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Merger and Effects on Human Motivation

Buyers would do well to remember it is largely the employees who make money for a company - a company cannot exist without the workers who do the work; who make the product and in turn make profits possible. .
             Mergers raise many issues for employees. One of the most basic and primal issues is concern for their livelihoods and their ability to provide the basic necessities of food, clothing, and shelter for their families. Other issues include resistance to change, anger, distrust, and stress. Employees find it hard to focus on their jobs with all of the distractions brought by such a big change. If they are not focused on their jobs, company profits are sure to suffer. Senior leadership of the newly combined company must take the lead to alleviate the effects on the employees so they can refocus. The employees will have a large impact on the success or failure of the merger whether leadership wants to acknowledge it or not. .
             There are things that can be done at the beginning of the merger process to ease the pain for all and create more of a win-win situation. When it becomes clear two companies are about to merge, the leadership of the company's involved need to start a joint strategic planning process to prepare for the transition. Steps leadership needs to take to get ready for the actual merger will be discussed in the Merger/Acquisition Transition Plan next week. This paper will concentrate on human motivation factors to be considered in the merger process. .
             To help us discern how the merger will affect employees, we asked seven individuals, four females and three males, to complete the Work Motivation Survey provided by the University of Phoenix. The purpose of the survey was to ascertain how these individuals felt about different aspects of their work. The average result of each question in the survey is depicted below. The scoring structure is one to five, one being the lowest and five being the highest.


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1. Merger/Acquisitions

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2. The Tim Hortons and Burger King Merger

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3. Consildated Merger

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4. The Change process

... by creative tension tends to be intrinsic. The extrinsic/intrinsic orientation can have a significant impact on the consequences of the change effort. In the context of a learning organisation, extrinsic motivation for change produces adaptive learning, whereas change driven by creative tension yields generative or new ... Unfortunately, new business creation ceased to be a high priority when the LRSP shifted, owing to a proposed large-scale merger. When anti-trust issues subsequently killed the merger, new business creation again became a part of the LRSP By that time the team was no lo...

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5. Organizational Behavior Issues

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6. Overview of Business Organizations

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