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Consolidated Merger/Acquisition Plan. Essay

7549 words - 30 pages

Introduction:The challenges inherent in any organizational change can be viewed as problems to be overcome or as opportunities for enhancing success. The transition plan we propose for the acquisition of JTRCD Corporation by Merger, Incorporated builds on the positive aspects of both organizations, while mitigating the deficiencies of both entities. The important aspects of our plan are to emphasize strong leadership and direction from each organization's management, establish clear and thorough conduits of information related to the transition throughout the organization, and take every opportunity to make positive change which enhances the potential for the success, health, and continued prosperity of our new organization.Organizational Behavior Issues:The issues to be addressed by one department in a business merger situation largely mirror the relevant concerns for the company as a whole. The answers to these concerns, both at the department level as well as the company level, fall into one of four organizational action categories: building trust, encouraging employee buy-in and commitment, effective communication, and providing leadership. Any anxiety, apprehension, misgivings, questions or concerns an employee has as a result of the restructuring of a business can usually be addressed by the organization's commitment to these organizational actions. This section will highlight some of the concerns employees might have as a result of structural changes at the department level resulting from this company's acquisition by Mergers, Inc. Included in this discussion will be issues specific to the departmental restructuring of job tasks and assignments as a result of the acquisition of this company by Mergers, Inc.In any situation where two businesses are joined, whether by merger of two entities or by acquisition of one company by another, organizational change is virtually assured. At no more crucial time in the history of any given organization are attending to the needs of the people of the organization more important. According to La Piana Associates, Inc., "Any significant structural transition will impact the people at all levels of the organization. [...] A highly integrative restructuring - anything from a joint venture to a merger - is all about transitions, and the needs, perceptions, concerns, fears and possibilities of people all become magnified during transitions" (La Piana Associates, Inc., 2001.) The common thread running through all of these emotions is increased levels of employee stress. Effective stress management techniques should be employed throughout the organizational change process regardless of the employee's level of responsibility or assignment in the organization.Other possible issues we anticipate arising during this organizational transition period include: changes in job classification and/or salary structure; changes in physical work location; changes in work team structure; changes in administrative tasks,...

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