Kent Thiry, CEO of dialysis supplier DaVita, is thinking about the best ways to incorporate workers from just recently obtained Gambro Healthcare without harmful DaVita’s robust, non-traditional internal culture. When Thiry signed up with DaVita in 1999, breaking an essential guarantee to his household in order to do so, he was figured out to produce a separated business with a community-like culture. Over 6 years, he had actually crafted an excellent monetary turn-around and effectively established the strong culture he had actually visualized.
Kent Thiry Case Study SolutionIn late 2004, DaVita obtained arch-rival Gambro Healthcare, whose 12,000 staff members would almost double DaVita in size once the combination is finished in fall 2005. Positive that the offer makes company sense however concerned about prospective negative effects of the integration-especially because of reports that Gambro staff members are suspicious of Thiry’s credibility and important of DaVita’s perhaps eccentric culture-Thiry is thinking about whether to enforce DaVita’s culture on the brand-new arrivals, or simply enable Gambro to run separately for an amount of time.
PUBLICATION DATE: May 25, 2010 PRODUCT #: 410065-HCB-ENG
This is just an excerpt. This case is about ORGANIZATIONAL DEVELOPMENT
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