1. Article Summary The David and Goliath article examines the issue of mergers and acquisitions of an organization and concerns communication between employees and management. The article also examines various collections of data that show that the changes lead to a reduction in the negative effects of the merger.Communication is the important way to help management reduce employee anxiety and doubts that arise from the cause of the merger. Predictable changes should be communicated quickly to employees to avoid negative feelings such as stress, job dissatisfaction and low work engagement. Studies show that communication increases employee performance and reduces employee uncertainty. Another personalized method is the realistic task preview. The primary function is to reduce new employees' anxiety by clarifying their performance expectations and guiding them through the change to their new job. It provides comprehensive and detailed information such as positive and negative aspects of the job. This makes the new employee feel more confident in their job, less likely to quit, and committed to the organization. Communication also plays a role in the change process for new employees. Although the methods mentioned above are a source of uncertainty for employees, there is no empirical evidence to support this idea. The present study in the article aimed to conclude whether mergers and acquisition activities produce uncertainty and other negative outcomes. In this case, a communications program based on a realistic job preview model should test whether the program could mitigate the negative effects of mergers and acquisitions on employees. Therefore, an experiment called realistic merger preview was to provide a clear illustration. .... middle of article......asy, Marie H. Kavanagh and Neal M. "The Impact of Leadership and Change Management Strategy on the Organization." British Journal of Management, 2006: S81-S103. Denisi, David M. Schweiger and Angelo S. “The Academy of Management Journal”. Communication with employees following a merger: a longitudinal field experiment, 1991: 110-135. Fishman, N. and L. Kavanaugh. “Find your missing quality link.” Journal for Quality and Participation, 1989: 28-32. David M. Schweiger and Angelo S. Denisi. 1991. “Employee Communication Following a Merger: Longitudinal Field Experience.” The Academy of Management Journal 34: 110-135. Teh and Girardi. 2013. Organizational development and change: practice manual, readings and case studies. 4th ed. Personalized.solutions. AustraliaCummings, T. and Worley, C. (2009). Organizational development and change. 9th ed. Singapore: Cengage Learning