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GUNG HO
Negotiation Conflict Resolution Mergers Acquisitions You required obtain Gung Ho film, locate case articles mergers acquisitions literature, prepare a paper analyze typical leadership dilemmas conflicts occur organizations merge.
Gung Ho!: Communication complications in the wake of corporate mergers
It is an often-cited truism that if you want to seem to have great fortune-telling abilities, it is wise to predict that a corporate merger is bound to fail. The reasons for the failure of mergers to create promised added value for shareholders or employees are numerous, but one of the most common sources of conflict is a conflict of organizational cultures. As illustrated in the film Gung Ho!, cultural conflicts become even more acute when they involve a clash of national as well as corporate work cultures. According to the authors of the study "Assimilation of quality culture and its effect: An empirical study of a cross-border M&A"...
The authors of the study give particular attention to the Japanese notion of 'quality culture,' or organizational assumptions about the best way to ensure a consistent, high-quality product. The Japanese zeal for perfection and quality detailed in the article echoes the 1986 film Gung Ho!, which satirizes the incommensurability of Japanese and American views of the workplace.
Organizational culture is defined as "a pattern of basic assumptions -- invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration" (Ito, Toshihiko, & Fujimura 2009: 1). In the film, a powerful Japanese automotive company acquires a failing American facility. This acquisition is willing, given that representatives from the American plant go over…
Organizational culture is defined as "a pattern of basic assumptions -- invented, discovered, or developed by a given group as it learns to cope with its problems of external adaptation and internal integration" (Ito, Toshihiko, & Fujimura 2009: 1). In the film, a powerful Japanese automotive company acquires a failing American facility. This acquisition is willing, given that representatives from the American plant go over to Japan to convince the company to come over to the U.S. However, the Americans have no idea how to relate to the Japanese executives. When Hunt Stevenson, played by Michael Keaton, travels over to Japan to speak to the board of directors, he makes loud and boisterous small talk and inappropriate sexual jokes, clumsily tries to create a connection between himself and the executives in a personal fashion, and asks if they speak English. All of this suggests a lack of 'homework' on the part of Hunt which the Japanese clearly expected him to do. Furthermore, his familiar attitude is not in keeping with the high-context culture of Japan, in which hierarchies and duties based upon status are expected to be obeyed. However, the Japanese executives are equally tone-deaf to the corporate culture of America. They try to force American workers to do calisthenics and place no value upon individualism and insight after the merger takes place.
Although Gung Ho! is a parody, the fanatical Japanese attention to symmetry and quality, in contrast to the more lackadaisical attitude of American workers is reflected in many real-life scenarios. "When two companies with different corporate cultures are merged into a new company, cultural friction inevitably arises, creating internal inconsistency in quality culture until the completion of assimilation. This cultural inconsistency may affect quality ratings and organizational decision-making" (Ito, Toshihiko, & Fujimura 2009: 2). For the Japanese, attention to product detail is a point of collective pride in the film. Workers are supposed to put aside their personal needs in deference to the needs of the organization. This creates friction between Japanese managers and American workers.
A clash of corporate cultures regarding quality standards does not merely make
Deaf culture has become fairly well established in academia and to a lesser degree in mainstream public consciousness. However, Holly Elliot offers a unique perspective on Deaf culture and identity in Teach Me To Love Myself. Elliot begins her narrative by sharing her experience as a bicultural person: someone who had straddled the worlds of the hearing and of the Deaf. Her biculturalism allows Elliot to build bridges instead of
Deaf Culture Deaf President Now! "Deaf President Now!" summarized the student protests of March 1998, of the appointment the 7th hearing President of Gallaudet University. This video was very moving; it showed students fervently campaigning for the removal of the newly appointed hearing President of Gallaudet University Mrs. Zinser. The Gallaudet community felt it was time to have a deaf President. The protest spanned nearly a week, there were no classes held as
These churches include the Pilgrim Lutheran Church of the Deaf, International Deaf Mission, Los Angeles Deaf Church., Holy Angeles Catholic Church of the Deaf and the Grace Bible Church of the Deaf, to mention a few. There is also a presence of the Jewish deaf community. When it comes to education, the Los Angeles area has a sizable program at the California State University Northridge with a National Center
Deaf individuality itself is highly valued in the Deaf community. Members seem to concur that hearing people can never completely obtain that identity and become an experienced member of the deaf community. Even with deaf parents and a native grasp of ASL the hearing person will have missed the familiarity of growing up deaf, including residential school. For a lot of members of the deaf community, speech and thinking like
There is "evidence that deaf children benefit from early exposure to sign language points to the need for in-depth sign language training for parents and other caregivers, with special attention to underserved populations such as those in rural areas," (Marschuck 2001 p 9). Parents should not rely on external schools at later developmental stages, when the damage to the child's cognitive and linguistic abilities could have already been done. Chomsky's
Deaf There has been a dearth of literature on the training and development of deaf and hard of hearing employees. This research attempts to highlight gaps in the research and suggest methods of improving deaf awareness in the fields of human resources and organizational development. The Americans With Disabilities Act requires all organizations to make reasonable accommodations to the workplace environment, policy, and procedure for deaf and hard of hearing employees.