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M&a Challenges

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M&A Challenges

Communication and Information Sharing Companies merge and acquire one another for a variety of reasons but the success of an acquisition or merger is dependent, in part, on the involvement of human resources. According to Giffin and Schmidt (2002), one key way to increase the chance for a successful merger and acquisition is to have human resources involved in the process as early as possible. This is important since most of the 85% of mergers and acquisitions that have failed are due to employees unable to adjust to changes and key personnel leaving the company (Dugar, 2009). When an acquisition has taken place certain information is needed to manage the integration of the two companies and cultures. One goal during integration that is important to a successful acquisition is communication with employees. The amount of information communicated to employees should not inundate them but should be enough to satisfy their immediate questions. It is important for employees to know why the acquisition occurred, the benefits hoped to be gained and the goals to be reached. Additional information concerning the organizational or reporting structure and which functions will be eliminated, consolidated or created will be needed to manage communication. In a Johnson & Johnson study, it was found that information conveyed should be proactive and accurate while limited communication can cause low morale, confusion and low productivity (Schuler & Jackson, 2001). For these reasons, established timelines of the integration plan should also be shared. This reduces a portion of the uncertainty and confusion surrounding the integration of two companies. Most employees want to know how the acquisition is going to impact them.
How communication occurs is just as important as what to communicate. Sharing information across and between the…...

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