According to the Diggins case, the main problem started with the skepticism, fear and low morale

from
the many workers, as the leaders started to hid information and avoid communication when Diggins and
Reinholdt Plastics merged.

In the view of organizational commitment, most employees´ job involvement is low since both
companies merged and passed through many changes in many employees’ positions without providing
any feedback. However, this company is dealing more accurately with the perceptions of organizational
politics because the merged company is lacking participation, due to the lack of communication and
feedback towards their employees. The company has few procedures and poor procedural justice, as
they did not take any proper action after employees appeared with changed positions without any news
and their satisfactory response. As a result, there is a higher level of anxiety and stress outcome on the
work environment, lower job satisfaction and revolt as presented on the perceptions of the
organizational politics table.

In observation of what the company is trying to achieve, their merge made sense at a business point,
although, they lacked transparency with the employees and kept doing their changes. As a result, it
brought fear and instability in the workplace. On that note, this company didn’t assure security to the
workers, they did not share their vision with the employees and did not allow any bridge of
communication or platform so that the employees could express their concern, as many of them got
demoted and got salary reductions without notice.

Based on this company atmosphere, the employees would be discouraged to be loyal, many would
abandon their workplace and it would create a massive uninviting toxic competitive environment where
people would fight to keep their job. The new employees would feel pressured by the older ones, which
can create situations of lack of productivity and a bad reputation for the company.

Nevertheless, to improve their merged company structure they should:

1- Understand the need for change:

- Start ensuring communication and feedback with the employees
- Set up meetings where they explain their vision or future of the company
- Provide more clarity and answers on the problems and concerns that many of those
employees had.

2- Motivate
- Encourage a platform where workers can express their concerns
- Create incentives for teamwork, such as bonuses, so the environment can be less hostile
- Penalize the supervisors and leaders that don’t talk to their employees. To do that the
employees should complete surveys at the end of every two months and then the head
should analyze and investigate the matter and set a meeting and punish or absolve
accordingly.

3- Communicate
- Set up one or a few lectures to walk thru the new changes of the merged companies
- Set up a Q & A so someone qualified could answer the questions