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. 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. 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. 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. 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. 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