Besides, coworkers have to perceive managers as trustily, fair, cohesive, and who positively reinforce subordinates for a job well done, to develop a climate that fosters involvement, Elloy et al. (1995). .
Organizational commitment: refers to people's identification with the organization and its goal. It will be very important to help coworkers to feel identified with Mergers, Inc goal.
As the department manager, you must keep your department running efficiently during the merger. Due to the fact that employee attitudes could hurt the company's productivity, it is vital that there are steps implemented to monitor attitudes throughout the merger. .
The first step is "preliminary intervention". This phase should occur immediately since the company has just announced the merger. Meetings will be held for the employees in each department. During this time, the employees can ask any questions or discuss any concerns they may have. One-on-one meetings will also be available for employees. During these sessions managers can get a good grasp on employee attitudes by the questions they ask, their body language, vocal tone, facial expressions, group interactions, etc. In addition, the company will set up meetings between the two companies in an effort to form a good working relationship. (Marks 1988) .
The next step is "primary intervention". The main goal here is to merge the two company cultures together with little resistance from both sides. Open communication is a key component in this phase. According to the article, Making mergers work, "Research shows that employees are more receptive to a merger when they understand the event's underlying rationale." (Marks, 1988, p.8) If management is communicating with them, they will have a sense of ownership and empowerment within the company. This will create an overall better attitude towards the merger and the companies involved. (Marks 1988) .