A merger is not about one business dominated another. It should be seen more like a marriage where both parties involved should have an equal say in all matters. It cannot be stated enough that the merger must be seen as a win-win situation for all parties involved. If anyone is feeling slighted or uncomfortable, the situation must be brought to the manager's attention and addressed immediately.
The main thing for the manager to understand is that staff wants to feel appreciated. They do not want to get lost in all the events surrounding the merger. Appreciation ranks high on the list of what staff members need in order to feel a sense of obligation to remain at the hospital after the merger has taken place. If there is a sense of appreciation and the staff members have a connection with the community in which the hospital is located, there is a strong change that they will remain with the hospital and work hard to be sure that the merger is a success (Cameron et al., 2010).
Not only do staff members need to feel of sense of community and that they are appreciated, they also need to have a sense of job satisfaction. If there was job satisfaction before the merger, the manager must work hard to let the staff know that they can expect the same level of job satisfaction they had after the merger as they had before. There need not be substantial changes made after the merger which could lead to job dissatisfaction among employees. The major factors in determining job satisfaction among hospital workers are pay, benefits and workload (Morgan et al., 2010). If workers are overworked, feel they are properly compensated and are happy with their benefits package the likelihood of job satisfaction will be high.
Thompson states that when the company she worked for merged with a similar company, training and development was not only provided for employees in order to strengthen the retention rate, special attention was also paid to managers to help retain them and to also help them help their employees. She states that managers were given special classes on how to coach and motivate employees which turned out to be a successful...
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