Aveneu Park, Starling, Australia

Using have the role to supervise how

Using critical discussion of
research evidence from occupational psychology, present recommendations in
response to issues rose in the case study

Introduction

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A merger is an agreement that
brings together two or more existing parties so that to form one new party
(Committee On Evaluation Of The Lovell Federal Health Care Center Merger,
2017).
In commercial and economic factors, parties involved should aim at
consolidating assets and liabilities under on one major party. The difference
between them should end after the formation of a merger.  A transaction is legally organized as an
acquisition which may have an influence when placed on one party’s
shareholders.  The partial ownership and
the regulator of combined parties are arranged in a manner that all takes place
in the running of the new company. A merger is a voluntary method in which all
parties must agree to abide by terms so that to form a new legal company
(Hesselbein, F., Goldsmith, M., Beckhard, R., & Peter F. Drucker
Foundation for Nonprofit Management., 2008).  The companies which agree to merge should be
sharing common characteristics such as size, customers, and method of
production or operation. In most cases, this method is done to that to earn or
gather wide market field, reduction of operation cost, and enhancing movement
to other areas. As a result, these companies can enhance their revenue through
large profit collected. After the joining, shares, and responsibility of the
new firm are distributed to existing members from all parties. At some point,
two companies may join hands together but share different products so that to
enhance their performance through supplementing each other and minimizing
competition (Fairness &
Accuracy in Reporting (Organisation), 2011).

The process of forming a merger
by The Drug and Alcohol Treatment Service (DATS) will help the company to
perfume wide variety of task with a minimum cost. As a result, the total budget
to the company will reduce. Formation of the new company will create a large
field in which it can assess so that to reach as a many people as possible
(In Alberts, W. W., Segall, J. E., & University of Chicago, 2014). At some point, a
member will be supposed to share some material thus reducing overall cost such
as office space. The new company will be led by one manager who will set the
objectives and plan for the whole company. The manager will have the role to
supervise how various duties are performed. Thus, the company will enhance its
performance since all duties will be outlined by one person. The organisation
has been experiencing conflict from the top since each manager states his
responsibilities. In most cases, the poor performance by the DATS was due to
poor management since due to a large number of leaders who controlled its
performance. However, the merger will experience various problems such as, more
staff will be need, and the communication channel with patients will be
changed. However, the management should produce a forum that will train both
staff and patients so that to be able to adapt the new system. Developing of a
line manager who will control all activities in the organisation; for instance,
the head managers from NHS should be brought together so that they can elect
one who will control the whole organisation. According to Herscovist and Meyer
2001, the commitment to an organisation charge is developed due to several
components such as affective, normative, and continuance commitment.

The formation of a merger will
allow more customers to be treated well since various services will be
available from staff (Hesselbein, F.,
Goldsmith, M., Beckhard, R., & Peter F. Drucker Foundation for Nonprofit
Management., 2008).
Furthermore, the sharing of skill among workers will help to enhance how
members will handle customers. In most cases, skills and knowledge differ among
workers. Thus, the company will be able to make the best mind of its workers.
Consequently, it will produce high service to its patient. The kind of service
offered will influence the number of customers who will attend for medical
care. Thus, it will be able to reach its target every day. Those cases whereby
people feel that the target is an illegitimate factor which is not part of
their job should be shown the importance of company objectives. As a result,
they should feel like part of that organisation so that to enhance its
performance. For example, the manager should encourage workers to see the
organisation’s objective as part of their job through the creation of awareness
of how quality is achieved and can be the evidence of their goals
(American Economic Association., & In Heflebower, 2010).

Organisation culture

Culture are all important
elements in a workplace that helps people to organize and work together as a
team in an organisation (G4+1 (Organisation),
& Financial Accounting Standards Board, 2008). In most cases, how
individuals and their culture bend work together to determine how the
organisation is run. Furthermore, it affects the success of a company depending
on how managers are going to practice it. The culture competence helps workers
to relate to each other freely in a workplace
(Pettigrew, 2015).
It enhances their social and economic understanding. Culture competency
measures the level in which one works and relate to people who don’t share same
native language, beliefs, and principles. In most cases, when different cultures
are brought together, people tend to increase the performance awareness. Staffs
and patients should apply the cognitive theory so that they can be able to
assimilate and accommodate all changes that will take place within the
organisation.

 The reaction in which different group will
work together will help to improve how the organisation carries its activities
(In Alberts, W. W., Segall, J. E., & University of Chicago, 2014). In most cases,
awareness helps to create a positive culture which that helps a company to
reach its target. In most cases, a combination of various cultures helps people
to change their attitude toward a certain task. For instance, people will be
able to develop a unified organisation in which all workers will appreciate
their responsibilities which will be reflected by positive impacts on patients
care. The act of culture interaction influences how workers conduct their
behaviors. In most cases, it enhances distribution of responsibility through
eliminating cases of prejudice which may arise in the organisation
(Hesselbein, F., Goldsmith, M., Beckhard, R., & Peter F. Drucker
Foundation for Nonprofit Management., 2008). For instance,
workers will be subjected to certain tasks. Thus, it will reduce shifting from
various duties which reduce their motivation. Managers will be able to work
together so that to draft a single plan which will be used by all workers in
the organisation.

Culture change

Culture helps to interlock
various goals, responsibility, and other value which makes the company
(Committee On Evaluation Of The Lovell Federal Health Care Center Merger,
2017).
Therefore, changing the organisational culture is a challenging task since all activities
are reinforced together.  In most cases,
changing culture is a wide activity which requires all part of the organisation
to take place (Kramer, R. J., &
Conference Board Europe, 2015). Culture may be changed so that to
enhance the performance of the organisation. In these case, uniting together
will various department of DATS will allow having a smooth leadership so that
to avoid random orders from various managers. Culture is changed mostly when an
organisation changes its environment. For example, the movement of Non-NHS
services affected the vigorous and governance arrangement. As a result, a large
number of staff patients were not familiar with the activities. Changing of
organisation structure, strategy, and plans automatically alter the running of
the company (In Alberts, W. W.,
Segall, J. E., & University of Chicago, 2014).

A demographic helps to change a
culture. When a company realizes that the nature in which it carries its
activities is growing older, it may decide to change its culture so that to
establish a new one that will enhance its performance. The organisation has
identified the benefit which is associated with changing its previous culture
so that to introduce a new method that will enhance its performance in
preference to service offered (Pettigrew, 2015). The organisation
will set flexible working hours and job sharing so that to ensure all workers
remain unit and feel like part of the company. As a result, employees will
remain loyal to their leaders who will ensure the objective of the organisation
is attained. Most of them will exercise their skills and knowledge at various
levels so that to enhance high patient care services. In the previous cultures,
large numbers of the employee did the job because they were told. Demographic
helps the organisation to change its culture, so that find new ways of dealing
with an issue related to stereotype (American Economic
Association., & In Heflebower, 2010)s. In most cases,
stereotypes act as a barrier toward certain achievement. As a result, it
affects how workers perform their duties.

Patient performance change may
create an internal cultural change in the organisation
(Hesselbein, F., Goldsmith, M., Beckhard, R., & Peter F. Drucker
Foundation for Nonprofit Management., 2008). Their managers
mostly influence the performance of the workers. Different orders which
managers are giving to workers affects the kind of service their offer to
customers. Poor performance results in a threat to the environment. Normally,
poor performance is seen when the company don’t attain its goals. Furthermore,
it may be indicated by poor coordination between the leaders and workers
(Hassard, 2007).  As a result, the performance accelerates the
organisation to change its mode of performance. Changing culture will improve
the relationship between managers and the staff so that to avoid cases of
reactive messages. Each employee will be entitled to a certain task so that to
provide a continuous performance. Feeling uncertain especially workers
influence the way they carry out their duties (Kramer, R. J., &
Conference Board Europe, 2015). When an activity is unclear, people
don’t feel like part of the organisation.

Competency change requires that
an organisation establish and develop new attitude and approach. The value and
ability the extent to which the organisation can change the responsibility. The
standard in which manager runs and organisation helps workers to understand and
learn to be part of it (Committee On
Evaluation Of The Lovell Federal Health Care Center Merger, 2017). A competence change
is expected to be reflected by an increase in a number of a patient whom the
company is serving and good teamwork. All members of staff should maximum all
opportunities available so that all goals of the organisation are met. Team
works should lead in enhancing any change the organisation is making through
the formation of proper coordination between manager and them (In
Alberts, W. W., Segall, J. E., & University of Chicago, 2014). A manager plays a
great role in leading and providing the right direction which other members of
the organisation should follow. Furthermore, a manager acts as a steering
element which will determine the success and fail of a business. As a leader, a
manager should enhance transformation through enacting various changes in the
running of the organisation. The manager should have the ability to correct any
form of fault that may arise as a result of running of the organisation.
However, all changes made should not affect the performance of the staff either
physical or mentally (Hesselbein, F.,
Goldsmith, M., Beckhard, R., & Peter F. Drucker Foundation for Nonprofit
Management., 2008). 

Cultural isolation mostly
accompanies a merger. In most cases, culture varies from company to company.
Therefore, their differences may influence their compatibility. Therefore, due
to a different department in the organisation, workers are finding it had to
adapt to the new culture. The organisation has been faced with poor performance
due to implication for both patient and staff. Since all responsibility will be
shared among members, role conflict might arise among workers. In this
organisation, conflict especially managers may develop due different in
decisions. According to a theory of conflict, transition change results into a
managerial interference (Hesselbein, F.,
Goldsmith, M., Beckhard, R., & Peter F. Drucker Foundation for Nonprofit
Management., 2008).  The integration process between the incumbent
and the adopted organisation culture results into new environment develop which
is full of conflict. A dilemma may develop among staff and patient. This could
be due to various new environments which each worker may be set.

Individual Differences

When merging two organisations personalities of
individuals must be taken into account. According to McCrae & Costa (1997) there
are five types of personalities, these are called the ‘Big Five’. These are called
Extraversion, Agreeableness, Conscientiousness, Neuroticism and Openness to Experience.
These personalities’ traits effect how and individual works in different aspect.
This is why it is important to also look at these whilst pairing individuals to
work together within the new merger. Both staff and manager should understand
the organisation priorities so that to know various ways of transformational
change (Fairness &
Accuracy in Reporting (Organisation), 2011). In most cases, a
leader is supposed to create an intersection which will help staff to adopt new
cultures and learn how to attain organisation objective. The organisation
should produce a free communication platform that will enhance the service
delivered through continuous feedback from workers. All workers should feel
like part of the organisation, and thus, they should participate in decision
making (Kramer, R. J., &
Conference Board Europe, 2015). For example, they could communicate
various ways which the organisation can enhance handling its patients.
Developing a team cohesion that will promote strong working relationship with
the aim of attaining certain goals. Parties involved in the organisation should
foster a positive culture of health and well-being of its workers. As a result,
it allows an employee to speak out when they are suffering from a psychological
and physical problem which needs and assistance
(Committee On Evaluation Of The Lovell Federal Health Care Center Merger,
2017).
Motivating workers, the organisation should set a certain standard in which
workers will be rewarded when they attain. This will act as a source of
motivation so that to change the attitude and behaviors of different workers.
Culture mostly influences behaviors (Pettigrew, 2015). Therefore, culture
integration helps to understand and appreciate various activities of the
organisation. The behavioral theory will assist all members of the organisation
to stimulate and respond change within the organisation.

Workers should understand the mission of this
organisation so that to protect its mission (American Economic
Association., & In Heflebower, 2010). They should develop
a trustees and executives program which will ensure that they uphold and
protect their responsibility through high-quality work which ensures all
patients are satisfied. In most cases, the kind of service which they uphold
when dealing with patients such as handling them will influence their overall
missions. Their leaders should develop a moral obligation which will all
workers should follow. As a result, workers will learn how to avoid conflicting
interest among especially among leaders. This could be done through the
formation of a management body that will outline all activities of the
organisation. As a result, staff and employee will develop one interest with
the aim of attaining goals of the organisation (Hesselbein, F.,
Goldsmith, M., Beckhard, R., & Peter F. Drucker Foundation for Nonprofit
Management., 2008).

Performance appraisal

The new organisation will be
formed with the aim of improving its activities and services. The organisation
should develop a system in which workers engagement system
(Fairness & Accuracy in Reporting (Organisation), 2011). This system will
allow free interaction among workers and their leaders. As a result, they will
develop a free communication system which will allow all workers to share they
view depending on how they perceive about the running of the organisation. As a
result, members will be able to develop trust in everything they are doing.
Furthermore, they will appreciate the organisation goals in which everybody
will strive so that to attain them. Good communication channel will ensure that
the leaders can understand internal roadblock which might influence the smooth
running of the company (G4+1 (Organisation),
& Financial Accounting Standards Board, 2008). For example, staff
and patients will be able to share the experience in the new organisation. A
workforce is mostly enhanced by how members coordinate with each other or work
as a team. All members should focus patient service rather than the kind of
work which they are doing (Kramer, R. J., &
Conference Board Europe, 2015). Maintaining a good relationship
between staff, patients, and managers so that to enhance organisation norms and
goals.

Training

Training staff after the merge
sometime is more challenging in comparison with other normal training. In most
cases, merge forces employees into new roles which they may be reluctant to
adopt (Hassard, 2007). Furthermore, they
may be unable to handle tasks which they will be directed. The organisation
should train them on customer’s service so that they can handle patients with a
lot of care. Patients monitoring is crucial. Hence, staff should be trained in
various ways they can monitor patients so that to enhance service delivering
(Arnold, 2016).

Solution to challenges

The manager should develop the
role to listen to workers so that to minimize cases of role conflicts that may
arise. Develop a new strategic plan that will allow which will allow all
culture combination so that to avoid one party being overwhelmed. As a result,
the organisation will develop direct cohesive teamwork which will be a grounded
in equity. Division of labor should be embraced so that to ensure a continuous
flow of service to customers (Hesselbein, F.,
Goldsmith, M., Beckhard, R., & Peter F. Drucker Foundation for Nonprofit
Management., 2008).
Furthermore, patients should be handled by various workers so that to avoid
fatigue change which the organisation was facing.

Conclusion

In summary, organisation merge is
critical to the success of a business. The combination of various cultures
helps to ensure that the organisation produces the best service due to a
combination of various skills and knowledge. Merger helps to reduce the cost
thus the organisation requires fewer resources. Development of one running
system will allow duties to be shared equally and avoid random distribution of
activities which results in the development of dilemma among workers. Free
distribution of labor helps workers to develop a new workers competence in
which the target of the organisation is perceived as their own goals. Thus,
they will strive to ensure that the operation is very successful. Development
of a free communication channel will assist and help to preserve workers
wellbeing. Workers could communicate their psychological and physical feeling
toward the running of the organisation. Establishment of one company will
ensure maximum services to a patient.

 

 

 

 

 

 

 

 

 

 

 

 

 

References

 

American Economic Association.,
& In Heflebower. (2010). Readings
in industrial organisation and public policy. Homewood: Published for
the Association .

Arnold, J. &. (2016). Work Psychology. Harlow: United Kingdom: Pearson Education
Limited.

Committee On Evaluation Of The Lovell Federal Health Care
Center Merger. (2017). Evaluation of
the lovell federal health care center merger. London: National Academies
Press.

Fairness & Accuracy in Reporting (Organisation).
(2011). Extra!: The newsletter of FAIR
(Fairness & Accuracy in Reporting). New York: FAIR.

G4+1 (Organisation), & Financial Accounting Standards
Board. (2008). Methods of accounting
for business combinations: Recommendations of the G4+1 for achieving
convergence. Norwalk, Conn: Financial Accounting Standards Board of the
Financial Accounting Fo.

Hassard, J. &. (2007). Organisation-representation: Work and organisation in popular culture.
. London: Sage.

Hesselbein, F., Goldsmith, M., Beckhard, R., & Peter
F. Drucker Foundation for Nonprofit Management. (2008). The organisation of the future. San Francisco: Jossey-Bass
Publishers.

In Alberts, W. W., Segall, J. E., & University of
Chicago. (2014). The corporate merger.
Chicago: University of Chicago Press.

Kramer, R. J., & Conference Board Europe. (2015). Post-merger organisation handbook.
New York: Great Neck.

Pettigrew, A. &. (2015). The innovating organisation. London: Sage.

 

 

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