Business Strategy

‘For Internal Use Only’ Proposal

‘For Internal Use Only’ Proposal

Mergers can create many internal issues resulting in unfavorable behavior. The main focus of this proposal is to minimize behavioral resistance to change at both companies that include clients, leadership, and subordinates. It will discuss several variables that management can use to motivate the new team to support the company’s position during and after the merger. Mergers are challenging, however with a successful plan in place; we can move forward with business as usual with a new, bigger company base.

Improving Perceptions

Right from the announcement of the merger, employees have formed a negative position for the newly formed organization. Individuals fear what they don’t know, and when mergers are concerned, the perception is inevitably negative. Improving perception can be done by improving communication. Allowing the smaller insurance company to know that they have the option to join the new team and move forward together can establish an improved perception about the merger and provide an opportunity for improved organizational behavior.

Work-Related Stress

Mergers can create significant stress, and it can trickle down to all level of employees. Our goal is to eliminate as much stress from work as possible. “Conflicts may cause depressive symptoms, which in turn make people even more vulnerable to conflicts, indicating a vicious circle with high psychological costs to the individual and economic costs to the organization” (Meier et al., 2014). Reducing the work-related stress can establish a better work environment and overall employee performance.

Employee Motivation

Motivating employees to get on board with the new merger is an important step in improving the organizational behavior. “Our motivation is the soul of our goal. It is the big why behind the hard work and sacrifice needed to reach the goal. It is what gives meaning to our work” (Journal, 2015). Allowing all...