Merger Challenges: Engaging Employees & Co-Working Post Change - Essay Sample

Introduction

For any new merger, it is undoubtedly an uphill task to effectively engage all of the employees and to also enable them co-work (Weber & Tarba 2010). After the Merger, there has been a precise duplication of tasks, and therefore, some individuals will have their roles changed. This changes the whole landscape of the business environment, considering how the management deals with employees (Behroozi et al. 2015). While in their specific work environments, also the employees of TeachInspire had a different role, work experience, community, and even organizational culture. In such a situation and any other business environment, it is an essential duty of the management to engage employees considering the numerous advantages that emanate from that.

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Increased employee engagement promotes employee satisfaction, which undoubtedly reduces the level of employee turnovers. The ripple effect of this is that there is a much lesser cost involved in seeking new employees. Another significant benefit of maintaining engagement with employees is that there is a much higher level of involvement from the employees in terms of generating ideas. Employees feel that they are part of the organization, and this makes them willing to promote the growth of the organization the views (Weber & Yedidia 2012). As seen in the case, Ian Perry serves as the new CEO to TeachInspire though he is 'The Global Teach Foundation' founder and has served there longer.

In his service to the newly merged organization, he is a foreigner to employees who formally belonged to the Educate foundation. His determination to engage employees will ensure that he can maintain a proper relationship with them and carry out organizational functions effectively. This report aims at developing several vital solutions that the company will use in creating an environment of engaging employees intently in running the organization. The story as well provides metrics that can get used in measuring the effectiveness of the proposed methods.

Risks

Ethical Standards

The organization's HR could get rocked with a moral scandal which could taint the company's image. The Company, TeachInspire, is now managing a workforce of more than 9,000 employees. With such a vast workforce spread out across the globe, it is straightforward for the employees to undertake unethical activities in the disguise that they are shielded by a large number of employees (Weber & Tarba 2010). They feel invisible to the eyes of the organization's management, considering the high number of employees within the organization. This may promote unethical behavior, which will undoubtedly affect the company's image.

Organizational Culture

Another significant HR risk for the organization is that employees may feel a challenge considering the new change in the culture of the organization. Employees are usually the greatest oppose changing in an organization (Weber & Yedidia 2012). The moment they witness the change in an organization, for instance, the new merger, they might become skeptical about the running of the organization. Many employees who will feel uncomfortable may choose to resign from their roles at the firm. This will raise the company's turnover ratio and may also hinder its good perception in the market in which it operates.

Legal Compliance

The organization faces the risk of having little compliance with the law considering different operational procedures (Behroozi et al. 2015). The two organizations certainly had their ways of handling employees that were developed to ensure compliance with the law. The Merger will create a situation whereby it is tough for the management to oversee the entire workforce and maintain legal compliance in a short period. Some of the significant challenges may be in roles such as managing gender balance (Weba & Tarba 2012). These challenges may crop up towards the future as the company continues with its operations.

Communication Challenges

For any business to succeed in fulfilling its various functions, it must have effective communication processes (Behroozi et al. 2015). However, the recent merger that led to TeachInspire's formation might be a great hindrance to its operations and success towards the future. The merger brings together a variety of individuals with different tasks, roles, and even positions. Coming together makes it challenging to maintain communication effectively.

This situation is not necessarily brought about by the lack of the right systems of communication but rather a challenge in the channels of communication (Weber & Yedidia 2012). For instance, an individual from the previous organizational setting may be forced to take a lower position, and this might hinder their communication with a senior member of staff since they feel the higher employee is an equal and does not deserve to be a boss. This is a significant business risk for the organization and something the organization should look into. It should seek to establish the right communication channels within the organization.

Poor Asset Valuation

When negotiating a merger, every party desires to feel that they are bringing in a better deal to the table and the more reason as to why they deserve more. In a business sense, this is effective for individual firms. However, for the merge that emanates from the agreement, that is an entirely challenging situation for its existence and progress (Reilly & Williams 2016). For starters, this kind of operation may lead to inadequate evaluation of properties, and the effect thereof will be that it will be hard for the TeachInspire to calculate the real value of the organization efficiently.

Reduced valuation of assets will be a significant challenge to the organization since it may receive a much greater valuation than it is worth (Weber & Tarba 2010). Some of the significant challenges that might emanate from this are such as during a period when the organization is seeking funding. It will be tough for it to attain it when the figures on the books disagree with whatever the financier values on their books.

Poor Focus and Vision

Another significant risk factor for Tech Inspire is the possible blurring of its focus and vision. TeachInspire brings together two organizations that were completely unrelated and dealt in slightly different activities (Reilly & Williams 2016). Their diverse activities show that they may have had the same vision, which is to improve educational standards. However, they differ in their approaches to doing that.

Also, they might as well differ in their visions. For instance, one organization might have had an idea of increasing access to education while the other improving the quality of education even if they participated in similar activities (Behroozi et al. 2015). The Merger presents a considerable challenge to the existence of the organization since with the new merger, and it is tough to ensure that the organization maintains its focus on a single vision. Every single party in the organization was committed to a different, and there might also be a conflict of interest.

Ian is the new CEO though he is The Global Teach foundation's founder. He certainly subscribes to the vision of his previous organization. It might be challenging for him to subscribe to an image that encompasses both organizations. This could lead to a conflict between him and employees from the other organization.

Employee Go Slow

Considering the unique and dynamic environment of the organization, employees will desire to fill recognized by their managers (Weba & Tarba 2012). As such, it is essential to offer them the right opportunities for them to provide their contributions. Indeed, this ne4w organization serves as a new start for most employees. However, the new organization developed from a merger serves as a change to employees. The organization stands at a high risk in case it fails to engage employees in its procedures.

Most of the employees may feel frustrated and therefore, get demotivated. Employees are usually the most significant challenges to the running of an organization. Apart from them going slow on work, they could as well feel the urge to re3sign since there is change and they are not engaged in that process. With the move, most employees develop a fear that their jobs are no longer secure.

Failing to engage employees will create a bad situation for the organization whereby it will be unable to manage employee motivation. Also, this could grow into becoming TeachInspire's organizational culture, and if this occurs, it will be tough to avert it towards the future. The organization will have to sustain itself with that culture over the future.

Business, Human Resource, and Commercial Opportunities

Opportunities

The merger brings together resources from both organizations which exist in different forms (Weber & Yedida 2012). For starters, the new organization will have many more employees than the previous individual firms. This will enable them to leverage the abilities, techniques, and skills of the modern larger workforce. It will promote more innovation since it brings together employees from a variety of backgrounds (Weba & Tarba 2012).

The possible change is an increased level of diversity, which is undoubtedly a significant factor in promoting innovation. Their different backgrounds will enable them to have open thoughts regarding how problems about the organization can get handled. This will lead to the success of the organization as a whole and promote its growth (Macey & Schneider 2008). The organization will be at a better position of attaining its set goals and aims in a much faster way. The employees can as well share different skills among themselves and promote the effectiveness and success of the organization as a whole as it moves forward towards the future. This will significantly improve the success of the organizations and sustain their growth over the long term.

Access to More Resources

Primarily, the organization will as well have access to more financial resources since it will have a full pool of contributors and income generating activities (Behroozi et al. 2015). The merging of these activities will ensure the success of the organization as a whole. Both organizations have been performing separate income-generating operations on their side. By coming together, they have a more magnificent pool of resources from which they can run their activities. Also, the merger will enable the company to reduce the number of resources that it needs to be in a position to run efficiently (Weber & Tarba 2010).

Another benefit related to resources is that the organization will as well be in a position to have economies of scale seeing that it is dealing in ample supplies now that it will be serving a full part of the community. The organization will be in a position to leverage the capabilities of more donors and thus run more efficient operations in its capacity. That way, the organization can reach even more people with a much lesser amount of resources compared to what would have occurred in its previous operations.

Filling Gaps

In the service operation of the various firms, there are gaps that they have indeed been missing in their service (Macey & Schneider 2008). The two organizations, as earlier discussed, have been serving different functions in the community. However, with the new merger, there is a significant change that has occurred that will promote efficiency in the organization as a whole (Buckingham & Goodall 2019). For starters, the organization will have a considerable advantage with regards to its a...