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Behavior Reinforcement Theory
Use of behavior modeling advocated for in reinforcement theory tends to increase employees' commitment to a job and ensure job satisfaction Robbins S.P. & Judge T.A., 2011.
In the organization, this level of behavior modeling was disregarded thereby, failing to encourage team members and managers to participate meaningfully. The theory of reinforcement sees the behavior of employees as one that is conditioned by the immediate environment. A tendency to reinforce behavior will resort in its recurrence. The performance of the employees immediately following the merger was reduced productivity. The behavior was reinforced by the management team taking no appropriate action to discourage the tendency of even encourage the contrary.
According to the reinforcement theory, people will avoid getting something they do not want as well as feel motivated to work in order to get what they want Robbins S.P. & Judge T.A., 2011.
The failure by Chrysler is model behavior of the employees given the environment surrounding the merger to accommodate higher productivity. The company also failed to ensure commitment to job by reassuring employees of their job security despite the merger.
From these failures, resulted business failure through loss of valuable workforce and failing attain the organizations objectives driven by a unified culture. The company failed to match up its standards to those targeting improved performance and motivation of employees. Failure to blend the organization's mission, goals and attracting employees' job satisfaction led...
In order to manage the diversity inherent in mergers, a systemic approach to the long-term commitment of the two parties is required. This approach needs to incorporate the cultures within the organization, the individual attitudes of the employees and the environment incorporating technology and economic aspects. Chrysler failure to consider information sharing contributed to job dissatisfaction widely contributing to reductions in productivity and job commitment.
Trust building between the employees and the management team is also an essential aspect that contributes to ease in adoption to the new environment McHugh M.F., 2008.
Employees' participation in management increases motivation reinforcing the attitude for commitment towards the goals of an organization. The participation ideology breads an opportunity to share in the organizations values and adoption of the ideal culture targeting to attain the set goals. With participation employees will feel valued and contribute in a cohesive action towards the organization's needs Robbins S.P. & Judge T.A., 2011()
References
Badrtalei J., & Bates D. (2007). Effect of Organizational Cultures on Mergers andAcquisitions: The Case of Daimler Chrysler. International Journal of Management, 24(2), 303-317.
McHugh M.F. (2008). Human resources management: Finding and keeping the best employees. (8th ed.). New York: McGraw-Hill.
Robbins S.P., & Judge T.A. (2011). Organizational Behavior, Fourteenth Edition, by . Published by . Copyright © 2011 by, Inc. New York: Prentice Hall.
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