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    How to Sustain Organizational Identification after a Merger

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    Please critique the following article with a literature review, methodology and state key findings.

    Dick, R., Ullrich, J., & Tissington, P. A. (2006). Working Under a Black Cloud: How to Sustain Organizational Identification after a Merger*. British Journal of management, 17(S1), S69-S79.

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    Working Under a Black Cloud: How to Sustain Organizational Identification after a Merger
    Mergers and acquisitions are strategic tools used by organizations worldwide to enhance their profitability. This has become a necessity in fiercely competitive world to survive by most organizations. At the same time high failure rates send a wave of nervousness among merging companies for the outcome of the merger. The effect can be compared to that of black cloud in the sky. People take appropriate precautions to handle what might be coming up or sometimes make an exit. Likewise announcement of merger meets up apprehension among shareholders as they get concerned about value creation from the transaction and among employees who get concerned about job security. Merger creates an identity threat across the organization which affects employees the most. This is because mergers are associated with events such as destruction of shareholder value and lay-offs. There is past evidence which shows that employees' reaction to merger vary depending on how much the merger is perceived to corrupt the pre-merger organization identity.
    The concept of social identity can be applied to organizations parties to merger. Apart from personal identities, employees like to maintain to social identity in which they see themselves as similar to other members. They have emotional attachment with ...

    Solution Summary

    The solution discusses how to sustain organizational identification after a merger.