Explore BrainMass
Share

Organizational Plan for Insurance Company Merger

This content was STOLEN from BrainMass.com - View the original, and get the already-completed solution here!

You are the senior operations manager for a mid-sized insurance company. One of your smaller competitors (also an insurance company) has been hit hard due to many claims from a recent major storm. The company has also made some bad investments and is in financial trouble. Your boss has called you in to tell you that they plan on buying out this firm and integrating their business, and he needs you to develop the internal executive proposal that outlines a plan for integrating the smaller company into your current company's current organizational model. Your job is to come up with a two page organizational plan to create a smooth merger of the two companies. From start to finish, develop a proposal 'for internal use only' that explains how the company should proceed. Your boss tells you that the main goal of your proposal is to minimize behavioral resistance to change at both companies, to include clients, leadership, and subordinates. Include recommendations, such as activities, communications, and corporate meetings/events, in each related area of organizational behavior that will help with this merger. Content Areas: Improving Perceptions, Work-Related Stress, Employee Motivation, Rational Choice Paradigm, Team Processes, Channels Of Communication, Organizational Culture And Power, Ethical Issues, Organizational Structure.

© BrainMass Inc. brainmass.com October 25, 2018, 9:48 am ad1c9bdddf
https://brainmass.com/business/organizational-behaviour/organizational-plan-for-insurance-company-merger-587578

Solution Preview

In accordance to BrainMass rules this is not a completion of assignment but only background help.
Step 1
The organizational plan for a smooth merger of the two companies has the objectives of minimizing behavioral resistance to change at both companies and to realize synergies after the merger is complete. The plan will allocate responsibility to the HR personnel and executives involved. These will include examining and determining pay scales, negotiating and contracting with unions, clarifying and implementing the information technology needs, allocation of clients of both the companies, and compliance with the legal requirements.
First, a transition team should be formed. Next, the payroll department should communicate its needs to the HR head, legal department, and corporate tax departments. Moreover, the payroll data from the acquired insurance company should be obtained and integrated. The transition team should have personnel from all levels so that communication is improved. Also, the communication with the employees should be honest, and continuous. A helpline should ...

Solution Summary

This solution explains organizational plan for insurance company merger. The sources used are also included in the solution. 657 words.

$2.19
See Also This Related BrainMass Solution

Organizational Development Scenario

Need assistance with the following scenario questions:

1. You are an OD practitioner that has been called on to help in the merging of two financial organizations (both international organizations). One organization is primarily in the property and casualty business but has also recently purchased an HMO organization focused on healthcare and insurance. The other organization is a large provider of life insurance, pension insurance and other financial investment businesses. The first company mentioned has an entrepreneurial culture. The second company is very process driven and approaches work in a very team-based manner. Your job is to assist leadership in facilitating an effective merger so that the overall organization can quickly return to profitability and be perceived by shareholders as an effective combination of talent and business units. How would you diagnose what is needed? What suggestions might you make to have competing cultures merge into one that works together effectively? What types of information might you collect and what tools might you use to effectively diagnose what is needed? What type of suggestions would you suggest to the new leadership to effectively manage change? What type of human resource or process interventions might be required to handle resistance to change?

2. You have been asked by leadership to use your OD expertise in creating an employee involvement culture globally for a company that has traditionally been a very hierarchical, top-down based organization that has only minimally used employee suggestions. What type of interventions might you suggest and why? What would you suggest to management for strategies, tools or techniques to measure the success of this endeavor?

3. You have been assigned as a coach to support a project leader of a new Lean Six Sigma team. The leader has been given some challenging goals which include a 33% increase in patient satisfaction and a similar decrease in operating expenses associated with patient care. What techniques would you suggest the leader use at the start, middle, and end of this six month project to ensure effective results and an ongoing team consisting of members that are on this team on a part time basis.

4. As you approach 2013, you are given some key goals that your Organization Development unit will be assigned to support. One of the goals is to help the organization to return to productivity following a recent downsizing just completed in the later part of 2012. The other goal is to develop a strong talent management program globally to develop and retain talent that you have been losing to competitors. Discuss the strategies that you might use in addressing both goals. What would you develop, implement and measure to ensure successful accomplishment of these goals? How might you use other personnel (ex: leaders) in accomplishing these goals.

View Full Posting Details