Businesses merge for various reasons. The coming together of the companies creates change. This change affects not only the company structure, but also the employees, shareholders, and associates of

Any significant change in a structure will influence individuals at all levels of an organization. In order for a smooth transition to occur, management is responsible for the developing of an effective strategic integration plan (Mawhinney, 1999). The “how” a company deals with change will determine the process of the merger: Let us focus on three levels the individual, group, and structure.

Performance evaluation serves a number of purposes: human resource decisions identify training and development needs bases for reward allocations and provide feedback to employee (Robbins, 2001). Both companies agreed that the performance evaluation show be used for the main purpose of providing feedback and a bases for rewards. Giving employee feedback lets the employee know what they are doing well and what they need to improve on. It gives them a clear picture of what the company is seeing. They all also agreed that the yearly increases would be based on evaluation, the percent on the evaluation would be reflected in an increase.

SAB Inc. (Shane, Adela, Bridgette) has employed seven employees. Although, a small group there lays individuality, and cultural differences that needs to be taken into consideration. In order to evaluate our overall performance we hired an outside source to perform a number of surveys. Holistically speaking, the performance of the individual has a great impact in the organization, for that reason we have placed high emphasis on commitment to our employees. We will examine a number of ways we can enhance the company’s values by using the results obtained from the surveys. The first survey was geared to examine “what motivates me” our outside source sought the importance of giving us some background information on the contemporary “Theory of Motivation” for the purpose of giving us a broader understanding of where we stand. Clayton Alderfer, of Yale University proposed that there are three groups of core needs: Existence, Relatedness, and Growth. Existence- is concerned with providing our basic material existence requirements. This includes the items that Maslow considered physiological and safety needs. Physiological: includes hunger, thirst, shelter, sex, and other bodily needs. Safety: includes security and protection from physical and emotional harms (Robbins, 2001, p.161). The survey conducted, showed that our company on an overall average (18.3) is highly concerned with the “Existence” notion. These results are highly compatible to the group at SAB Inc. since most of the individuals solely depend on their incomes to provide for themselves. This need is vital for their everyday survival.

When employees are involved in decision-making process that relate to them it make them feel as if they had a voice, this keeps the moral high. Whenever possible, allow employee to take an active role in planning the company’s future (Rose-Asch, 2001). When they are involved in planning the future for the company they know that their input makes a difference. Employees like to be recognized for doing a good. Praise them for all their hard work When you empower employee you create an environment where people are encouraged to explore, discover, take risks, and develop trust (Rose-Asch, 2001).

3. Removing obstacles to performance

What needs to be looked at during this time is going to be the key to a successful evaluation. All employees should be aware of what will be looked at when reward is done. Company A use to let their employee set goals and they were evaluated on the outcome of their goals. Company B had a set of standard criteria in place that they felt all employees should be evaluated. However, after a lot of discussion, they created an evaluation form that allowed employees to set their own goals and still had a standard set of criteria in place.

Some topics in this essay:
Merger Inc, SAB Inc, Robert House, Resource Department, Mannix Loewenstein, Edwin Locke, Transition Merger, Clayton Alderfer, Adela Bridgette, Growth Existence-, robbins 2001, equity theory, expectancy theory, smooth transition, key successful, performance evaluation, employee morale, towards goal, sab inc, employees towards, distort perception self, performance satisfaction motivation, justice perceived fairness, existence relatedness growth, employee looks positions,