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Ldr 300

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Ldr 300

  1. 1. Running head: MERGER DILEMMA PAPER 1 Merger Dilemma Paper Organizational change, mergers, acquisitions, and strategic alliances are supposed to produce a valuable, new, solid, or stronger organization and leadership plays a critical role in the implementation of change in this process. In times of uncertainty employees look to the leader to provide a sense of direction and support. Ineffective leadership in this process can produce anything from minor roadblocks to total failure. Because of the critical role management and leadership plays in this process, it is important to be prepared for not only possible tension or conflict but also a plan to manage the tension. Based on the scenario presented in the homework assignment, Team C will propose methods to anticipate and adapt to organizational change, identify methods to manage organizational conflict, and recommend creative problem-solving methods to help mitigate the stress on employees and the blended management team. Methods to Anticipate and Adapt to Organizational Change Change is the process or result of altering or modifying something to be different. It is critical that an organization accept that change is unavoidable and develop strategies the organization can use to anticipate the changes that will occur in the organization before a crisis occurs and develop strategies to adapt to the change. Organization can anticipate change by studying and monitoring trends in the industry as well as recognizing opportunities for growth and development (O'Neil, 2013). They should also evaluate the organizational strategies and confirm the organization is still headed in the right direction, performing efficiently, and meeting set goals and objectives or if adjustments need to be made. Another method to anticipate change is to assess changes in customer needs, challenges, and pressures as well as how these things will impact the organization ("Archpoint Consulting", 2012).
  2. 2. MERGER DILEMMA PAPER 2 As it is human nature to resist change it is important for an organization not only anticipate change but also have a plan for adapting and managing change to prevent as much disruption and chaos as possible. Leaders play a critical role in the process of managing and adapting to change. Leaders are usually responsible for first pitching the idea of change to team members within an organization and then guiding and supporting it at all levels. For change to be successfully implemented, the leader must develop trust and help employees cope with the change as well as encourage employees through training and development, and just plain listen (Hughes, Ginnett, & Curphy, 2009). Other methods helpful in the process of managing and adapting to change are to become aware of what is going in the current organizational environment, encourage flexibility and willingness to support change, and embrace technology and its benefits ("FM Link", 2013). Methods to Manage Organizational Conflict It goes without saying; organizational conflict can be destructive and is typically something few people want to tackle. However, if a business is to survive, facing conflict and effectively working through the conflict is a must. “A University of North Carolina study showed that more than half of workers said anxiety about a past or present conflict with a co- worker cost them time while they were on the clock. More than a quarter of workers said they were less productive because they spent time trying to avoid a confrontation with a co-worker” (Chandler, 2013). For the purposes of this paper, we will discuss five steps to managing organizational conflicts.
  3. 3. MERGER DILEMMA PAPER 3 Step One: Set the stage Ensure people understand conflict may be a mutual issue that can be resolved via communication and negotiations. Listening skills can greatly enhance the situation. The listener should restate the issue, paraphrase when needed, and summarize as required. Step Two: Obtain information Within this step you are attempting to obtain needs, concerns, and underlying interests. At times it is best to ask for other peoples’ viewpoints and let them know you respect their opinions and also seek their help in solving the issue. It is important to know if the problem is affecting worker performance, disrupting team efforts, delaying decision making. Focus on the issue and try to leave personalities out of a discussion. Listen with empathy, not sympathy, identify the issues clearly, remain flexible, and always ensure you know what the person’s feelings are. Step Three: Come to an agreement of what the problem is While this may sound like an obvious step, the interests, goals, and needs of others can result in people perceiving issues differently. Everyone needs to be on the same page “issue wise” before a mutually acceptable solution is arrived at. One thing for sure is people see issues different but at times they have interlocking issues. If common ground cannot be reached, then ultimately what the other person sees as the issue must be understood. Step Four: Brainstorm possible solutions Let everyone concerned participate in the process. No one idea should be dismissed and any idea welcomed when trying to come to a solution. In resolving conflict it will help if everyone has had fair input because “buy-in” is important to a final resolution.
  4. 4. MERGER DILEMMA PAPER 4 Step Five: Negotiate a fix When arriving at this step, the actual conflict may be resolved. By now both sides may have a better understanding of each other, and have already arrived at a mutually satisfactory solution. However, during the process more issues may have been uncovered real differences between them. Creative Problem-Solving Methods to Mitigate Stress
  5. 5. MERGER DILEMMA PAPER 5 References ArchPoint Consulting. (2012). Retrieved on August 29, 2013, from http://www.archpointconsulting.com/articles/anticipating-and-managing-change Chandler, N. (2013). 10 Tips for Managing Workplace Conflict. Retrieved from http://money.howstuffworks.com/business/starting-a-job/10-tips-for-managing-conflict- in-the-workplace.htm Hughes, R., Ginnett, R.C., & Curphy, G. (2009). Leadership: Enhancing the lessons of experience (5th ed.). Boston, MA: McGraw-Hill/Irwin. Retrieved from The University of Phoenix eBook Collection database. FM Link. (2013). Retrieved on August 29, 2013, from http://www.fmlink.com/article.cgi? type=How%20To&title=Adapting%20to%20Change%20in%20a%20Rapidly %20Changing%20Business%20Environment&pub=BOMI %20International&id=31153&mode=source O'Neil, A. L. (2013). eHow. Retrieved on August 29, 2013, from http://www.ehow.com/about_6193063_important-organization-anticipate-need- change.html
  6. 6. MERGER DILEMMA PAPER 5 References ArchPoint Consulting. (2012). Retrieved on August 29, 2013, from http://www.archpointconsulting.com/articles/anticipating-and-managing-change Chandler, N. (2013). 10 Tips for Managing Workplace Conflict. Retrieved from http://money.howstuffworks.com/business/starting-a-job/10-tips-for-managing-conflict- in-the-workplace.htm Hughes, R., Ginnett, R.C., & Curphy, G. (2009). Leadership: Enhancing the lessons of experience (5th ed.). Boston, MA: McGraw-Hill/Irwin. Retrieved from The University of Phoenix eBook Collection database. FM Link. (2013). Retrieved on August 29, 2013, from http://www.fmlink.com/article.cgi? type=How%20To&title=Adapting%20to%20Change%20in%20a%20Rapidly %20Changing%20Business%20Environment&pub=BOMI %20International&id=31153&mode=source O'Neil, A. L. (2013). eHow. Retrieved on August 29, 2013, from http://www.ehow.com/about_6193063_important-organization-anticipate-need- change.html

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