It should include both Light Co. and our company officials. This sort of kills the atmosphere of being taken over, and no voice for our staff being left or unheard. Efforts are being directed at making sure people are calm and they do not keep leaving. An attempt would be made to get those who would have left already. Once every avenue of making peaceful acquisitions are exhausted, a final departmental meeting would be called. This meeting would involve Mergers Inc. official and our company officials. Speeches would be given reassuring staff they are not going to lose their jobs. In fact, operations would go on as if nothing happened, and our employees would now be told how good things would turn out. Very little change would occur, and everyday operations would continue. Nobody is going to lose his or her job. As a matter of fact, they play a very pivotal role in making the entire organization a resounding success. They have always been peak performers, and it is even time to show more peak performances. Staff would be encouraged to speak out their thoughts, feelings, and encouraged to view the whole deal as a positive one.
An acquisition is not always a good deal. It might be good for some while for others it is definitely a bad experience. The perception is different. Human elements and issues have to be taken into consideration and sound judgments made as to which direction the company goes. While it is not as easy, especially human issues, one has to come in and deal with them. The task is arduous and such an uphill battle, but since we live in a rather dynamic corporate world; somebody has to come in and, do the job. In essence, a smooth transition is the course of action in any acquisition. It creates an atmosphere conducive to a vibrant and viable business operation.
Organizational behavior is an area seeking behavioral knowledge in organizations through consistent study of groups, individuals as well as organizational process.
