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Essay / Research Paper Abstract
This 12 page paper considers issues concerning the integration of employees following a merger. The paper looks at the way surveys can take place to assess the level of integration, the importance of communication, the way change may be managed, the approaches to training and benchmarking. The bibliography cites 11 sources.
Page Count:
12 pages (~225 words per page)
File: TS14_TEintemerger.rtf
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Unformatted sample text from the term paper:
are a large number of potential areas of difference; most revolving around different cultural aspects. The human resources department can be invaluable in recognising and planning for these eventualities (Clemente,
1999). The differences between the ethical stances of the companies, the degrees of empowerment granted to employees, quality practises, employee behaviour and productivity in the different organisations require attention, as
these will need to be brought in line in order to achieve a true integration. These differences are all aspects of what is more commonly known as the corporate culture
(Mintzberg et al, 2003). These different aspects will all reflect on the way the employees actually behave at work, their attitude and its results. These are difficult to ascertain as
they are the psychological aspects of employment environments and are more discreet (Clemente, 1999). It is not only the culture that is different, it is likely that there will be
a large number of workplace practices that are divergent, with each employee highly likely to believe that their way of doing this is the best way (Huczyniski and Buchanan, 2003).
This can create resistance and add costs as well as time taken to gain value from a merger or acquisition. It has been noted that in some of the
most successful mergers the integration of employees will take place with an approach where one culture is not necessarily dominant over the other, the best from both is taken and
the resulting culture becomes a hybrid of the two firms that entered into the merger (Thompson, 2007; Galpin and Herndon, 2007). 2. Surveys and Communication One measure that may
be taken in order to assess the progress of the integration of the employees is the use of surveys. These can be undertaken at different stages in order to assess
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