Respond to peer discussion post What is the best way to communicate this type of news to a large organization, and why? The best way to communicate this type of information is face-to-face because the organization be operating as a team. This information is very important and vital to the future of the company. Also, the human aspect of this should come into play the top executives should think about the people. Sending a long, drawn-out email about this merger and everything is entails makes it seem as if the executives do not care about the team nor their future at all. The fact there are cultural and morale issues within the organization will cause issue to heighten and the possibility of losing loyalty from a lot of the workforce. Also, the employees may start seeking other means of employment, causing the organization to lose most of their employees before the details of the merger even happen. Who should the communication come from and why? The communication of the merger and all information about the upcoming changes should start with the executive branch, moving down the chain to the section managers and team leads. The why is simple, the executives should put out the overall message about the merger and timelines. Since there will be a lot of questions once the news breaks, the executive should bring in all the management directly under them immediately following the announcement to discuss in detail all information, timelines, and all changes that will affect the people. What are the most important things to consider when initially communicating this news to the rest of the organization? Some of the most important things to discuss when initially communicating this news are the emotions and questions of the people, the ramifications of the information causes, the possible decline in productivity across the board, and the personnel who may leave the organization. What other information should you have (other than what was provided above) before you communicate to the organization, and why? Other information the managers should have before the communication to the organization are, first and foremost, the timelines. The specific timelines of this merger should be communicated immediately to ensure all personnel on the organization are in lockstep with one another. Another key piece of information which should be communicated is what the merger will entail in reference to the personnel actions and which sections or key positions will be removed or added and timelines to apply for the new positions after the merger. This gives the personnel an opportunity for the employees to actually find another job within the organization or seek employment in another department or organization. Another topic of discussion will be if the employees can keep their same benefits, insurances, and investment plans though the merger of organizations. Lastly, will the organization remain in the same location or be moved to another side of the city, state, country, etc. Draft what you would recommend be said to the employees (it can be right in the discussion area as opposed to a separate document), and after you have drafted the communication, explain why you included what you did in the communication. Keep in mind that if you state the communication should be face-to-face, this can be a transcript. If you state the communication should be in a written format, you can provide an example of the written format of the communication. This conversation would happen face-to-face: Good Morning Team: I have called you all in this morning as a whole to discuss some information about the way-ahead of our organization. First and foremost, there have discussion between our CEO, the executives, and the AEG technology firm (not a real organization) for the past six months. As of yesterday, at 3:00 pm EST, they have reached an agreement, and our organizations will be merging on 1 February 2023. With this merger, there will be some changes to some of the departments and changes to the personnel in those departments. We currently have 17 departments with over 438 employees as of today. Once the merger goes in affect, we will lose 3 departments and over 100 slots for our current employees. The good news is, we will gain another six departments and our target number of employees will be 596. This offers the opportunity for our current staff to apply for positions in the new departments. Be mindful, there are also employees from AEG technology to applying for the same opportunities. There will be no shift in benefits nor anyone's investments or 401Ks programs. The organization still plans on keeping these the same for all employees. Details about the closure of particular departments and the opening of others along with application deadlines will be announced very soon by your department heads and team leads. We want to ensure everyone has the opportunity to plan accordingly for their futures and ensure everyone has a fair opportunity to continue to apply for positions in this organization. Guidance and more information will be published NLT 1 December 2022. Thank you for your time and any questions you my can be answered by your department heads and or team leads. Demetrius L. Matthews