DoD 5000 post acquisition integration is the process of combining two or more organizations to form a single organizational system such as resources and people.
Links can be found in the DoD directive 5000.
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Consequently, changes made would destabilize the organizational structure.
At times, should companies, including the DoD opt to implement such change in a rather slow manner.
Consideration for DoD 5000.
1 is given to employees, who if confronted by sudden alterations may be too overwhelming.
As a result, incremental changes are deliberately introduced in carefully planned stages which allows enough time for adaptation before administering a new one.
What executives fail to realize is that the most crucial part of acquisition integration lies its transition pace.
The primary concerned should be focused on ways to finish the merger in lesser time.
The ambiguity and uncertainties in the organization of not knowing what will happen leads to low productivity and companies losing their excellent people.
Undoubtedly, human beings are endowed with the capacity to handle any level of change.
As long as people are given a solid foundation and a clear vision to adapt to, people adjust remarkably well.
Most people would like to get on quickly with integration so that they can easily decide what personal adjustments to make and continue with their career.
Several acquisitions fail not because of a bad strategy but mainly due to poor executions of people in charge.
Such actions may lead to massive financial loses and extensive damage to the company which is sometimes difficult to reverse.
Therefore, obtaining consulting support for DoD directive 5000.
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There are basically five basic steps to follow to ensure smooth acquisition integration.
First, a good way to ensure success begins in planning early.
This involves pre-determining the consequences of implementing changes and offering solutions to prevent the piling of problems.
If the deal is sure to proceed it would not hurt to be prepared at all.
Second step is also a crucial part which involves selection of your leaders.
Since the management is expected to undergo intensive alterations, the people at the top should be able to handle stress and decision-making process to produce better outcomes.
Third, get to know the insider's view and flow of information.
Many companies seek help to researchers who can provide these analytical services.
Fourth is constructing effective communication strategies.
This involves informing all the members of the organization of new protocols and at the same time gaining feedback from them.
Lastly, adequate resources which may include financial and staff are also important.
These steps if done properly would definitely propel the integration process to a success.