Using the same topic as the proposal report, write an 1800-2000 word RECOMMENDATION REPORT that provides a list of action plans and solutions to your key problem. Write a letter of transmittal (cover

Resolving Conflicts after Merger

Arti Pathak (1711687)

Lakshmi Sindhura Mutyala (1711456)

University Canada West

Professor: Penny Farley

MBAF 501: Business & Academic Writing

August 23, 2018

Proposal to Resolve Conflicts between the Management and Department

Prepared for

Dr. Penny Farley

Director of Operation

Mahindra Satyam

Prepared by

Arti Pathak

Senior HR Manager, Mahindra Satyam

Lakshmi Sindhura Mutyala

Senior HR Manager, Mahindra Satyam

Date: August 23, 2018

Introduction

Conflicts after the merger is a natural phenomenon especially in the human resource department and sometimes in financial as well (Bingöl, 2017). For human resource people, it becomes challenging to relocate the employees according to their talent and giving them their actual payroll. The expectations and self-confidence of the new employees have already downhearted and fearful. Assigning tasks to higher executives, according to their wishes are not always by the new company’s requirement, resulting in job dissatisfaction (Lundqvist, 2012).

The merger between Tech Mahindra and Satyam Computers as a new brand known as Mahindra Satyam has brought complications among the departments’ managers and the new as well as existing employees. As a result, the heads of the departments and the chief executive officers are worried about the productivity of the coming financial year (Aristos, 2018). They are also concerned for the new employees’ get along in the new environment.

The sales turnover for the last financial year went down by ten percent down for Mahindra Satyam (Anonymous, n.d.). Therefore, we researched the reasons behind this plunge. As a result, we found that the sales and human resource department were facing the problem in handing to their employees. Awareness of the situation how to resolve the issues, this proposal would help our company. Hence after detailed research about the conflicts between teams we have come up with a comprehensive plan which mentions possible solutions to clear the conflicts and maintain a supportive workplace.

This research is a collection of situations taken from meetings held with departments of sales and Human resources and found that conflict situations caused internal work stress between two department employees. These situations have come up as there was no new business adding up to companies profit along with payroll differences between employees of merger companies, new performance targets, no match between work and designation given in merger company, adding up new employees without retaining top quality/talented employees and sense of belongingness in the merger company (Manjumdar, 2009).

As a part of Research, a review of the previous year’s financial record and balance sheet between sales and human resources department, and internal survey for managers and employees were considered. And realized the profit has gone down comparatively in previous years. It was brought to our notice that there were issues kept unresolved from the management board, which lead to conflicts between departments and management employees.

Possible Solutions

Since business is our priority sales and human resources department plays a vital role in representing as the first face of Industry, hence finding a possible solution to overcome the obstacles is essential for the organization. As mergers often bring conflicts in different phases detailed research and meetings with the department employees, management considered. After consideration, the team has come up with a few possible solutions that can be in resolving the issue.

Team Meetings

These meetings will help us discuss issues with employees directly as they are the face of the organization. Also, these meetings will help us to that can help us work together after the merger. 

Team Outings
Interaction is a key, and an essential aspect as it helps one person to know better about the other, hence Team-outings with the department employees and management will help in interaction.

Workplace Activities

These activities will help us getting the employee participation with each other and an opportunity to work together to win the action given, which forms friendly and healthy workplace relationships.

Training

Workshops and motivational training will help employees in making a healthy relationship between co-workers and, is essential not only for the business but also for the employees to grow better in the organization.

Hence the listed above solutions are the possible ways to overcome. However, the best possible solution is team meetings as each person idea includes, which help us create a better understanding about the issue. As mergers often develop conflicts about the workplace or its culture as it is between different companies employees working together.

Scope and Limitation

This research discusses the real encounters tackled by the employees of sales and human resource departments at Mahindra Satyam. The proposal highlights various problems and their possible solutions that an organization might face after the merger. Since this research work has limited to only two departments, there are other departments such as marketing and information technology which has affected the organization’s productivity.

Work and Timeline

Upon Research proposal approval, there will be one-year program conducted in four phases (each per quarter) starting from April 2018 – March 2019 to overcome the conflict issues. Below is the plan outlined in detail for every term. It might be an extended plan; however, we believe that this plan will help our company, in the long run, to stand firm in our business.

Costs

Mahindra Satyam spends CAD $ 6,000 million annually on their employees including salary, insurances, training and other expenses (Anonymous, n.d.). In a report on the training, a company average spends CAD $ 1200 per employee annually (Staff, n.d.). Therefore, as we are proposing to train fifty employees, our budget is CAD $ 60,000. The breakdowns of the costs for the given solutions for the proposal:

Conclusion

In the end, the conflict is an unavoidable phenomenon between managers and employees. Since in our proposal, after merger new employees are always in fear of job loss and non- performance as per the expectations (Aristos et al., 2018). Therefore, the possible solution is working together with each and discussing issues will get the best results in current scenarios. This proposal might also help other departments and companies to prepare in facing the conflicts after the merger.

Summary

This research proposal has a count of personal experience in professional front, and organizational issues that need to be addressed, after designing the work plan, outlining the structure under quarterly planning with accompanying required materials and providing the pertains cost for each aspect. We see that the organization will be a better place clearing the conflicts.

References

Aristos, D., Georgios, S., Miltiadis, C., & Grigorios, K. (2018). The impact of mergers and

acquisitions on corporate culture and employees: The case Aegaean & Olympic air.

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