please provide a response to all 4 statements.

1. Outstanding arguments for house cleaning after a merger. Based on your argument, how ethical is a lay off captivates my attention. The ethics of laying off workers engenders a spontaneous curtailment in high costs connected with salaries, profits, and indemnities. The reduction introduces chances of hiring new or temporary staff or indemnifying the employees with outstanding performance. You have expounded on commitment to the organization. But I have a concern, how committed are the employers to the organization when laying off the employees is a way to success? A layoff can induce an uncertain environment for the abiding employees. While it saves salaries, a layoff escalates costs accrued from renewing and reequipping the new employees.

2. Melissa and Lydia, you did a great job with your arguments and applying theories. When I though about the topic initially, I was on your side of the argument. I do believe that merging companies should keep as many of their employees as they can and not to break apart teams and cultures that were created and established within each merging company. Hurtt et al. (2001) says that for a merger to be successful and to maximize the value of the combined company, merging companies need the help of key employees who will provide seamless service to existing customers and minimize the initial uncertainty associated with the merger. Mergers are hard not only on employees but also on the customers. To see familiar faces can make the merger easier for the customers to deal with and keep their business where it's at. By creating positive OB merging companies can motivate current employees to perform well and to adapt well to new organization and its culture. Job satisfaction is the key to happy and committed employees. If merging companies concentrate on the positive outcomes of the merger, it can help with retention of the employees. I can imagine there will be employees who are unhappy with the formation of new company and who would want to leave even if the merging companies are not planning on "cleaning" the house. Job design can help to alter existing jobs to improve the quality of employee experience and level of productivity (Kinicki, 2021). Deferent approaches to job design can be used to make the merger an easy transition (job enlargement, job rotation, job enrichment, job crafting, etc.).

3. While I enjoyed your view on this subject. I agree that financial reasons make this difficult. Ethical delemmas are situations with two choices, neither of which resolves the situation in an acceptable manner.(Kinicki,20210). Thats where problem solving would need to come into play. Using a 3-step approach to identify the problem, identify potential causes, and make recommendations to take action.

4. Mergers can be a scary time for employees. It's like employees are waiting for the call. It can be an uncertain time for the organization. In my experience, I feel like the company takes advantage to clean house. All those employees who were borderline about to get fired or tenured employees with bad habits are let go. I believe the organization needs to do better during mergers to keep employees at ease and assure them that this transition is for good. "Preacquisition, companies need to put special effort into communicating adequately to avoid uncertainty among employees" (GOMES, E. et al., 2022 ). The organization must communicate clearly with its employees before the merger to ensure job security and a smooth transition.