Merger and Acquisition Transition Plan
Today, we were called into the boss’s office and told that our company was about to go through a major restructuring. In two weeks, the organization will be merging with a national conglomerate and it is our job to get the “troops prepared”, as she put it. She stresses to us the importance of effective leadership and communication. She would like for us to establish and initiate a plan that will help the employees with the transition. Luckily for us, we just completed a seminar on organizational behavior and we know exactly what needs to be done to make this transition as positive and seamless as possible.
We held a meeting first thing the next morning to discuss the best way to approach the situation, keeping in mind that most of the staff will fear change but appreciate openness. We recognized that during this time there will be many different emotions and high stress, strong leadership and lots of understanding will play a substantial role in how smooth the transition will take place. Because many employee duties and positions will change, it is important for us to keep the group confident and motivated throughout this change. Since we are five different people, with five different leadership styles we decided that we should focus on the Path-Goal Theory to implement the transition. The path-goal theory states that leaders should make it as simple as possible for employees to reach their goals by helping them and reducing any obstacles that may arise.
There were a few reasons that we chose this particular theory but the most important one was that we felt it promotes open communication and individual empowerment. Communication and empowerment both help reduce the anxieties of change, which will hopefully allow our staff to go through the different phases of change without establishing any negative feeling towards the company, upper management, or even themselves.
After our meeting, we held a departmental meeting to inform the group about the changes that were about to occur and how we, as a department, were going to deal with them. We felt that being direct and open will make it easier for the staff to address any concerns they may have and we wanted them to hear the news from us first. We know that we have a responsibility to give them the facts and not try to minimize the impact of the news by hiding certain ...
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After the merger was announced and our plans were implemented, we went over the results and realized that we were able to pull of an almost seamless transition because of the pointers we received in our organizational behavior seminar. I can’t say that our changes went without conflict, conflict is inevitable, but our concentration on communication and empowerment caused our employees to not only trust in our decisions but it also let them know that we took pride in being fair and honest. The path-goal theory helped us to make the changes simple and reduce any obstacles that may arise. Acting quickly to provide the facts while understanding and dealing with their emotions and needs helped prevent an uproar of negative issues. Giving them the chance to voice their opinions and make their own decisions prevented them from feeling trapped and unimportant. During mergers, stress can be high and morale can be low, but if managers make use of effective leadership, remembering to include employees, the transition can be made much easier.
One piece of advice, make sure all of the managers in your company take learn about organization behavior, as you can see it helped us.
The main concept behind Plato’s Allegory of the cave is to show how individuals perceive the world due to factors such as education. Throughout the video, Plato’s main consensus is strictly focused on the changes that an individual experiences after he or she is exposed to the philosophical reasoning behind a situation, rather than mere interpretations. This can be seen in the opening and middle portions of the video. The video starts with all three prisoners being tied up looking in a dark cave, simply seeing shadows and hearing echoes of ongoing events that are happening outside the cave. At this point, all three prisoner are completely naive to to what is happening, and they believe everything that they are told, because they have no reason to doubt the truth behind
Palmer, I., Dunford, R., & Akin, G. (2009). Managing Organizational Change: A Multiple Perspectives Approach (2nd ed.). New York, N.Y, USA: McGraw-Hill/Irwin.
A merger is a partial or total combination of two separate business firms and forming of a new one. There are predominantly two kinds of mergers: partial and complete. Partial merger usually involves the combination of joint ventures and inter-corporate stock purchases. Complete mergers are results in blending of identities and the creation of a single succeeding firm. (Hicks, 2012, p 491). Mergers in the healthcare sector, particularly horizontal hospital mergers wherein two or more hospitals merge into a single corporation, are increasing both in frequency and importance. (Gaughan, 2002). This paper is an attempt to study the impact of the merger of two competing healthcare organization and will also attempt to propose appropriate clinical and managerial interventions.
...dditionally, the merger can take place in smaller phases. For instance the first phase may include change of the physical look of the branches and the signage - – so as to convey a consistent view and experience for its customers. This phase may also include effective communication to the employees to educate them about the merger, ensure them of their positions and encourage them to participate in the merger. Second, the firm can totally combine the bank’s technology and the information systems which will allow the merged firm to operate as a single entity and to become fully operational. The management should implement the merger with care and prudence, aiming for minimal disruption for the customers and should communicate extensively to ensure all its stakeholders are kept fully informed as they make changes.
This paper will be broken down into six sections profiling each critical part of implementing and managing change in an organization. The sections included are; outline for plan creating urgency, the approach to attracting a guiding team, a critique of the organizational profile, the components of change, and how to empower the organization.
Change affects more than just a program or a process within an organization, change affects employees, collecting data on employee’s readiness and willingness to accept a change will help leaders know if the organization is socially ready for change (Cole, Harris, and Bernerth, 2006). A change might be positive for an organization but if the employees who will be affect by the change are lost in the process then it could create a greater issue than not making the change. Leadership needs to communicate and inspire the employees to be positive toward the change, seeking to enhance their job satisfaction not make changes that will increase their desire to leave. This data is best collected early in the change initiative allowing leadership to properly cast the vision while addressing concerns. This requires leadership to create platforms for employees to engage in the change initiative freely (Ford, 2006). Employee attitudes can be measured through these dialogues providing leadership with necessary measureable data (Hughes, 2007).
3. PETA stands for People for the Ethical Treatment of Animals. It is a worldwide organization with over 3 million members. It fights for Animal Rights.
This leads to formulating certain survival procedures, researching new technology and preparing and for an earthquake and volcanic eruptions. To overcome the effects of earthquakes, scientists and engineers have designed earthquake resistant infrastructure. This was created because common infrastructures fail in earthquakes as there are heavy and can 't stand seismic waves. The major cause of death during earthquakes is being killed by a falling building. However, in earthquake resistant building the main concept is to make the building as rigid, strong and out of the lightest material possible so if it does fall individuals have a possibility of surviving. At the bottom of earthquake resistant building, there would be some sort of shock absorber, so it can absorb the seismic waves reducing the impact. Then, the building will incorporate a sheer core and sheer walls, to reduce the rocking movements of an earthquake. Along with this, walls will have two steam beams for added security. In developing countries, a similar type of plan is used but the building is made out of more cheaper and everyday objects. Another defence systems humans use to adapt to earthquakes and volcanoes is monitoring and warning systems. Monitoring and warning systems are usually controlled by local or national governments. In earthquake situations, sensors (which are distributed in the region prone to earthquakes) send information to the alert centre when a seismic wave is detected, there the information is investigated. Afterwards, the information from the alert centre is immediately transmitted to the individuals of the region warning them about the expected intensity and arrival time of earthquake by text message or call. After that, it is advised that individuals turn off all electrical appliances and follow their local earthquake
Organizational change is a very big risk for organizations. The process of change can be very difficult for employees as well as the leaders implementing the changes. The changes are usually planned to improve the company. However, sometimes change can destroy a company when things don’t go as planned. From a change in management to a change in the company structure, or way of doing daily task, organizations must carefully execute the process of change and use change strategies that will ensure success.
Kinicki, A., & Kreitner, R. (2009). Organizational behavior: Key concepts, skills and best practices (customized 4th ed.). New York, NY: McGraw-Hill Irwin.
Recently, my company has experienced massive change. The company has had around a 50 percent turnover in the last year. Included in that turnover was everyone in the executive team, excluding the CEO. As our company struggles to handle new employees and a new vision, motivation and morale seems to be decreasing. In this paper I plan to explore why motivation and morale tend to decrease during times of change and investigate ways how a company can maintain high morale during massive change.
In "Allegory of the Cave" Plato's describes the journey, which individuals must embark on in order to achieve enlightenment. Plato depicts a comprehensive metaphor that aims to outline the disadvantages we face as a result of a lack of education. When analyzing the ‘Allegory of the Cave’ it's imperative to remember that there are two elements to the story. The first element is the fictional metaphor of the prisoners and the second element is the philosophical view in which the story is supposed to portray, therefore presenting us with the allegory itself.
...ous situations, possibly because these studies have attributed motive and action to the states rather than to the decision-makers within them. Thus, foreign relations and policies can truly be strengthened when people can view and truly appreciate international issue in many different perspectives, such as realist, idealist, liberalist, constructivism, feminist, world economic system analysis, etc. When people are able to see issues and solutions to problems in many different ways world peace might be reachable.
PETA deals with many animal rights issues, some including fair treatment to animals in movies and entertainment, such as Khartoum. PETA is a non-profit organization with a purpose of getting better treatment for animals. The organization has uncovered many illegal projects, which harm animals in doing so. In 1981, PETA uncovered the abuse of animals in laboratories and experiments, which launched the Silver Springs monkeys case. In this experiment, Dr. Edward Taub was cutting major nerves in the arms of monkeys, and teaching them how to use the paralyzed arm. While people argued that this experiment had no value to it, Taub did app...
The study of international relations takes a wide range of theoretical approaches. Some emerge from within the discipline itself others have been imported, in whole or in part, from disciplines such as economics or sociology. Indeed, few social scientific theories have not been applied to the study of relations amongst nations. Many theories of international relations are internally and externally contested, and few scholars believe only in one or another. In spite of this diversity, several major schools of thought are discernable, differentiated principally by the variables they emphasize on military power, material interests, or ideological beliefs. International Relations thinking have evolved in stages that are marked by specific debates between groups of scholars. The first major debate is between utopian liberalism and realism, the second debate is on method, between traditional approaches and behavioralism. The third debate is between neorealism/neoliberalism and neo-Marxism, and an emerging fourth debate is between established traditions and post-positivist alternatives (Jackson, 2007).