- What are the proposed strategic and financial benefits for the merger?
the question basically means:
- Elaborate upon how your preferred short- and long-term recommendations are the best course of actions for the company – versus alternatives — and how they will address the issues that became apparent from the analyses.
- If room, it is helpful to discuss any challenges or limitations with the best option and how the managers can be overcome these challenges/limitations during implementation.
t is important to separate work engagement with work commitment, since engagement has to do with the performance on the job, while commitment focuses on building a bond with the members of the team (Hallberg & Schaufeli 2006). ISSUES LEADERSHIP Leadership and HRM are highly liked with each other. Being a manager doesn’t mean that the person is a leader at the same time. Managing different characters within the team is a challenge. Managers must lead as well, not only to delegate labor. They must set a good example, understand the needs and problems their members of their team face. ‘’medium businesses operating in highly competitive markets, the motivation of the employee as well as the leader is critical’’ (Arslan and Stau, et al. 2013). Strategic HRM focuses on managing people, the values the leader assesses and the project planning (Davidson and colleagues, 2011) Integration. Managers have to deal with plenty of human resources aspects, such as performance, hiring the proper staff and developing the plan (Van der Wagen, 2007) . Trust to the managers leads to higher results of the company’s performance (Davis and colleagues 2010). They must gain the trust of the people working as parts of the team. By doing that, they transform into leaders. Leaders must motivate. If they don’t, their staff will turn up against them. (idiot’s guide to management1) EEI lacks on leaders. Putting someone in charge doesn’t mean people will be inspired to follow. In order to become leaders, managers must broaden their knowledge and improve the skillset. Within events companies, leaders can be found in all levels of hierarchy (Tassiopoulos, 2010). For EEI, the permanent staff should expand their skills and be given more responsibilities. That way they can feel more committed to the company and perform better. A good leader doesn’t set the goals of the team alone. He urges the team’s members to set their own objectives and ways to achieve them (Okechukwu, 2017). In events, giving freedom to the teams can boost morale and commitment to delivering the best possible service. Build the future leaders within the company. That way everyone stays motivated to work harder CULTURE AND MANAGING DIVERSITY Organizational culture is a combination of patterns, presumptions and values which help the way people thing and face the problems and challenges in an organization; it has been developed based on past incidents and people (Adewale and Anthonia, 2013). Organizational trust increases productivity and higher commitment (Abubakar and colleagues, 2014). Working in a business environment that satisfies their workers is considered the best Changing the company’s culture is a big challenge for the leadership, since it constitutes the values, aims, communications, patterns and roles. (Denning 2011, citied in Crews and Richard 2013) More peoples-based company culture, focusing on the humans and not only the results. High engagement for the employees to the decision-making process, and elaboration of meaningful relationships between the>GET ANSWER