culture clash is the sense of isolation, while managers focuses on the strategz of the new organisation, employees feel isolated and ignorant of what is happening.

3. What is a possible solution for a culture clash in an organization?

You could analyse culture differences before the merge happens.

4. Any examples?
Feel free to use the textbook, Kognity or research credible sources online.

When people in different professions, such as academics and business people, collaborate on a project.

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1. One reason for a culture clash in an organization will be different degrees of formality where some company is very formal whereas the other is informal.

2. A culture clash can have a significant impact on an organization. Leaders need to harmonize the two company cultures. The employees may have struggled to adjust to a completely different leadership style. It may lead to high labor turnover when the employees are not satisfied with the new organization.

3. Before a merger or an acquisition, the company should do research on the culture of the new company. Communicate with employees to make sure they know the reason for the merger. Conducting interviews with the managers to determine the leadership style.

4. During the merger between HP and Compaq, the culture clash that HP engineering-driven culture was based on consensus whereas the sales-driven Compaq culture on rapid decision making. The poor cultural fit makes them lost an estimated 13 billion dollars in market capitalization.

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1. A culture clash in an organization can occur when one company merges with another one. This may cause one culture to become more dominant. This can cause problems for example the employees from the less dominant organization might not be able to work with the new leadership style.

2. A consequence of a culture clash is that if a company merges with another the employees might not see themself as part of the company anymore.

3. A possible solution for a culture clash in an organization is if two companies are planning to merge then they should evaluate the culture of each other organization before merging to make sure they do not cause a damaging clash.

4. An example of a culture clash is when Time Warner and AOL decided to merge. A little bit after this deal was made the dot-com bubble fell apart. This caused a $99 billion loss. The cause of this was believed to be due to AOL employees being aggressive and ignorant while Time Warner employees were less adventurous which intimidated the Time Warner employees.

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1. What is ONE reason for a culture clash in an organization?
A culture clash can be the formation of a merger, as a difference in leadership styles may cause issues for the employees.
2. What is the result or a consequence of a culture clash?
They can lead to confusion and lower employee morale
3. What is a possible solution for a culture clash in an organization?
In a merger, they could send out surveys to find out what the employees like/dislike about the change in culture/leadership styles, and try to minimize the disatvantages.
4. Any examples?
An example is the merger between Warner brothers and AOL in 1999. The difference in how the employees treated each other may have been a big factor of the negative consequences. The failed merger is said to have caused a $99 billion loss.  This could have been solved by having HR issue a required sensitivity training course for all employees, so that employee-employee relationships would be improved.