Certified Professional in Learning and Performance (CPLP) 2025 – 400 Free Practice Questions to Pass the Exam

The moment when employees are unsure of their responsibilities after a merger is best described by disorientation. This stage is characterized by confusion and uncertainty as employees navigate the changes brought about by the merger. During disorientation, individuals may struggle to understand their new roles, reporting lines, and the overall structure of the organization, leading to a sense of being lost or disconnected from the organization’s goals and expectations.

It is common for employees to experience this stage as they attempt to adapt to new cultures, practices, and expectations that accompany a merger. The transitional period often fosters anxiety and doubt, making it challenging for employees to feel secure or clear about their positions within the newly formed organization.

While disengagement, disidentification, and disenchantment might also represent employee feelings during organizational changes, they pertain more specifically to withdrawal, a lack of alignment with company values, and feelings of disappointment, respectively, rather than the initial uncertainty of role clarity that defines disorientation.