Moreover, merger of the two companies carries along risks to human resources as it increases in insecurity among employees, lower levels of satisfaction at work, less affective commitment, and a loss of trust in the firms and management teams. Those issues would lead to difficulty in bending cultures, reductions in service levels, poor motivation and loss of key people and clients, and eventually impede the ability of the two companies to achieve their longer-term objectives and result in the failure of merger. 
As the world changes, many organization may create changes to their company structure in order to remain successful and look good amongst shareholders. These organizational changes may be beneficial for the company overall. However, it may affect the remaining employee’s morale. Some organizations changes such as layoffs, reduce work hours, a stagnate in benefits increases and rewards may result in management trying to figure out a way to motivate and gain employees trust and loyalty.
Mergers and acquisitions are a stressful time for any company, regardless if they are the purchaser or the company being acquired. It is important to remember that the goal of this acquisition is meant to positively impact both companies and every one involved is responsible for continuing to bring the customers value. Every department involved is going to have a unique set of challenges and the human resources department is no different. Human resources are going to be responsible for managing any problems regarding employees as this merger continues. In order to prepare for any anticipated problems this report is going to focus on three specific areas; sharing information with employees, managing personnel changes and lastly managing geographical consolidation.
Hostile takeovers are no longer common as they were in the 1980s. However, legal and ethical issues still surround mergers and takeovers (Thomas, 2009). This document examines and identifies legal and ethical issues which the merging parties should consider before, during and after a merger. The document will also look at measures of managing these legal and ethical issues.
The contents of this document define specific consideration for the legal and ethical issues within the whole merger process, accompanying with suggested implementation plan for managing the prospect legal and ethical anxieties for the merger, the proposed plan clarifies establishing an ethical and healthy work environment with proposed resolution to the mentioned issues.
Mergers and acquisition plays an important role in survival/vitalization of a corporation in today’s market. It continues to be a breakthrough strategy for improving innovation of a company’s product or services, market share, share price etc.
Poor communication between people at each level in the organisation and the other organisation it is merging with is one of the main reasons why mergers fail. Mergers are normally made at the top end of hierarchies leaving middle management and lower employees in the dark making the demoted through communication diseconomies of scale. Through this process, the communication is more likely to be distorted when going down the levels of
This assignment is based on three questions. The first question is identifying and explaining three important HRM skills Lionel Messi applied to his role to bring about a fresh perspective at Pacific Holdings Limited. The second question is to discuss some major challenges companies such as Bupa and NBF could face when confronted with a merger and acquisition strategy and thirdly is to discuss the advantage and disadvantage of the chosen strategies.
Merging with another organization has downfalls of destroying wealth from the merger. Considering the buying price is important when merging, spending too much on the merger will impound the value after the merger. Some mergers do not create wealth so capital is lost through the merger. There is no guarantee of financial gain and every formula considered with focus, just as with an acquisition. The final decision dictated by the variables. One company merging with another company takes the debt and losses of those companies in the new formed company.
Discuss the following statement: The term ‘employment relations’ is more useful than ‘industrial relations’, ‘human resource management’ and ‘employee relations’ in assisting us to better understand the behaviour of individuals and groups of employees in workplaces.
The board and administrative staff can calm the fears of the staff before and after the consolidation by first reframing using dividing terms such as the word “us” The two organizations will be merging therefore the boards will have to come together to avoid sides. Human resource managers will also need to step in and help manage employees. To help human resource managers can create employee suggestion programs. This will encourage employees to create and identify improvements, process, and outcomes for the
Write a four to five page paper addressing how your chosen work-related issue/problem from the week two discussion is addressed by your state Board of Nursing (BON) and other professional nursing organizations. Use the following guidelines and evaluation criteria.Include level-one APA headings in your paper using the section headings below. Use a minimum of five references from the professional nursing literature in the assigned course readings and other references in the Walden Library. In addition, you may use one or two professional web sites if relevant to your topic.Begin this paper with a brief paragraph that provides an overview of the assignment and its purpose. The heading for this paragraph is the same as the title of the paper. This should be no more than two to three sentences. The last sentence in this paragraph is a sentence that begins "The purpose of this paper is to. . . . The introductory paragraph is worth 20 points.
Throughout the hiring process, there is a host of problems that plague the system. The search for people to fill openings in any organization should be solely based on who is the best candidate for the job. The human resources staff should look for the most qualified person that will be the best fit for the organization. The human resources staff should not be seeking to fill roles based on the color of a person’s skin, their sex, or religious culture. Any job opening should be given to the person that is more deserving of the position.
All promotions within the organizations should be awarded to the deserving employees according to their performance. All employees in managerial positions within the organization must go through a training to sensitize them on management of diversity to ensure fair and objective treatment and evaluation of other employees.