Being realistic and establishing shorter periods for goals and objectives can keep productivity flowing. Managers need to maintain a higher profile in the work groups, although the company is going through reconstruction, the work must still be completed.
In a merger, you will be faced with positive and negative results. Here is a list of pros and cons that a company will and can encounter (Pritchette, 1988). .
Pros:.
Become institutionally stronger.
Increase size and financial resources while decreasing building costs.
Increase productivity.
Gain synergy that would nor exist separately.
Develop ways of being and working as a merged organization that appears to have the best chance of being successful.
Cons:.
The anxiety people experience as they wonder about the effect the merger will have on their position in the organization.
Uncertainty about the degree of influence one will have in the new position.
Staff cuts and change in leadership.
Relocation.
Job satisfaction.
Working relationships.
Clarity of guidelines/policies/procedures.
Job stress.
Effectiveness of management/supervision.
Upper management, employees, and shareholders will be asking these two questions throughout the next few weeks. What is best for the company? What is best for the employees? When the merger is finally completed, the strange faces of Merger, Inc. executives take center stage as they walk around looking extremely busy and frantic. The tension is so thick you can cut it with a knife and the drama and gossip is more intense then a daytime soap opera. As everyone prepares for any kind of news, you as managers must take control and hold your team together. There are several issues that you must be ready to handle, the impact of the merger positive or negative on the company, management and employees.
When we look at the positive change, we must look at why such an acquisition would take place. In most cases, there would not be a merger if these companies felt there would not be a positive financial result for both parties involved.
