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Transition Plan

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Submitted By lorirn1
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The Merger: Transition Plan I
ORG 502
September 18, 2009

Transition Plan I The purpose of this Transition Plan is to document the process of changes that are necessary to make the merger-acquisition succeed for Merger’s Inc. First the discussion highlights issues that occur during a transition followed by utilization of motivation concepts. Next, this plan will discuss the importance of employee job satisfaction in relation to departmental performance. Lastly, a brief discussion will ensue regarding perceptions and their role in decision making.
Expected issues with merger A number of problems will manifest before, during, and after the merger and acquisition process. One key element to be considered is job roles. “Some executives may have a bitter taste in their mouths about how negotiations unfolded or be resentful of the outcome, causing hard feelings about titles, roles, responsibilities and compensation” (Miles & Bennett, 2008, p. 60). In addition, rumors and cliques can be damaging to companies in the midst of a merger and acquisition; for example, “Cliques are harmful because they contribute significantly to information asymmetries within the top management team and slow down the team’s development” (Miles & Bennett 2008, p. 63). Rumors create misinformation and elevate uncertainty amongst all lines of employment from the top, down. Rumors must be contained and eliminated immediately. The selection process during and after a merger and acquisition creates uncertainty. “Individuals are also concerned to know what talent the new enterprise will have, whether as leaders, as coworkers or as subordinates. This (the selection) can only be done when the talents and capabilities of the personnel are known and understood” (Miles & Bennett, 2008, p. 62). The process of a merger and acquisition causes “…everyone associated with the

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