Introduced to the Deloitte & Touche: Integrating Arthur Andersen Integrative Case. The case questions focused on issues pertaining to the relevance and goals of organizational behaviour, managerial roles, and contemporary management concerns. Now that you have completed Part 2 of the text and the chapters on Individual Behaviour, you can return to the Integrative Case and focus on issues related to learning, perceptions, fairness and job attitudes, motivation, and pay plans by answering the following questions.

QUESTIONS 

1. How important is learning for the successful integration of the two firms? What do employees need to learn and what organizational learning practices should be used? Be sure to consider the use and application of each of the organizational learning practices.

2. Consider the perceptions held by employees of both firms. To what extent are person perception biases affecting these perceptions? What are the implications of these perceptions for the integration of the two firms and what does the integration team need to do?

3. Use social identity theory to explain the perceptions that employees at each firm have of themselves and those at the other firm. According to social identity theory, what does the integration team need to understand and what should they do?

4. Consider the role of trust and perceived organizational support (POS) in the case. How important are they for the successful integration of the two firms and to what extent do employees at each firm have positive perceptions of trust and organizational support? What should the integration team and management do to create positive perceptions of trust and organizational support?

5. Discuss in detail how issues of fairness are relevant to this case. Do you expect that distributive, procedural, or interactional fairness is most important here? Please be sure to consider both the current Deloitte personnel and the incoming Andersen personnel.

6. Speculate about how mood and emotion might have figured in the case events. Was there a need for emotional regulation?

7. Consider the job satisfaction and organizational commitment of the Andersen employees. What should the integration team focus on if they want the Andersen employees to be satisfied with their new jobs, committed to their new organization, and willing to stay rather than quit? What about the Deloitte & Touche employees?

8. Discuss the relevance of motivation in the case. How important is motivation and describe what employees need to be motivated to do and how to motivate them to do it. Explain how each of the theories of motivation can be used to motivate employees.

9. Do you think the integration team should consider using money to motivate employees? What kind of pay plan would you recommend and why? What other motivational practices would you recommend for the successful integration of the two firms? Explain your answer.