The Basic Attitude Of The Employees In Corporate Mergers And Acquisitions And Response Measures

M&A is a way of development,but it should be noted that,regardless of the individual or an organization,development often will also have some difficulties and inconsistencies.M & A strategy consider not only the integration of the operation of capital,but also should consider the human resources integration and the important issues which cultural conflict on the basic mentality of the impact of staff.The management of a company,especially the management of human resources should systematic analyze pre-and post-M & A staff's mind,and take timely and effective response measures.The best measures are preventive.It is certainly that we can do the one thing is to be fully prepared for the organization disharmony.In fact disharmony is brought about by mergers and acquisitions.The destabilizing factors which M & A brought about has provided the conditions for change and positive adjustment.It is a driving force.But this dissonance is the psychological impact of the performance,it comes very suddenly,in the absence of proper management,there will be many organization traumas that could have been avoided,enterprises can not obtain this potential benefits.Staffs attitude is the one of the important factors which affect the successful implementation of mergers and acquisitions and integration.The staff at M & A instability will be more prone to psychological imbalance,resulting in the breakdown and breach of psychological contract,resulting in the lack of a sense of security,communication delay, wishes to remain lower,which led to M & A integration crisis or failure.This article through the definition of psychological contract,analyze that the M & A how to affect the employees's psychological contract and basic mindset.The article combine with the Meidi Group and Jiangsu Qingjiang Electrical Manufacturing Co.,Ltd.M & A example,and use of research data to systematic analyze that the mind of non-performing staff after the merger cause the emotional and human resources management issuesIn this regard,in order to achieve the objectives of the mergers and acquisitions, corporate should properly handle the staff psychological contracts and the imbalance issues and take effective measures on the reconstruction of the staffs mentality.In this article, based on the the dynamic management model of psychological contract and the acquisition process will be divided into three phases:pre-preparatory work,the design phase and the implementation of the plan.Early in the M & A has two main tasks:data collection, systematic staff and the evaluation of corporate culture;the design phase of the acquisition plan is divided into two parts:the strategic framework,details of the scheme and the implementation of the plan;the final stage is that the implementation of M & A plan, strengthening the strategic management of human resources,strengthening the integration of culture and the establishment of an effective communication mechanism play an important role in the reconstruction of the staffs mentality at this stage.This paper has made a detailed analysis in these aspects.