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Consolidated Transition Plan

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Introduction

Consolidated Transition Plan Abstract To successfully compete in today's aggressive business world, businesses are often conducting merger/acquisitions to remain competitive within their respected markets. During such a transition, several business relational components must be considered while matriculating personnel and resources within one architectural design. Various methods and theories may assist all companies involved in a merger/acquisition plan to maximize the overall benefits and achievement of unifying separate entities into a highly specialized organization that has a distinct sustainable competitive advantage. Introduction This consolidated transition plan will focus on four components that are an essential part of a successful merger/acquisition. These distinct components, organizational behavior issues, motivational theories, transition, and human resource policy, which all share common features and work in tandem during the transition period and offer both the management and subordinate levels to matriculate with less stress, thus, elevating performance, productivity, and overall job satisfaction. Organizational Behavior Issues Issues that may arise from a merger/acquisition and the impact that it may have on the employee base within the current organization are highly important characteristics that must be addressed during such a transition. The focus will be aligned with the human elements that may arise, the issues that could develop, and what could be done to motivate the employee base to accept change, in order, to have a successful takeover. It is important to note, that according to Stephen Robins, "Organizational behavior is concerned with study of what people do in an organization and how that behavior affects the performance of the organization." ...read more.

Middle

The McClelland theory and the Goal-Setting theory comprehensively identify job performance, motivation, and job satisfaction within the organization. A generalized analysis has been spot-profiled, which will show that during a merger/acquisition, the employees' motivational performance can be identified and utilized by management to maintain the organizations focus and goals during such a transition. What is motivation? Well, motivation can be defined as the desired goals and the method chosen to accomplish them. (Johnson & Johnson, 58) Having the business related definition of motivation in mind, it could enable management to identify that the applications of the McClelland theory and the Goal-Setting theory will assist in the development of workplace motivation. McClelland's theory of needs focuses on three requirements: achievement, power, and affiliation. The need for achievement is to achieve in relation to a set of standards, in order to strive to succeed. Also, the need for power is the need to make others behave in a ways that they would not behave otherwise. Lastly, the need for affiliation is the desire for friendly and close interpersonal relationships. (Robbins, 162) These key identifiers are paramount with identifying the various personality assessments. The second theory utilized in this analysis, the Goal-Setting theory implies that specific and difficult goals having a goal/feedback mechanism leads to a higher performance. In other words, the Goal-Setting theory implies that when one is given a specific complicated goal, an employee will produce a higher level of output than the generalized goal of simply, "Doing your best." (Robbins, 162) ...read more.

Conclusion

The focus of this analysis was centralized on the impact of a merger/acquisition would effect the employees motivation. The McClelland theory and the Goal-Setting theory could be applied to a sample group of a set number of employees, in order to, critique their motivation, and their individual and cultural differences. It is my professional opinion, that management must explore and implement various motivational theories and concepts to achieve a sustainable competitive advantage. Having identified the various leadership styles and techniques used in the everyday operations allows the management team to aggressively focus on individual's strengths and talents to take full advantage of increasing efficiency, which could be implemented during a merger/acquisition, therefore, maximize profits. Besides utilizing the different techniques that allowed management to be independent within the organization, an important variable of trust is bestowed upon all levels. Furthermore, a technique of equating ones own deficiencies in management and leadership styles is used to modify elements of being an effective manager. In my opinion, Hawaiian Internet Provider's Inc. is perceptive enough to apply different leadership techniques and strategies to keep their internal workings competitive with other top technology companies, especially during a merger/acquisition transition. HR policies also play a significant function in the overall success of a merger/acquisition plan. The methods which companies initiate their policies have tremendous effects upon the financial statements and other related outcomes. The full complexities of the company's internal financial statements may be utilized to extract data for the purposes of identifying the underlying strategies that the HR policies plays in a merger/acquisition, which can be used to deduce the various characteristics and influences of potential performance and financial fluctuations. ...read more.

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