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Author: Jan-Henrik Thomas Publisher: GRIN Verlag ISBN: 3640525485 Category : Business & Economics Languages : en Pages : 26
Book Description
Research Paper (undergraduate) from the year 2009 in the subject Business economics - Business Management, Corporate Governance, grade: 1,7, University of Applied Sciences Essen, course: Intercultural Competences, language: English, abstract: The following term paper deals with the topic of managing intercultural aspects in corporate mergers and acquisitions. It focuses on the intercultural aspects of human resistance to change in the PMI phase of corporate mergers. „Those who underestimate or ignore the human factor do so at their peril.“ Over the last two decades mergers & acquisitions are increasingly used to protect and to strengthen the market positions of companies. Due to the continuing globalization of markets, mergers and acquisitions have become a part of daily business. To survive in high competitive markets evermore companies use the possibility to merge or acquire a competitor because this is seen as a relatively fast and efficient method of expanding in new markets and of implementing new technology. In a highly flexible market environment, as it is nowadays, organisations have to be efficient, profitable, future orientated and adaptable to the fast development of the global economy. Otherwise they would not have the option to play a dominant and leading role in their markets. Therefore companies depended on a successful M&A process which is manly influenced by the capabilities and skills of managing and implementing the change effectively, although this is a major challenge. As figure 1 shows, companies are highly aware of financial objectives like the increase of sales or the reduction of costs. It is often the case that companies’ financial prospects seem to be excessively high, which in the end leads to multiple missed objectives and even to entirely failed PMIs. Whereas some cases can be explained by financial or market based reasons, there is noticeable amount based on the neglect of human resource issues. Many companies are aware of these facts and thus conduct well structured analysis to satisfy the needs of their employees and at the same time to reach their strategic and financial goals. Nevertheless, they tend to ignore the “people issues” because these soft factors are difficult to measure quantitatively. As various companies gladly give lip services like “our employees are the most important resource”, divers studies prove that these deliberations play a subordinated role in reality.
Author: Jan-Henrik Thomas Publisher: GRIN Verlag ISBN: 3640525485 Category : Business & Economics Languages : en Pages : 26
Book Description
Research Paper (undergraduate) from the year 2009 in the subject Business economics - Business Management, Corporate Governance, grade: 1,7, University of Applied Sciences Essen, course: Intercultural Competences, language: English, abstract: The following term paper deals with the topic of managing intercultural aspects in corporate mergers and acquisitions. It focuses on the intercultural aspects of human resistance to change in the PMI phase of corporate mergers. „Those who underestimate or ignore the human factor do so at their peril.“ Over the last two decades mergers & acquisitions are increasingly used to protect and to strengthen the market positions of companies. Due to the continuing globalization of markets, mergers and acquisitions have become a part of daily business. To survive in high competitive markets evermore companies use the possibility to merge or acquire a competitor because this is seen as a relatively fast and efficient method of expanding in new markets and of implementing new technology. In a highly flexible market environment, as it is nowadays, organisations have to be efficient, profitable, future orientated and adaptable to the fast development of the global economy. Otherwise they would not have the option to play a dominant and leading role in their markets. Therefore companies depended on a successful M&A process which is manly influenced by the capabilities and skills of managing and implementing the change effectively, although this is a major challenge. As figure 1 shows, companies are highly aware of financial objectives like the increase of sales or the reduction of costs. It is often the case that companies’ financial prospects seem to be excessively high, which in the end leads to multiple missed objectives and even to entirely failed PMIs. Whereas some cases can be explained by financial or market based reasons, there is noticeable amount based on the neglect of human resource issues. Many companies are aware of these facts and thus conduct well structured analysis to satisfy the needs of their employees and at the same time to reach their strategic and financial goals. Nevertheless, they tend to ignore the “people issues” because these soft factors are difficult to measure quantitatively. As various companies gladly give lip services like “our employees are the most important resource”, divers studies prove that these deliberations play a subordinated role in reality.
Author: Kim S. Cameron Publisher: John Wiley & Sons ISBN: 1118047052 Category : Business & Economics Languages : en Pages : 256
Book Description
Diagnosing and Changing Organizational Culture provides a framework, a sense-making tool, a set of systematic steps, and a methodology for helping managers and their organizations carefully analyze and alter their fundamental culture. Authors, Cameron and Quinn focus on the methods and mechanisms that are available to help managers and change agents transform the most fundamental elements of their organizations. The authors also provide instruments to help individuals guide the change process at the most basic level—culture. Diagnosing and Changing Organizational Culture offers a systematic strategy for internal or external change agents to facilitate foundational change that in turn makes it possible to support and supplement other kinds of change initiatives.
Author: Fons Trompenaars Publisher: McGraw Hill Professional ISBN: 0071763406 Category : Business & Economics Languages : en Pages : 209
Book Description
A leadership blueprint for managing cross-cultural issues in any M&A deal In our rapidly expanding and increasingly volatile global economy, mergers and acquisitions are becoming the strategy of choice for businesses seeking to stimulate growth while managing risk. As more and more M&A deals are struck between global organizations, difficult new issues involving cultural differences have arisen. In The Global M&A Tango, international management experts Fons Trompenaars and Maarten Nijhoff Asser explain how to detect and manage these issues before they become major problems. Drawing on the world-renowned Trompenaars Hampden-Turner Cross-Cultural Database and Culture Compass, the authors illustrate how widely cultures can differ and, by reconciling the dilemmas created by that difference, how they can be integrated quickly, efficiently, and effectively. The Global M&A Tango helps you meet all the challenges of cross-national M&A by: Creating common mission, vision, strategy, and values Developing trust across value boundaries Enabling people with different cultural perspectives to engage in valuable discussions Change-management programs all too often ignore the culture perspectives of the individuals and groups involved--and it's often why organizations fail to realize the benefits that prompted the integration in the first place. With The Global M&A Tango, you have everything you need to integrate two old entities into a powerful new organization poised for dramatic growth in the coming decades.
Author: Mitchell Lee Marks Publisher: John Wiley & Sons ISBN: 0470651261 Category : Business & Economics Languages : en Pages : 254
Book Description
If 75 percent of all mergers fail, what makes the other 25 percent succeed? Mergers, acquisitions, and alliances are more vital today than ever before in driving business success. This indispensible guide offers proven strategies and sound solutions to the multitude of integration issues that inevitably arise, and shows how to create a combined business that meets its strategic and financial objectives, competes better, and offers personal and organizational enhancements. Dubbed "merger mavens" by Fortune magazine, the authors report lessons learned from their experience in over 100 combinations. Executives, managers, and employees alike in all industries and sectors will find useful examples, strategies, and tools here. Praise for Joining Forces "This book will help both M&A veterans and those new to the game. The authorsprovide great insights into the human, cultural, organizational, and strategic factors that matter in M&A success." Richard Kovacevich, chairman and CEO emeritus, Wells Fargo & Co. "Don't commit to the merger or acquisition without them! I have personally witnessed how hard it is on everyone employees, shareholders, communities, and especially executives to work through an improperly managed merger. I have known Marks and Mirvis for almost twenty-five years and the only mistake our organization made was that we did not consult them soon enough. Their new book reflects unequalled experience and intellect. Don't merge, acquire, or be acquired without it!" Michael R. Losey, CEO (emeritus), Society for Human Resources Management (SHRM) "Joining Forces is a terrific resource for managers who want to understand thehuman dynamics of mergers and acquisitions, and a must-read for those who have to lead their companies through one. It is based on the latest research and providespractical insights and advice from authors who know M&A inside out." Edward E. Lawler III, Distinguished Professor of Business, Marshall School ofBusiness, University of Southern California
Author: Alessandro Sinatra Publisher: Springer ISBN: 1349130168 Category : Business & Economics Languages : en Pages : 544
Book Description
Finally! A comprehensive volume on the management of corporate acquisitions that summarizes contemporary research, and that moves what we know about acquisition management a step further. The book encompasses innovative works from several countries, related to a variety of issues; managerial motives, the role of acquisitions in competitive strategy, as well as organizational and political processes. Unlike several other works on acquisitions, this book emphasizes the most critical issue faced by managers today; how to manage successfully already acquired companies and operations. Both researchers, managers and students of strategy and organization will find this book an important supplement.
Author: Sebastian Hermann Publisher: GRIN Verlag ISBN: 3640122313 Category : Business & Economics Languages : en Pages : 81
Book Description
Bachelor Thesis from the year 2008 in the subject Business economics - Miscellaneous, grade: 1,8, University of Applied Sciences Essen, language: English, abstract: For many years the number and value of cross-border mergers and acquisitions (M&A) has increased. Although cross-border M&A seem to be a very attractive mode of entering foreign markets by having the aim to increase market power, improve efficiency through synergy, size, risk diversification or financial motivations, most M&A waste shareholders' value. This Bachelor Thesis illustrates the risk potential of M&A by analysing problems due to cultural differences in China.
Author: Terrence E. Deal Publisher: Basic Books ISBN: 0786725192 Category : Business & Economics Languages : en Pages : 324
Book Description
In the early '80s, Allan Kennedy and Terry Deal launched a new field of inquiry and practice, with the publication of Corporate Cultures, in which they argued that distinct types of cultures evolve within companies and have a direct impact on strategy and performance. Fifteen years later, the authors have teamed up to assess the effects of globalization, short-termism, technology, downsizing, outsourcing, mergers, and reengineering on corporate culture. They find that despite these tremendous pressures, organizations, by their very nature, will create self-reinforcing communities; the pattern today is for mini-cultures to form within the larger corporation. The challenge for managers and leaders at all levels is to find ways to knit these cultures together to unleash learning and encourage everyone to take ownership and pride in their work. Taking examples from innovative companies around the world, the authors offer new strategies for "exercising cultural leadership," -- rebuilding the cultural fabric of the organization, energizing the workforce, enhancing corporate performance, and preparing for new challenges in the 21st century.
Author: Jan-Henrik Thomas
Author: Jan-Henrik Thomas
Author: Kim S. Cameron
Author: Martine Cardel Gertsen
Author: Fons Trompenaars
Author: Piero Morosini
Author: Christina Burek
Author: Mitchell Lee Marks
Author: Alessandro Sinatra
Author: Sebastian Hermann
Author: Terrence E. Deal