Dissertations / Theses on the topic 'Organisational mergers'
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Kavanagh, Marie Helen. "Individual values, organisational culture, and acculturation during mergers /." [St. Lucia, Qld. : s.n.], 2002. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe16651.pdf.
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Smeaton-Webb, Heather Jane. "Exploring strategic organisational challenges of mergers and acquistions." Thesis, Anglia Ruskin University, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488792.
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Jones, Bonna Margaret, and bonna jones@rmit edu au. "Narrative identity in transition: the lived experience of an organisational merger in local government." Swinburne University of Technology, 2001. http://adt.lib.swin.edu.au./public/adt-VSWT20050422.120609.
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This thesis is concerned with the question of how narrative activity influences the conditions in which a new sense of self is actively emergent for an employee at a time of organisational merger.
It is contended that an organisational merger is a transformational event with complex temporal and spatial characteristics, involving the activities of making shared meaning (MacIntyre, 1981; Ricoeur, 1974a), narrative-making (Carr, 1986; MacIntyre, 1981; Ricoeur, 1984, 1985, 1988) and positioning (Bourdieu, 1993, 1998b). These activities are central to the conditions in which persons and organisations are both formed and reformed. Consideration of how they are part of a project of narrative identity (Ricoeur, 1984, 1985, 1988, 1992) opens new possibilities in our understanding of the lived experience of a merger.
In appropriating narrative theory, this thesis is exploratory in nature as narrative ideas have not, to date, been applied to an understanding of the lived experience of an organisational merger. Mergers are currently understood as a clash of cultures, and a merger is treated as a marriage with partners, compatibility, commitment, rituals, dominance and fit. Whereas culture is construed in the literature as a quality that differentiates one organisation from another, and personal experience is understood in terms of adjusting to the presence of another culture, in this thesis a different theory is employed.
The main theory integration in this thesis gives prominence to the dynamic of activity/passivity (Allen & Starr, 1982; Schelling, 1800/1978) and the notions of agency, relationship, transformation, and identity. Narrative theory is integrated with social theory (Bourdieu, 1998b) to enrich our understanding of these notions. Hence this thesis extends the contribution of Drummond (1996, 1998), and is situated in the constructive postmodern stance of process philosophy (Gare, in press-a; Griffin, 1993). This stance is invoked as a response to calls for better theories of action in management studies (Reed, 1996; Wilmott, 1994). It is argued, in agreement with Gare (in press-a, in press-b), that living organisms have a complexity that makes it difficult to maintain a state of indifference with respect to changes in their environment, and that they must form and reform themselves as products. Attention within management studies to self-organising activity at the levels of person, organisation and field of practice, is therefore central to our understanding of complex events such as organisational mergers. In this regard narrative-making and positioning are self-organising activities that are yet to be brought to centre stage in management theory. While no previous work has been done to apply narrative ideas to an understanding of mergers, such a move is nevertheless consistent with the increasing interest in narrative that is occurring across the theoretical divides in management studies.
The application in this thesis concerns a merger of two government organisations. These organisations, herein given the fictitious names of 'Anessa' and 'Isengate' (for reasons of confidentiality), were each part of what is usually referred to in local government as 'a council'. This thesis is about the employees in these organisations during this time of political amalgamation of the two councils, and the consequent organisational merger. Through interviews with informants, the use of documents, and the integration of theory, a narrative is created. Of the many narratives that could be offered about this merger, it is the narrative given here that constitutes a response to the research question. Hence the methodology used sustains the purpose, which is to contribute to a reading experience, and the possibility of new interpretations regarding the lived experience of an organisational merger.
This thesis concludes that it is at the level of 'ongoing argument' that persons and organisations are contributors to the process of 'making shared meaning'. At the federal level of government this argument is about how best to govern, and at the level of the field of practice it encompasses the argument over what constitutes public service activity. The State Government of Victoria actively furthered this contest when it undertook local government reform. It is argued that their narrative about local government reform has a life as part of 'economic rationalism' (Pusey, 1991), and it proceeds from an ideological position in a tradition of readings known as 'neoliberalism' (Bourdieu, 1998a).
In this thesis employees are regarded as actively emergent beings living out a process of narrative identity. Under the authorship of the State Government employees were positioned as passive characters in the narrative of local government reform. For the employees considered in this thesis, this brought closure to a current and projected life narrative as a public servant at the local level. Their response was to reauthor their position to transcend this limitation, but it was found that this activity could be further limited according to the capital an employee could acquire in the form of 'time to tell a story' and 'space to tell a story'.
The main contribution of this thesis, as a response to calls for better theories of action in management studies, is an exploration of how individual employees are processes of becoming, and how they participate in the becoming of the organisation and field to which they contribute. It is concluded that employees could be valued as processes of becoming, and this is a major contribution that they make to the field and organisation.
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De, Gooijer Jinette, and n/a. "The murder in merger : developmental processes of a corporate merger and the struggle between life and death impulses." Swinburne University of Technology, 2006. http://adt.lib.swin.edu.au./public/adt-VSWT20070216.104601.
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This thesis contends that a corporate merger, on the scale of a global order, is a
'catastrophic change' and depends on 'killing off' parts of the former organisations for its
success. The act of annihilating parts of the former organisations is experienced as disengaged
and murderous by organisational members. This arouses persecutory anxiety of an unbearable
intensity amongst members from which they defend themselves by emotionally disconnecting
from the psychic reality of the organisation.
Several contentions underpin the hypothesis:
1. that a merger involves a developmental process in the creation and growth of a new
organisation;
2. the event of a merger causes disruptions to roles and relationships that are
experienced as a loss of power, status and identity, and also as an emotional loss for
what had been cherished and valued in the former organisation/s;
3. the emotional loss evokes the symbolic experience of the loss of a 'loved object',
and an instinctual loss becomes attached thereby to the real losses; and thus,
4. the process of merger involves a symbolic destruction of the 'loved organisational
object' of the former organisations, as held in the minds of organisational members.
The thesis is based on case study research conducted on the topic of emotional
connectedness in a network organisation over a three year period. Fieldwork began at the time
when the participating firm had just formed from a global merger of two large global
enterprises. The Australia-New Zealand regional operations were the focus of the study.
The research discovered a significant degree of emotional disconnectedness due to:
1. the nature of the work that required staff to work on client sites, away from home
and often alone;
2. a multiplicity of organisational structures that engendered fragmentary connections;
3. valuing individuals' self-reliance over and above the interdependence of
organisational members;
4. the many external changes experienced by the firm from the effects of the merger
and from market economics, political and business turmoil, and for the Australia-
New Zealand operations, a shift in the location of their corporate head office from
North America to Europe;
5. increasing uncertainty within the industry, and a commensurate increase in
competitiveness;
6. a loss of profitability in the Asia-Pacific region in which the case study participants
were located;
7. the turnover in the regional director's role, with three appointments in less than
two years;
8. dramatic rises and falls in staff numbers, ranging from an initial 450, to a high of
750, and sudden decline to 120 people during the period of the study;
9. the reluctance of vice-presidents and directors to take up a corporate management
role, preferring to work as 'project managers' on client assignments; and
10. all these factors contributing to an anxiety about the future of the Australia-New
Zealand (A-NZ) operations which was expressed as a fear of survival.
In response to these many factors, staff and management felt vulnerable and insecure,
experiencing the merger as an annihilation of 'loved objects'. These included the loss of a
partner's autonomy and ownership in the firm, familiar work procedures, and the loss of
belonging to a partner's work group and associated long-term relationships. The emotional
aspects of dealing with these losses and feelings were placed upon individuals to manage for
themselves. The burden of ensuring the survival of the firm was displaced upon individuals,
such that consultants became not only the 'container for work', but also the 'container for the
organisation's survival'.
As the merger progressed and more changes to the business were implemented with
little to no containment of people's felt experiences, the psychic reality of the A-NZ
operations became saturated with persecutory anxiety. In some parts of these operations, the
anxiety became so great that group interactions (what there were of them) seemed psychotic.
Those in management roles displayed a level of anxiety that appeared to be unbearable for the
individuals concerned, and which resulted at times in manic responses to the human and
commercial needs of the business.
Bion's theories of catastrophic change and emotional links, and Klein's theories on
persecutory and depressive anxieties are applied to understanding the systems psychodynamics
of the effects of the merger upon the organisation. The case reveals the presence of
persecutory anxiety in the immediate aftermath of the merger, lasting for nearly three years.
Various social defence mechanisms are identified as being used by organisational members
against this anxiety. They are: the co-existence of multiple organisational structures; a sentient
sub-system of 'counselling families'; idealisation of autonomous individuals; plus, the
mechanisms of projection, denial and regression.
Four factors are identified as significant for containing destructive forces in a corporate
merger: a) the role of emotional links to understanding the internal reality of a newly merged
organisation; b) the containment of experiences of catastrophic change and projective
processes; c) managing the realistic and neurotic anxieties of organisational members; and,
d) identifying and managing the primary risk in a merger.
A model is presented on the systems psychodynamics of a corporate merger. It
identifies the change process that a merger entails, and the psychodynamics of this process
using Bion's concept of container'contained.
The thesis contributes to understanding the psychic reality of organisational mergers
and offers a perspective that being alert to staff members' felt experiences and their emotional
connectedness, as a normal part of business, provides 'leading data' on the health of the
enterprise. Managers who are more 'wholly' informed about organisational realities, both
external and psychic realities, can work more realistically on resolving problems, assessing
risks, or making strategic business decisions.
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Loots, Corne. "Organisational culture affecting the success of mergers and acquisitions at subsidiary level in multinational pharmaceuticals." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/23142.
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In an ever increasing competitive environment, pharmaceutical companies keep on expanding. Mergers&Acquisitions (M&A’s) seems to be one of the preferred means of acquiring critical mass and economies of scale. Research has suggested that human resource capability in the post-acquisition implementation is critical. This study intended to explore whether the role of culture in M&A’s are acknowledged at subsidiary level and if so, to establish an applicable framework for managing it. Twelve semi-structured interviews were conducted in order to gain a deeper understanding of the effect of cultural integration on the M&A process. The data was coded, analysed and collapsed into themes in order to establish the applicability of the framework proposed by Lodorfos&Boateng (2006) and possible amendments to it. Rank order tables were used to measure the relative importance of constructs. Only two thirds of senior management at subsidiary level acknowledged the importance of culture at the time of the M&A, management strategies or plans for dealing with it was found to be inadequate with only fifty percent of interviewees being aware of it. The Lodorfos&Boateng (2006) framework is supported by the data generated in this study, but needs to be amended in terms of leadership role, people orientation and communication. CopyrightDissertation (MBA)--University of Pretoria, 2010.
Gordon Institute of Business Science (GIBS)
unrestricted
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Cartwright, Susan. "The cultural dynamics of mergers and acquisitions and their influence on individual and organisational outcomes." Thesis, University of Manchester, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.334650.
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Kenneally, Allison. "Facilitatory and inhibitory factors in higher education mergers : case studies from the Irish Institute of Technology sector." Thesis, University of Bath, 2017. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.720668.
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The Irish Institute of Technology (hereinafter referred to as IoT) sector is poised to undergo a period of transformation, consolidation and system reconfiguration, to be brought about through a series of institutional mergers, collaborations and alliances. This research focuses on the Irish higher education (hereinafter referred to as HE) landscape, and in particular, on the journey of three groups of IoTs (hereinafter referred to as Alliances) as they plan to merge and subsequently apply to be re-designated as technological universities (hereinafter referred to as TUs). This research provides a contemporaneous account of how the Irish IoTs are organising themselves for merger and examines the substantial challenges which lie therein. By examining and comparing three Alliances which are undergoing a similar process but with varying degrees of success, this research explores the key factors which facilitate on one hand, and/or inhibit on the other, merger negotiations and the merger process in HE, both at a system and institutional level. This knowledge will be useful to policy makers and other higher education institutions (hereinafter referred to as HEIs), particularly in Ireland’s IoT sector, which is likely to experience a wave of mergers over the coming decade. It also contributes to the relatively scant body of literature on the nature of and the factors impacting upon the merger process in higher education, and of mergers in the Irish HE context. A qualitative study, employing a multiple case study approach, was adopted. Based upon a thematic analysis of data gathered from the three cases, this research identifies and categorises the key factors that are perceived to facilitate on the one hand, or inhibit on the other, the merger process in HE, both at a system and institutional level. A framework consisting of political, strategic, operational, emotive, historic and cultural factors is proposed, examined and discussed, and recommendations for both institutional and system level actors are provided. In addition, this research proposes a micro-political model which details the various phases through which HE mergers proceed, and argues that it is the macro and micro-political and emotive factors, rather than strategic or operational factors, which have the most powerful influence on the merger process.
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Mbele, Zuko. "Organisational culture and structure as mechanisms for the reduction of human behavioural variability at the Merged Faculty of Education of the University of Kwazulu Natal (UKZN)." Thesis, Stellenbosch : University of Stellenbosch, 2008. http://hdl.handle.net/10019.1/2009.
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Thesis (MPhil (Philosophy))--University of Stellenbosch, 2008.The merger of organisations has been extensively utilised in many industries. This has occurred globally and locally. Some mergers have become successful while others have failed to achieve their goals. The failure of mergers could be attributed to insufficient attention to certain organisational elements. When institutions merged, they become vulnerable to diversity and conflict. They also experience human variability. Organisational mergers present challenges that could be associated with humanity. This could be precipitated by various beliefs, values and norms. Conflict and diversity could be reduced by implementing certain organisational elements. This study is based on the developments of structure and culture as remedial organisational elements to reduce instability in merged institutions. These elements serve as mechanisms in dealing with the repercussions of the merger. The special focus of this study is higher education mergers. The primary objective is to gain an insight into the ramification and the impact of the merger. This includes the effectiveness of the newly designed internal processes. In accomplishing this, the study has applied a cultural and structural model to merged institutions. It has also examined various types of culture and structural literature theory extensively. From this it has discovered that these elements play a crucial role in reducing organisational conflict in mergers. It has also been found that merger consequences are less severe in organisations with similar backgrounds.
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Moeng, Siphokazi Florence. "A comprehensive university: constructing an organisational identity." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1029.
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The restructuring of higher education through incorporations and mergers has attracted a lot of attention over the past few years in South Africa. These incorporations and mergers have displaced institutions of higher education and positioned them in new organisational homes, thus subjecting faculties, schools and departments to a process of relocation, new knowledge acquisition, identity change and meaning-making processes. The merger has resulted in three types of universities; i.e. traditional universities, comprehensive universities and universities of technology. The introduction of the comprehensive university as a new institutional type has brought with it questions about the idea of the university and the purpose of higher education in general. Mergers in particular have initiated conversations about sense-making and meaning during change. Amidst all this, people within the merging institution have been confronted with a new organisation with which they have to identify. At universities in particular, questions about academic identity and organisational identity have become unavoidable. The boundaries that gave definition to a university have been (re)moved. The structure of the university, as it was known, has changed. Hence, in the newly merged NMMU, academics are in the process of internalising and giving meaning to the new organisational values and norms of a comprehensive university. Needless to say, the challenges facing the newly merged NMMU are cultural, structural and geographic. Bringing together different institutional and personal cultures involves a human dimension that needs to be nurtured by trying to form a coherent and cohesive organisation that is created from culturally diverse and uncomplementary institutions. Another challenge is bringing together different organisational structures, systems and programmes that are informed by different institutional cultures. Furthermore, the challenge of having multiple campuses that are geographically separated exacerbates the situation. Along with all these challenges, the NMMU has the task of constructing an integrated institutional identity through organisational forms and programme models that will embody the multiple functions that are typical of a comprehensive university. The aim of the current study was to explore how the meanings that academics assign to the notion of a comprehensive university are instrumental in constructing an organisational identity; describing in detail how at the NMMU academics make meaning of the comprehensive university and how that meaning-making process influences the construction of an organisational identity; and formulating recommendations based on the qualitative findings and quantitative results of the research. In an effort to achieve the aim alluded to above, this study employed the mixed methods approach that used a sequential, exploratory, transformative design. The complexity of the study was such that it required to be investigated through qualitative and quantitative analytical methods in order to confirm, triangulate and obtain a holistic picture of the situation under investigation. The sample for the qualitative interviews consisted of thirteen purposefully selected academics from all levels at the NMMU. The interviews were transcribed and coded into themes, categories and sub-categories. These themes were then developed and translated into statements for the questionnaire that was administered randomly to all NMMU academics. A total of 108 academics responded to the questionnaire. The responses to the questionnaire were analysed using the SPSS programme. The findings and results of the study revealed that there was a fairly common understanding of the term comprehensive university among academics. However, the details about its procedures appeared to be the privileged ownership of management. This situation mitigated the necessity for a sense-making process that would allow for negotiation, modification and alteration of already held assumptions. A pertinent concern amongst academics was the neglect of the ‘human factor’ during the change process. The management style also came under scrutiny, especially in terms of the facilitation and mediation of change. There was a consensus on the call for cohesion and unity that was believed to be one of the main features that would make the construction of the NMMU organisational identity possible. The vision, mission and values of the NMMU were believed to be central to the creation of cohesion and unity, which would subsequently result in the birth of an organisational culture that could inform the organisational identity of the NMMU. Strategies to actualise and realise the organisational identity were proposed by participants. Notwithstanding, the impact of the merger was identified as having a major influence in shaping the organisational identity of the NMMU.
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Ayawongs, Ake. "A model for moderating the effects of corporate cultural differences in mergers and acquisitions (M&A) : exploratory research of M&A cases in Thailand." Thesis, University of Manchester, 2014. https://www.research.manchester.ac.uk/portal/en/theses/a-model-for-moderating-the-effects-of-corporate-cultural-differences-in-mergers-and-acquisitions-m-and-a-exploratory-research-of-m-and-a-cases-in-thailand(15f62360-c013-4111-a919-1b80bcb7b440).html.
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The focus of this doctoral research is on advancing knowledge of what managers can do to address the issues of corporate cultural differences in mergers and acquisitions (M&A). Despite decades of experience, the rate of M&A failure remains high globally. The root causes of these failures have pointed to inadequate strategic deal theses, excessive purchase prices paid, and poor pre- and post-integration management. Human and cultural factors have also been blamed for these failures. Significant research effort has been expended in raising the importance of human factors and the issue of culture fit in M&A. However, research results have remained ambiguous. Extant organisational M&A culture research has largely focused on examining the role of culture in M&A and its impact on M&A performance. How to address organisational culture differences in M&A is much less studied. Only a small handful of scholars, consultants and practitioners have attempted to prescribe corporate culture alignment guidelines that are either too generic or prescriptive. Managers remain unclear as to how to manage cultural differences in M&A.The research sets out to address how managers can effectively moderate the effects of corporate cultural differences on M&A performance in domestic M&A. It aims to develop a practical M&A corporate culture alignment model for managers tasked with addressing the effects of corporate cultural differences in M&A. It also focuses on addressing the issues of single-layered acculturation of corporate cultures in isolation from the perplexing issues of double-layered acculturation between national and corporate cultures in cross-border transactions. The researcher adopted a qualitative case study research method to deliver on the research objectives within the doctoral research timeframe. He selected a sample of four domestic M&A case studies in Thailand where he is located. Each case study was free of issues related to national cultural differences. The researcher was able to draw rich information and insights from interviewing a total of 50 senior executives, middle managers and staff across case studies. The main research findings provide managers with an improved understanding of the roles of corporate culture on M&A performance and a practical and repeatable five-phase M&A corporate culture alignment model (‘5-D’). The model offers a planned step-by-step change approach, key objectives, and suggested tools and templates that help guide managers to effectively moderate the effects of corporate culture differences in domestic M&A from pre-to post-M&A stages. The model also provides strategic choices and implementation guidelines for managers to consider in addressing the emergent nature of acculturation and change in M&A integration situations. The effectiveness of this exploratory model shall be further tested in future qualitative and quantitative studies. The empirical testing of the research recommendations has already begun with a number of recent M&A projects in Asia outside of this research.
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De, Wet Elizabeth Catharina. "The effect of mergers on the psychological- as well as employment contracts in Free State FET colleges /| E.C. de Wet." Thesis, North-West University, 2008. http://hdl.handle.net/10394/1783.
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The present era in South Africa is one that is marked by substantial change due to
unparalleled advancement in the field of technology, globalisation and competitive
markets. These changes have placed new demands on the education sector in South
Africa, especially further education. In 2000/1 South Africa's Further Education and
Training (FET) sector has been rejuvenated through a process of transformation when 152
former Technical Colleges and Colleges of Education merged to form 50 multi-campus
FET Colleges. The rationale behind this merging process is to curb the serious skills
shortage which is threatening economic growth in this country through offering vocational
education and training; and to raise quality in the education sector. This re-engineering
process in education is founded on principles of equity, human rights, democracy and
sustainable development.
Change, however, is also about people and their ideas, fears, capacity and ability to stand
and work together towards a more prosperous future for all. Transformation or change
such as with mergers is dependent on employees' total commitment towards realising the
organisation's objectives. High levels of organisational commitment tend to encourage
loyalty, higher levels of productiveness and general job satisfaction.
For change initiatives to be successful though, communication across all hierarchical levels
is of the utmost importance. Management is expected to provide employees with just
treatment, provide acceptable working conditions, clearly communicate what is regarded
as a fair day's work, and give feedback on how well the employee is doing. Employees, in
return, are expected to clearly show a good attitude, follow directions and be loyal towards
x
the organisation. The psychological contract is utilised to investigate the scope of change
in an employment relationship. The psychological contract is a contract setting out mutual
expectations between employer and employee - a contract that forms the backbone of any
new relationship such as with a merger. The researcher makes use of the psychological
contract (by utilising the Tilburgse Psychologisch Contract Vragenlijst (TPC)) to explain
employer obligations; violation of employer obligations; employee obligations;
relational/transactional contract values; commitment; intention to leave; and change
perceptions.
Should either employment party not fulfill its contractual terms in any way, the
psychological contract will be breached or violated and the employee might attempt to
balance the situation by reducing his or her job efforts, badmouthing the organisation,
resorting to absenteeism or even petty theft. The worst case scenario in this destructive
process is that the employee might leave the organisation.
The purpose of this research study is to determine the effect (if any) that the mergers might
have had on the psychological- and employment contracts in the four FET Colleges that
have remained in the Free State Province.
A cross-sectional survey design was used to reach the objective of this research and an
English translation of the aforementioned questionnaire (TPC) was randomly distributed
amongst the total population of 375 employees at the Free State FET Colleges involved in
this study. A response rate of 53% (n = 200) was achieved. Results from other authors
who have used the TPC Questionnaire in their research offer support for the validity and
reliability of the scales used.
The statistical analysis was carried out with the SPSS program (SPSS, 2006), a program
that is used to conduct statistical analysis regarding reliability and validity of the measuring
instruments, descriptive statistics, t-tests, analysis of variance, correlation coefficients and
multiple regression analysis.
XI
In Article 1 the researcher focused on the effect of mergers with regard to the influence of
communication on the psychological contract as a possible factor affecting the intention to
qUit.
A multiple regression analysis (with intention to quit as dependent variable; and employer
obligations, employee obligations, and communication as independent variables) was
performed and 22.2% of the variance in intention to quit is predicted by communication and
employee obligations (F = 28.07, p< 0.01).
A practically significant correlation coefficient (p < 0.01) of a medium effect (r > 0.30) exists
between communication and relational/transactional values and between communication
and intention to quit.
In Article 2 the effect of mergers, workplace changes and the violation of employer
obligations on the psychological contract were evaluated, with special reference to job
satisfaction and organisational commitment.
In the above article a practically significant correlation coefficient (p < 0.01) of a medium
effect (r> 0.30) was found between
• change and job satisfaction;
• job satisfaction and: commitment, employer obligations, employer violations;
• commitment and: employer obligations, employer violations; and
• employee obligations and: employer obligations, employer violations.
A multiple regression analysis (with job satisfaction as dependent variable; and employer
violation, organisational commitment, and change as independent variables) was
performed and 29.9% of the variance in job satisfaction is predicted by employer violations,
change and commitment (F = 27.668, p< 0.01).
Recommendations for the organisation as well as for future research were made.Thesis (M.A. (Industrial Sociology))--North-West University, Vaal Triangle Campus, 2008.
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Stofile, Regina Ntongolozi. "Improving the strategic management of employee job performance and organisational commitment at merged higher education institutions in South Africa." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/d1018798.
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In reaction to intense global competition and increased customer demands, business firms are continuously engaged in activities to increase the effectiveness of their businesses. To be effective business firms must reduce costs, improve the quality of their products and respond quickly to the new opportunities in the market place. These activities often require the restructuring of such businesses. The restructuring of businesses often takes the form of strategic alliances, outsourcing, vertical integration, mergers or acquisitions. It is not only businesses that undergo restructuring, but recently also higher education institutions. The South African higher education system has undergone a complex restructuring process of merging universities, technikons, colleges and technical schools. This transformation of higher education in South Africa has been regulated by the Higher Education Act (101 of 1997). This restructuring took form of mergers between technikons and universities to form new higher education institutions and has been directed at correcting past educational discrimination and at ensuring equal opportunities for higher education. High levels of negativity, demoralization, demotivation and disempowerment due to higher-education restructuring have been reported, not only in South Africa, but also in other countries. Despite the above-mentioned problems identified in the restructuring of higher education world-wide, a lack of quantitative research appears to exist on the human dimension involved in the process. The main objective of the study is to improve the strategic management of the post-merger process at higher education institutions in South Africa by investigating what influence the present restructuring process exerts on the motivation, organisational commitment and job performance of their staff. The sample consisted of three hundred and twenty-nine (329) staff members from the three merged universities in South Africa. The empirical results revealed the following: To improve the strategic management of the post-merger process at universities, management needs to focus on the managing of organisational commitment, as it is the strongest determinant of the employees’ performance intent; To manage organisation commitment, management must manage especially the employees’ identification with the organisational culture of the new institutions; after organisational commitment, management must focus on employee motivation which includes increasing the employees’ satisfaction with their remuneration packages, their peer relations and their growth factors; and, To manage the employees’ identification with the organisational culture of the new institutions, management must manage employees’ perceptions about increased student access, successes in merger goal achievement and fairness of workload dispensations. The main contribution of the study is the empirical support produced for elements which should be focused upon in strategy execution, namely the interplay among employee job performance, organizational commitment, organizational culture identification and motivational rewards. By doing so, the study provided the empirical foundation for a model that could be used to strategically manage the post-merger process at universities.
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Rathogwa, Avhaathu Thelma. "The effect of mergers and acquisitions : focus on employee job satisfaction of former employees of Smartcom in Vodacom SA." Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/2713.
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Thesis (MPhil (Information Science))--Stellenbosch University, 2008.The general purpose of this study was to gain an understanding of the relationship between organisational mergers and/or acquisitions and job satisfaction. Specifically, the concept of job satisfaction was examined in relation to ex-Smartcom employees who were moved to Vodacom after the acquisition of Smartcom. Variables such as age, marital status, educational level, gender and job security were examined for a possible significant relationship to employee job satisfaction. Management involvement and intervention during the acquisition were also examined to establish whether or not this also affects employee job satisfaction. It was hypothesised that employees were dissatisfied as a result of the acquisition. The researcher used a combination of both quantitative and qualitative methods of collecting data. Through questionnaires, interviews and observation, the researcher achieved what is called ‘triangulation’ in order to get a better understanding of the results. The data was gathered and analysed effectively by using different methods of collecting and measuring data. This was done to ensure that the study’s trustworthiness, validation and reliability. The results are discussed in terms of the hypothesis set in the study. This is done through a discussion of the conclusion drawn from the findings. Even though employees are dissatisfied as a result of mergers and acquisitions, it was found that there are other factors such as work environment, pay, recognition, responsibility, team work, and security that can also lead to employee dissatisfaction. It was therefore concluded that when an acquisition is made, management should not only focus on the bottom-line, but also pay attention to the human factors that can lead to the failure or success of the acquisition. Integration and intervention programmes can be used as mechanisms for successful operations post mergers and acquisitions.
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Evran, Mehmet. "The influence of acquisition experience and post-acquisition strategies on the performance of emerging market acquirers : empirical evidence from Turkey." Thesis, Queen Mary, University of London, 2014. http://qmro.qmul.ac.uk/xmlui/handle/123456789/8039.
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In the last decade, the number of mergers and acquisitions (M&A) activities by emerging market firms has rapidly increased to exploit growing markets at home and abroad. In order to be successful in their M&A goals, these firms need to develop a specific M&A capability and manage post-M&A processes effectively. Drawing on the dynamic capabilities view, I develop a theoretical framework for emerging market acquirers that outlines the development of the acquisition capability mechanisms. I first examine the influence of prior acquisition experience on acquisition performance. I then go on to study the integration capability of emerging market firms and examine the effect of post-M&A integration strategies on the performance of acquisitions by emerging market firms. The overall results indicate that a firm‘s focal acquisition performance positively relates to prior acquisition experience that is similar to the focal acquisition. Moreover, post-M&A integration strategies vary depending on the geographical similarity of the focal acquisition. Replacing the target‘s top manager is a particularly important determinant of acquisition performance in domestic M&A. Finally, in this research, I also extend the organisational learning view and develop a multi-level analysis that examines the role of business groups alongside firm-level learning from acquisitions. The usual focus in emerging market studies is on the big emerging economies of Brazil, Russia, India and China (BRIC). I focus instead on the country case of Turkey, one of the second tier of ―biggish‖ growing economies of ―MIST‖ (Mexico, Indonesia, South Korea and Turkey). The empirical results are based on a unique hand-collected dataset of acquisitions in Turkey culled from publicly available data. The final dataset consists of 279 acquisitions between 1998 and 2011.
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Banal, Estañol Albert. "Horizontal Mergers: Uncertainty and Internal Organisation." Doctoral thesis, Universitat Autònoma de Barcelona, 2003. http://hdl.handle.net/10803/4037.
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Aquesta tesi amplia l'anàlisi teòric de les fusions entre empreses del mateix sector, les anomenades fusions horitzontals. El primer objectiu és d'identificar causes que porten a l'enorme tendència de les indústires a consolidar-se. El segon és estudiar l'impacte de les fusions tan en el nivell de preus com en el benestar de la societat. Més precisament, s'analitzen els guanys en eficiència i si aquests poden compensar els efectes anticompetitius. Així, l'anàlisi és rellevant per millorar el disseny dels sistemes de control de fusions dels serveis de defensa de la competència. El primer capítol considera un mercat molt concentrat i estudia els efectes de les decisions en inversió i l'organització interna de les empreses fusionades en l'eficiència i l'estabilitat de les fusions. No s'assumeix que les fusions generaran automàticament guanys en eficència: tot i que poden generar enconomies d'escala, i per tant costs més baixos, les empreses necessiten invertir per aconseguir-ho. A més, aquesta inversió pot ser frustrada pel conflicte que hi pot haver entre les empreses fusionades. Es mostra que, fins i tot quan no hi ha conflicte, les empreses no sempre inverteixen per aconseguir guanys en eficiència tot i que per elles es beneficiós fusionar-se. Quan hi ha conflicte fins i tot hi poden haver-hi pèrdues en eficiència i per tant hi ha moltes fusions que no són beneficioses. Com a conseqüència, si els directors de les empreses subestimen la possibilitat de conflicte, consideraran que és positiu fusionar-se tot i que després es trobaran amb una empresa menys eficient i amb beneficis inferiors als que tenien per separat.
La resta de la tesi analitza les fusions en mercats caracterizats per la presència d'incertesa. Aquesta pot provenir dels costos de producció dels béns produïts per les empreses o bé de la demanda d'aquests béns per part dels consumidors. El segon capítol analitza un mercat a on, a més de la incertesa, hi ha informació incompleta. Un cop la incertesa es resol, les empreses observen les demandes o els costos propis però no observen els dels competidors. Una de les avantatges de les fusions en aquests mercats és que, quan les empreses s'ajunten, comparteixen informació. El capítol prova que, quan l'informació incompleta és important, les empreses tenen molt més incentius a fusionar-se i que fins i tot en mercats molt poc concentrats, les fusions són beneficioses. És precisament en aquestes situacions a on l'informació és més dispersa i a on el reagrupament d'informació pot ser més positiu. Les fusions no només són més beneficioses per les empreses sinó que són més positives per la societat i en alguns casos poden ser fins i tot desitjables.
En el tercer capítol s'analitzen les fusions entre empreses que no són neutrals davant del risc, com assumeix tota la literatura, sinó que en són adverses. Aquest estudi ve motivat per l'enorme preocupació empresarial pel risc. L'estudi es pot aplicar al mercat de tour operadors i en particular al intent de fusió entre Airtours i First Choice (bloquejat per la Comissió Europea). El model permet a les empreses d'escollir com es reparteixen les accions de la nova companyia. Això té efectes pel nivell de risk sharing i pel comportament estratègic de l'empresa. Quan la competència és en quantitats, el risk sharing fa l'empresa fusionada més agressiva i per tant les fusions més beneficioses. Les fusions poden fer que els tour operadors ofereixin més capacitat a més destinacions. Quan la competència és en preus, per contra, les fusions porten a preus més alts quan l'incertesa és en el nivell de la demanda però a preus més baixos quan l'incertesa és en els costos.
This thesis broadens the theoretical analysis of the mergers between competing firms, the so-called horizontal mergers. The first objective is to analyse the causes driving industry consolidation. The second is to study the impact of mergers on prices and social welfare. More precisely, we analyse the efficiency gains of mergers and whether they may outweight the anticompetitive effects. The analysis is relevant in order to improve the design of merger control systems used by competition authorities.
The first chapter considers a concentrated market and studies the effects of investment decisions and internal organisation on the efficiency and stability of mergers. Efficiency gains are not taken for granted. Investment is required in order to achieve scale economies and therefore lower costs. Moreover, conflict within merged firms may make investement more difficult. We show that, even when there is no conflict, firms do not always invest to reap efficiency gains even if mergers are profitable. In the presence of conflict, mergers may lead to efficiency losses and therefore mergers are less profitable. Consequently, if managers understimate the possible conflict and merge, the new company could be a less efficient and less profitable firm than the forming firms separetely.
The rest of the thesis analyses mergers in markets characterised by the presence of uncertainty. This may come from production costs or consumer demand. The second chapter analyses a market where information is incomplete. Once the uncertainty is realised, firms observe their own demands and costs but not those of their competitors. One of the advantages of mergers in those markets is that, when firms joint together, they share information. This chapter shows that, when the private information is important, firms have much more incentives to merge and mergers are profitable when the market is very unconcentrated. Precisely in these situations, where the information is more disperse, is when the information sharing is more positive. Mergers are not only more profitable for firms but also more positive for the society.
The third chapter analyses mergers of firms which are not risk neutral, as it is assumed in the literature, but risk averse. This study is motivated by the enormous industrial concern about risk. The study can be applied to the tour operator market and in particular to the merger between Airtours and First Choice (blocked by the European Comission). The model allows firms to choose how to distribute the shares of the new company. This has an effect on the level of risk sharing and on the strategic behaviour of the firm. When firms compete in quantities, risk sharing turns the merged firm more aggressive and therefore mergers are more profitable. Mergers between tour operators can lead to more capacity in more destinations. When firms compete in prices, mergers result in higher prices when there is demand uncertainty but lower prices when there is cost uncertainty.
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Dionne, Steven Scott. "The impact of prior experience on acquisition behaviour and performance : an integrated examination of corporate acquisitions in the USA and UK." Thesis, University of Oxford, 2008. http://ora.ox.ac.uk/objects/uuid:47ac8c95-fc76-4caf-9e24-76944c8042ae.
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The objective of the thesis is to advance the concept of learning by explicating the mechanisms contributing to knowledge accumulation and its transfer to new situations. On the basis of 44 case studies, the framework is refined to accurately capture the unique features and outcomes of experiential knowledge in acquisitions. Feedback from the performance of prior acquisitions was found to enrich representations of action-outcome linkages and modify procedures in search and valuation. Inferential transfer though depended on similar kinds of features emerging in subsequent decisions. Outcomes therefore reflected the integration of feedback processes and similarity judgments. From the case studies, a set of hypotheses was developed and their plausibility tested, using another data set on the acquisitions of 687 managers. The research finds that the performance of prior decisions and the similarity to prior experiences materially impact behaviour. Poor performance in prior, similar acquisitions led to a reduction in subsequent risk behaviour, illustrated by the extent of risk management and by the lessening of commitment to specific transactions. The impact of performance feedback was also extant in the similarity of choice to prior experiences. The results illustrate that although feedback shapes perceptions of likelihood and expected value, similarity judgments moderate the impact of prior performance on behaviour. Given the impact on acquisition behaviour, the research also illustrates that prior experiences do not necessarily increase performance. Adaptation from prior failures was not unambiguously linked to positive returns, suggesting limitations from feedback mechanisms. Rather, the extent and similarity of acquisition experience led to a reduction in the variability of performance. By providing a framework for selecting planning procedures, greater experience tended to reduce surprises post-acquisition.
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Baraldi, Stephan. "Union mergers in times of restructuring : a psychological approach /." Stockholm : Department of Psychology, Stockholm University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-7669.
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Spiers, Thomas. "Merging and demerging in organisations : transforming identities." Thesis, University of Hertfordshire, 2008. http://hdl.handle.net/2299/2547.
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Around eighty percent of cross-border mergers do not succeed. Despite a substantial body of literature offering guidance on how to make them work, success remains elusive. Regardless of strategic direction, involving macro-level planning, restructuring of positions and improved remuneration, repeated failure indicates there is clearly a gap in our understanding. It is proposed that mergers and acquisitions (M&A) constitute a threat to social identity by disrupting longstanding patterns of relating between people. This is experienced as emotional anxiety, which is personally felt and collectively shared. In response, social defences are invoked that alleviate this distress but simultaneously inhibit the processes of recognition and conflict necessary to effect identity transformation. New relationships and connections do not therefore form and, consequently, new identity does not emerge. Hence, M&A fail. Attending to complex responsive processes of relating, particularly pertaining to the preservation and transformation of identity is crucial to the successful outcome of any M&A project. Using reflexive narrative, I have shown how anxiety and protective processes arise and offer insight into executive interventions that may be helpful. This research offers a new approach and an advance in our understanding of the social processes at work during M&A.
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Jakobsson, Maria. "Empirical studies on merger policy and collusive behaviour /." Stockholm : Department of Economics, Stockholm University, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-1400.
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Forsgren, Peder, and Margita Helgesson. "A coalition collision : A case study on organisational alterations." Thesis, Umeå University, Umeå School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1291.
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When companies go trough a merger or an acquisition all involved parties within the organisations becomes affected. These changes can affect the company in many areas which could create tensions and anxiety among employees which could create strong negative forces at the end and prevent the new organisation to function at its best. In service companies this could be of great importance to overcome since they often are dependent on functional organisations to help them create a wanted quality. This study will address this problem and will do so in a case study performed on a transportations company which have gone trough a number of mergers. Due to these mergers, the company has also grown in both numbers of employees and in financial conditions.
The applied thesis statement is: “How should a small expanding company manage the integration of acquired companies and at the same time maintain a sought identity within the organisation, in order to reach their main strategic objectives? “. The ambition is to be able to understand how the studied company has developed and also to analyse its organisational transition. Furthermore we also want to create proposals for organisations that are facing future organisational transitions, based from our findings in this study.
This study has been conducted with a hermeneutic scientific ideal and an abductive approach. The empirical collection was done inside the studied organisation in a qualitative manner. We conducted nine interviews, one with the manager (co-owner) and the other eight with employees inside the company. We wanted to be able to see both parties’ sides of the mergers. Therefore the interviews where conducted at two separate offices in different cities.
The theoretical framework consists of a number of theoretical areas, who together creates a holistic view over the entire research area. The theoretical parts consist of: Organisation, network, mergers, acquisitions, family firms, corporate culture, identity, social identity, service quality and Human Resources.
Our main conclusion is of the studied company shows that the biggest problem which the organisation faces today is the lack of communication between the manager and the employees. Although we claim that the merger has played a mayor impact on the company in many areas. Some of the main difficulties which we identified were the fact that the merger never was discussed thoroughly between the management and the employees. We also claim that the company when divided between the two offices have created a cultural gap between the wanted culture and the actual culture. We argue that the quality thinking permeates trough the entire organisation and all of the respondents have described the importance of achieving a high quality service within the organisation.
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Carrillo, Patricia M. "Mergers and acquisitions in the construction industry : an exploratory study." Thesis, Loughborough University, 2001. https://dspace.lboro.ac.uk/2134/7543.
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Mergers and Acquisitions (M&A) are major strategic initiatives undertaken by many organisations. Within the construction context, these have been used, amongst others, to accelerate growth, reduce the effects of the construction cycle, enter into new markets, and spread risk. During the last decade, M&A were recognised as the preferred vehicle for expansion into the global construction market. Major European and international construction organisations use mergers or acquisitions to increase their geographical coverage and business portfolio. Mergers and Acquisitions impact on a number of organisational dimensions ranging from `soft' issues such as organisational culture to `hard' issues such as IT integration. Four specific aspects of mergers and acquisitions are investigated within this thesis. These are as follows: Strategy, Business Portfolio and Performance Measurement of construction organisations and the impact of M&A on subsequent performance; the Acquisition Strategy adopted for entering emerging markets such as Central and Eastern Europe; the Impact of Mergers and Acquisitions on construction companies' Information Systems and Information Technology (IS/IT); and an Investigation of Knowledge Management Strategies for organisations that have undergone mergers and acquisitions. The thesis adopts a qualitative research methodology. An extensive literature review was conducted on mergers and acquisitions with particular emphasis on its use within the construction sector. The literature review provided a sound basis for theory development and identified areas in which further understanding was requiired. A multiple case study approach was selected for each of the four aspects studied and the data was obtained using semi-structured interviews. Based on the case study data, analysis and discussion were conducted resulting in conclusions for each of the four aspects investigated. The research concluded that Mergers and Acquisitions were an important vehicle for construction organisations to achieve growth, and expand geographically into new markets and new sectors. However,. the implications of mergers and acquisitions need to be understood and the processes . before, during and after the merger or acquisition is finalised need to be carefully planned and communicated to the relevant parties. Mergers and Acquisitions'- can offer' tremendous advantage to an organisation and several recommendations are made regarditig how the process may be improved within the construction context.
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Roodt, Kendra-Lynn. "Strategies for value-creation in a post-merged organisation." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/8650.
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A merger occurs when two or more organisations integrate for a specific reason and become one entity in order to ensure success. Careful consideration and thorough planning must be done and several steps need to be followed to avoid a merger being unsuccessful. Good leadership and communication strategies are the key to a successful merger. This study deals with the strategies for value-creation in a post-merged organisation and the main problem that this research study addressed was: What strategies could an organisation use to ensure that desired values are created in a post-merged organisation? To answer the above question it was necessary to address the preferred organisational values and outcomes of a successful merger and leadership strategies that organisations can utilise to ensure that the preferred values and outcomes of a merger are achieved. Thereafter, various models were outlined and evaluated and a proposed integrated model for the implementation of desired values in a merged institution element was developed to ensure that the members of the organisation internalise the desired values and that these values are reflected in all organisational functions and behaviour. Lastly, based on the theoretical findings of the literature survey, a questionnaire was developed and distributed amongst employees of the Nelson Mandela Metropolitan University (NMMU). As a result of this study it was clear that it is imperative that the decision to implement the leadership and communication strategies proposed in the integrated model remains with the senior management. The organisation will only experience success while coordinating these strategies if senior management is totally committed to the process.
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Van, Der Merwe Joanie. "The discursive construction of the concepts organisational communication and organisational culture in a merged South African company." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96138.
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Thesis (MA)--Stellenbosch University, 2014.ENGLISH ABSTRACT: This study investigates the manner in which the concept of communication is discursively constructed in a South African insurance company. The company recently underwent a merger which, according to the literature, should increase its awareness of communicative practices. The thesis builds on recent theoretical developments in organisational studies, more specifically, the linguistic turn. The focus falls on the way in which organisational communication is constructed by implementing the analytical tools of thematic analysis and discourse analysis. All of the participants in this study were involved with the merger that the company underwent. The sample of twenty-three participants included eighteen employees who took part in an electronic survey questionnaire and five employees who were individually interviewed. Additionally, documents concerning the merger were analysed to reveal the way in which the company’s organisational communication is constructed by managers. During the data collection, participants were questioned about their perspectives of organisational communication and organisational culture with regard to the merger. The data strongly shows that communication is generally not considered an important aspect in an organisation during the merging process. Interestingly, when participants’ attention is, however, drawn to specifically the concept of communication, a mechanistic view of communication is presented with only selected communicative practices considered as ‘communication’. The analysis further indicates changing communicative practices in the newly merged company. In conclusion, this study argues that organisations, especially in a merging context, can benefit from a greater awareness regarding the importance of organisational communication. Further linguistic research in the form of organisational studies in this regard is suggested.
AFRIKAANSE OPSOMMING: Hierdie studie ondersoek die wyse waarop die konsep van kommunikasie deur diskoers gekonstrueer word in ʼn Suid-Afrikaanse versekeringsmaatskappy. Hierdie organisasie het onlangs ʼn amalgameringsproses ondergaan wat volgens die literatuur behoort te lei tot ʼn toename in bewustheid van kommunikatiewe praktyke en veroorsaak dat die konteks ʼn kardinale element in die navorsing is. Hierdie tesis bou op onlangse teoretiese ontwikkelings in organisatoriese studies, met ‘n spesifieke fokus op diskoers en taal (die ‘linguistic turn’). Die fokus val op die manier waarop organisatoriese kommunikasie gekonstrueer word deur die analitiese metodes van tematiese analise en diskoersanalise te implementeer. Al die deelnemers in hierdie studie was betrokke by die amalgamering van die maatskappy. Die steekproef van drie-en-twintig deelnemers sluit agtien werknemers in wat aan die elektroniese opname deelgeneem het en vyf werknemers waarmee individuele onderhoude gevoer is. Dokumente aangaande die amalgamering is addisioneel geanaliseer om sodoende die wyse waarop die maatskappy se organisatoriese kommunikasie gekonstrueer word deur bestuurders, aan die lig te bring. Gedurende die data-insameling is deelnemers ondervra aangaande hulle perspektiewe op organisatoriese kommunikasie en organisatoriese kultuur ten opsigte van die amalgamering. Die data dui daarop dat kommunikasie oor die algemeen nie beskou word as ʼn belangrike aspek van ʼn organisasie tydens die amalgameringsproses nie. Tog, wanneer die deelnemers se aandag daarop gevestig word en hul gevra word om spesifiek te fokus op die konsep van kommunikasie, word ʼn meganiese uitkyk van kommunikasie voorgestel met slegs geselekteerde kommunikatiewe praktyke wat as ‘kommunikasie’ beskou word. Die analise lig verder die idee van veranderlike kommunikatiewe praktyke in die nuwe geamalgameerde maatskappy uit. Ter opsomming voer hierdie studie aan dat organisasies, veral in ʼn amalgameringskonteks, baat kan vind by ʼn groter bewustheid omtrent die belangrikheid van organisatoriese kommunikasie. Verdere linguistiese navorsing in organisatoriese studies in hierdie verband word voorgestel.
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Kirsch, Anja. "Union mergers in Australia and Germany a comparative study from an organisation theory perspective /." [S.l. : s.n.], 2004. http://www.bsz-bw.de/cgi-bin/xvms.cgi?SWB11103955.
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Mottram, Anne. "An exploration of the relationship between organisational culture, organisational identity and healthcare performance in a merged academic health science centre." Thesis, Imperial College London, 2015. http://hdl.handle.net/10044/1/58212.
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This study makes a significant contribution to new knowledge in the field of mergers, organisational culture and organisational identity. For the first time evidence is found on the longevity of a ‘merger effect’ which impacts on staff perceptions of organisational culture and organisational identity. Seven years on from a merger there were statistically significant differences in the mean survey scores of staff employed pre-merger and those appointed post merger. In addition there was evidence of divergent views among staff with sub-cultures and multiple identities: Staff perceive culture and identity differently based on hierarchical ranking (more positively for non-managers) and occupational group (more positively for clinicians) and are affected differently by workplace stressors during a merger. There was evidence to support a relationship between culture and identity. Over time the dominant clinical academic logic was eroded, when the merged organisation adopted a competing professional and managerial logic. Staff used cultural cues to make sense of changes however senior staff did not influence the perceptions of subordinates. Links with performance, culture and identity were ambiguous. This mixed methods inquiry in a merged Academic Health Science Centre, employed an organisational survey with 1,978 respondents, in-depth interviews, descriptive statistics, regression analyses and thematic analysis to interpret the results and to triangulation research findings. Institutional logics is the exploratory lens NHS financial pressures necessitate developing new organisational models, transformations and mergers to achieve sustainability. Findings support debates on the length of time required to achieve cultural change following a merger, the time it takes for staff to identify with the new merged entity and proposes that merger plans should take into account the longevity effect in designing post-merger integration programmes and staff differences to maximise success, paying attention to fostering staff well-being during mergers.
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Bolade-Ogunfodun, Oluyemisi F. "Organisational culture and meaning after a merger : challenges regarding craft, identity and values in the lab." Thesis, University of Reading, 2017. http://centaur.reading.ac.uk/75395/.
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This study is an ethnographic analysis of culture and meaning in a post-merger organisational context. It adopts the Geertzian notion of culture as the main conceptual framework which emphasises patterns of meaning and patterns of interaction (Geertz, 1973). In contrast to the dominant positivist epistemological approaches to mainstream organisational culture studies, this study takes an interpretivist approach. The focus is on less dominant perspectives (voices) in the post-merger organisation as a way to highlight and challenge assumptions about the nature and role of people within mechanisms underlying expressions of culture. The research questions address the nature and sources of meaning systems in a culturally diverse post-merger community and investigate responses to observed incongruences. Using an ethnographic case study methodology, post-merger cultural interactions are explored. A thematic approach is adopted for the analysis of data and main findings show the significance of the nature of creative knowledge work in the acquired population’s culture. Findings reveal how incongruence in meanings emerges from interactions between the craft culture and imposed organisational values underpinning the bureaucratic post-merger context. In addition, the study uncovers nuanced connections between craft identity, practice and the person as salient elements of the meaning system in the professionals’ community, incompatible with the more dominant market-driven ethics in the organisation. Findings also show the ethical challenges which emerge for the acquired team from the coexistence of incompatible meanings. The ethical challenges arise from the protective role played by the craft in preserving the acquired team’s meaning system against assimilation by the acquirer’s culture. These findings are relevant for studies on knowledge workers, cultural implications of strategic alliances and inform ethical concerns around incompatible values as described in Aristotelian virtue ethics theory. The cultural analysis is thus critically expanded and connected with concerns in the international business literature and relevant ethical debates.
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Dahlin, Peter. "Turbulence in Business Networks : A Longitudinal Study of Mergers, Acquisitions and Bankruptcies Involving Swedish IT-companies." Doctoral thesis, Mälardalen University, School of Business, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-432.
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The end of the twentieth centry, and the beginning of the twenty-first, was a revolving period with many mergers, acquisitions and bankruptcies among Swedish IT-companies. Such events are likely to affect more than just the companies directly involved, i.e. the bankrupt and consolidating parties, and this thesis considers the contextual embeddedness of mergers, acquisitions and bankruptcies by studying them in a business network setting.
The primary aim of this thesis is to further the understanding of business network change and its underlying dynamics. A business network is a conceptual description of the interrelatedness of companies, which makes them problematic to describe and understand. This thesis suggests a force-based approach to business network change, which focuses on the forces underlying the change rather than the actual alterations of the business network. The suggested approach emphasizes the change and enables an exploration and description of business network change based on its underlying forces, linked to form a change sequence. The events that occur and the forces they give rise to can be used to describe the character of such business network change sequences.
To enable a study of a change sequence within the Swedish IT-related business network, this thesis will use a technique designed to gather information about events and parts of the business network structure by systematizing data from news items describing mergers, acquisitions and bankruptcies involving Swedish IT-companies during the years 1994-2003. This data structuration technique enables a longitudinal and retrospective study of a business network change sequence. The analysis indicates a high possibility of inter-linkages between mergers, acquisitions and bankruptcies involving Swedish IT-companies, and describes a business network change sequence with high intensity and wide extension, which is the type of business network change with the highest potential impact, here referred to as ‘turbulence in business networks’.
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Paul, Gary William. "Strategies to create a post-merged organisational culture conducive to effective performance management." Thesis, Nelson Mandela Metropolitan University, 2011. http://hdl.handle.net/10948/d1010857.
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Mergers have been described as the most complex business process that an organisation can be faced with, requiring executives and other stakeholders to discharge the promise of a more successful merged organisation. However, several studies have highlighted the factors that led to the demise of the merged organisations. One of the often quoted and frequently blamed aspects related to merger failure has been the lack of effective post-merged organisational culture integration and alignment. Where mergers have been successful, it was attributed to a structured approach to integrating and aligning all aspects related to organisational culture thus ensuring the creation of a high performing organisation, conducive to effective performance management. The main research problem in this study centred around the identification of strategies that could be used to design an integrated model for creating a post-merged organisational culture which is conducive to effectively managing performance. To achieve this objective, the following approaches were adopted: A literature study was conducted with the view to identifying the challenges facing merged organisations in general and post-merged South African Higher Education institutions in particular. The researcher also conducted interviews with senior HR practitioner at the institutions participating in this study to gain insights into their experiences of performance within their merged institutions. The institutions involved in this study were Nelson Mandela Metropolitan University (NMMU), Cape Peninsula University of Technology (CPUT and Durban University of Technology (DUT). The insights gleaned from these interviews were incorporated into the survey questionnaire. The literature study also concerned itself with the identification of strategies that merged organisations could use in its pursuit of organisational culture alignment and integration. These strategies included conducting critical pre-merger assessments or due-diligence studies, adopting structured approaches to dealing with resistance to change, employee engagement, the design, implementation and communication of monitoring and evaluation of merger success measures as well as several other moderating variables referred to in figure 1.2. In terms of sub-problem six of the study, the findings of sub-problems one, two and five were used to develop an eight-step integrated theoretical model to create an organisational culture conducive to effective performance management in a post-merged environment. The model served as a basis for the design of a survey questionnaire. The questionnaire was used to ascertain the extent to which respondents from the three participating institutions (NMMU, CPUT and DUT), perceived the various strategies as being important in establishing a post-merged organisational culture conducive to effective performance management. The results that emerged from the empirical study showed a strong concurrence with the strategies identified in the literature study and included in the integrated theoretical model. The quantitative and qualitative results from the empirical study where incorporated into the integrated theoretical model, which lead to a refined Eight-Step Integrated Post-merged Organisational Culture Creation Model as depicted in Figure 7.1 with associated details in Figure 7.2.
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Got, Elisa, and Fabrice Sanz. "Merger & Acquisition : Avoiding the path of decay." Thesis, Linköping University, Department of Management and Economics, 2002. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-1023.
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Background : Globalisation has led company to think globally and act locally. Such a change in the business world have made emerge the need to find partner around the world, and even to merge with complementary companies in order to sustain the corporate strategic advantage and to create value.
Purpose : The objective of this paper is to integrate major Merger & Acquisitions theories in order to establish a warning model pointing out the main pitfalls changing promising motivations into failed implementation in the process of Merger & Acquisition. Such a model will aim at preventing managers engaged in a transnational horizontal merger from the potential hazards leading to value destruction.
Delimitations : We choose to focus on the transnational merger because it should play with different national management and with the consequent variance in cultural distance ; the human and social context appears more clearly as fundamentally variable when a merger involves different sensibilities.
Results : After having integrated the main theoretical finding into a holistic framework which enabled us to shape a warning model we tested successfully in case of Pharmacia-Upjohn merger, which aims at analysing the general risks of one strategic merger or/and the following implementation process.
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Barsom, Berta, and Mina Abdalahad. "När två organisationer blir en : Medarbetares upplevelser av en fusion mellan en högskola och ett universitet." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-297097.
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Walters, Chrizelda, and H. D. Vos. "The role of interpersonal justice perceptions of employees during major organisational change due to a merger and acquisition." Thesis, Stellenbosch : University of Stellenbosch, 2005. http://hdl.handle.net/10019.1/14781.
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Thesis (MA)--University of Stellenbosch, 2005.103 Leaves printed on single pages, preliminary pages i- viii and numbered pages 1-132. Includes bibliography, list of tables and figures. Digitized at 600 dpi grayscale to pdf format (OCR), using a Bizhub 250 Konica Minolta Scanner.
ENGLISH ABSTRACT: The research explored the role of interpersonal justice perceptions in an organisation undergoing change. Interpersonal justice was operationalised by dividing it into two components namely, social sensitivity and informational justice. The study falls within the qualitative and quantitative paradigm. The research was conducted at a South African financial institution undergoing change due to a merger and acquisition, and comprised of in-depth interviews as well as an exploratory survey. The sample consisted of 159 employees. The results confirm those of previous research studies regarding the relationship between interpersonal justice and job satisfaction. The results also showed that a difference in the interpersonal justice perceptions of employees at different job grades exists. Interpersonal justice perceptions are likely when employees believe that they personally are treated fairly and are being adequately informed of the changes in their organisation. This is of utmost importance if one is to create a just and efficient workforce during organisational change processes.
AFRIKAANSE OPSOMMING: Die navorsing het die rol van interpersoonlike geregtigheid persepsies in 'n organisasie wat verandering ondergaan ondersoek. Interpersoonlike geregtigheid was geoperasioneel deur dit te verdeel in twee komponente naamlik, sosiale sensitiwiteit en inligtings geregtigheid. Die studie val onder die kwalitatiewe en kwantitatiewe paradigma. Die navorsing was onderneem by 'n Suid-Afrikaanse finansiele instelling wat deur organisatoriese verandering gegaan het as gevolg van 'n samesmelting. Die navorsing het bestaan uit in diepte onderhoude asook 'n ondersoek opmeetinstrument. Die steekproef het bestaan uit 159 werknemers. Die resultate van die studie ondersteun die van vorige navorsing wat betref die verhouding tussen interpersoonlike geregtigheid en werkstevredenheid. Die resultate het ook getoon dat 'n verskil in die interpersoonlike geregtigheid persepsies van werknemers op verskillende posvlakke bestaan. Interpersoonlike geregtigheid persepsies is moontlik wanneer werknemers glo dat hulle met respek en regverdigheid behandel word. Werknemers moet ook genoegsaam ingelig word van die veranderinge in die organisasie om persepsies van interpersoonlike geregtigheid te ondervind. Dit is van uiterste belang gedurende organisatoriese veranderinge om 'n doeltreffende mannekrag waar geregtigheid geld te skep.
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Arikan, Ali F. "Structural models for the pricing of corporate securities and financial synergies. Applications with stochastic processes including arithmetic Brownian motion." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/5416.
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Mergers are the combining of two or more firms to create synergies. These synergies
may come from various sources such as operational synergies come from
economies of scale or financial synergies come from increased value of securities
of the firm. There are vast amount of studies analysing operational synergies of
mergers. This study analyses the financial ones. This way the dynamics of purely
financial synergies can be revealed. Purely financial synergies can be transformed
into financial instruments such as securitization.
While analysing financial synergies the puzzle of distribution of financial synergies
between claimholders is investigated. Previous literature on mergers showed that
bondholders may gain more than existing shareholders of the merging firms. This
may become rather controversial. A merger may be synergistic but it does not
necessarily mean that shareholders¿ wealth will increase. Managers and/or shareholders
are the parties making the merger decision. If managers are acting to the
best interest of shareholders then they would try to increase shareholders¿ wealth.
To solve this problem first the dynamics of mergers were analysed and then new
strategies developed and demonstrated to transfer the financial synergies to the
shareholders.
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Liljegren, Adam, and Daniel Johansson. "När liten blir stor : organisationskulturers förändring vid fusioner av myndigheter." Thesis, Högskolan på Gotland, Institutionen för humaniora och samhällsvetenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:hgo:diva-1941.
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Fusioner av myndigheter har blivit ett allt mer vanligt inslag i Europa och innefattar bland annat samgåenden mellan starka universitet och mindre högskolor. Anledningen till fusionerna är att skapa kvalitet i utbildningen, framförallt hos den mindre högskolan. Dock finns det aspekter som talar emot sammanslagningar då de kan skapa negativa effekter, främst på grund av kulturskillnader mellan de samgående myndigheterna. Förändringar är något som uppstår frekvent i organisationer och något som då påverkas i stor utsträckning är organisationskulturen. Uppsatsens syfte är att undersöka hur organisationskulturer förväntas bli påverkade i samband med en fusion. Fokus ligger på de kulturella skillnader som finns mellan samgående myndigheter, där den ena organisationen är större och har mer inflytande än den andra. I teoridelen av uppsatsen behandlas förändringar i organisationen, där människan har en huvudroll för utfallet av fusionen. Därefter behandlas ämnet organisationskultur genom att vi tar läsaren genom två olika perspektiv, nämligen det moderna perspektivet och ett styrningsperspektiv. Subkulturer i förändringsprocesser behandlas sedan och avslutningsvis visas en operationalisering av de olika teorierna genom en sammanfattande modell. Litteraturen som använts är vetenskapliga artiklar i ämnet samt grundverket av Schein (1992). Metoden som använts är en fallstudie av fusionen mellan Högskolan på Gotland (Hgo) och Uppsala universitet (UU). Fallstudien består av en undersökningsmix där intervjuer med nyckelpersoner i organisationen och samgåendet, enkät med personalen vid Hgo samt dokumentanalyser ingått. De olika metoderna har sedan i kombination med den teoretiska modellen gjort att vi kunnat genomföra en analys av fusionen. Den förväntade påverkan som en fusion kommer att skapa hos en mindre myndighet i samgåendet med en större myndighet skiljer sig en del hos medarbetare och det finns både positiva och negativa föreställningar. Hgo:s flexibla och oformella arbetssätt byts ut mot ett mer formellt och stabilt förhållningssätt med längre beslutsvägar men med mer förankrade beslut. Eventuellt kommer det att uppstå en subkultur där Campus Gotland har kvar den kultur de byggt upp inom Hgo. Risken finns då att det blir en oenig organisation som spretar åt olika håll, men målet enligt intervjurespondenterna är att skapa det bästa av två världar. Om Hgo:s positiva delar av organisationskulturen kan kvarstå tillsammans med stabiliteten som UU ger Campus Gotland har förväntningarna från nyckelpersonerna infriats. Andra resultat som framkommit av studien är att det vid fusion mellan en mindre och en större myndighet bör lyftas upp kulturskillnader för att försöka kombinera dem på bästa sätt. Att försöka bilda en enad, ny sammanslagen organisation genom att skapa delaktighet hos anställda i processerna är en aspekt som förväntas påverka utfallet i en positiv bemärkelse. Något vi upptäckte i undersökningen var att de djupare delarna i organisationskulturen, de underliggande antaganden, var de som förväntades förändras i störst grad vid en fusion, vilket kan ses som ett stort problem som skapar oro hos anställda.Mergers of public authorities have become an increasingly common feature and include mergers between strong universities and smaller colleges. There are aspects that militate against mergers because they can create a negative impact, mainly because of the cultural differences between the merging authorities. This paper examines how organizational cultures are expected to be influenced in mergers. Focus is on the cultural differences between merging agencies, when one organization is larger and has more influence than the other. A case study was made of the merger between Uppsala University and Gotland University, based on a research mix which included interviews with key persons in the merger, a poll with the staff at Gotland University and document analysis. The conclusion of this study is that cultural differences should be lifted to the surface so that they can be combined. To create a united new, merged organization it is necessary to raise participation among employees in the merger process. A result that we found in the study was that the deeper parts of the organizational culture, the underlying assumptions, were those that expected to change the most in the merger, which is viewed as a major problem that creates anxiety among employees.
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Cusolito, Ana Paula. "Economics of organisations and development." Doctoral thesis, Universitat Pompeu Fabra, 2008. http://hdl.handle.net/10803/7375.
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La presente tesis contiene tres ensayos sobre la Economía de las Organizaciones y el Desarrollo Económico. Cada capítulo se centra en un tópico distinto, cuya relevancia ha sido destacada por la literatura sobre Desarrollo Económico en la últimas dos décadas.La motivación del primer ensayo reside en el hecho de que el inapropiado funcionamiento de las instituciones políticas y económicas constituye un obstáculo severo para el progreso económico. El ensayo analiza el rol de la concentración de la propiedad de las empresas de media para restringir la corrupción burocrática. El segundo ensayo está inspirado por la literatura sobre los determinantes del progreso tecnológico. El capítulo estudia el impacto de la competencia y la liberalización de la entrada en los mercados sobre la dirección del progreso tecnológico. El ensayo se centra en la comparación de las ventajas y desventajas de orientar el cambio tecnológico hacia la creación de bienes de mayor o menor calidad. El último capítulo explora cómo las diferencias tecnológicas entre empresas que se fusionan afectan la eficiencia productiva de la nueva organización.
This thesis contains three essays on the Economics of Organisations and Development. Each essay focuses on a different topic that has received special attention by the Development literature over the last two decades.
The first chapter is motivated by the fact that malfunctioning institutions constitute a severe obstacle for economic progress. It centers the analysis on the role of the media to constrain bureaucratic corruption. The second chapter is inspired by the large and influential literature on the determinants of the technical progress. The chapter focuses on the role of market competition and entry liberalization to affect the direction of the technical change. It analyzes the trade-off between doing quality up-grading or creating new but low-quality goods. The third chapter explores the role of conflicting organisational technologies to affect the economic performance of merging firms.
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Axhall, Caroline, and Lina Tjärndal. "Konsekvenser för organisationskulturen vid en sammanslagning av två organisationer : En kvalitativ studie inom offentlig sektor." Thesis, Högskolan Väst, Avd för företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:hv:diva-11335.
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Begreppet förändring i organisationssammanhang innefattar mycket, det vi kommer att fokusera på i följande studie är sammanslagningar. Sammanslagningar blir allt vanligare i den dynamiska och föränderliga värld vi lever i. Vid förenande av två olika organisationskulturer är det oundvikligt att undgå att organisationskulturen påverkas. Att ha kunskap om hur sammanslagningar påverkar organisationen är viktigt för att det ska fungera som en lönsam och givande strategi att vidta. Tidigare forskning påvisar att organisationskulturen kommer att påverkas av sammanslagningar, detta genom att organisationskulturen har en stark inverkan för hur utfallet av sammanslagningen blir. Organisationskulturen kan förändras vid sammanslagningar då förändringen medför nya aspekter inom organisationen, vilket i sin tur påverkar organisationskulturen. Två återkommande faktorer som fanns inom forskningsområdet var ledarskap och kommunikation. Våra forskningsfrågor för följande studie är: -Vilka konsekvenser kan uppstå vid sammanslagningar av två organisationer vars kulturer skiljer sig åt? -Hur kan ledarskap och kommunikation bidra till att utveckla organisationskulturen inom organisationen? Syftet med studien är att bidra med ökad kunskap om hur kulturella förhållanden såsom organisationskultur kan påverkas av en sammanslagning. Följande studie är inriktad till ledare för att öka kunskapen och medvetenheten om hur sammanslagningar och organisationskultur kan utvecklas och hanteras för att övergången ska bli givande och att organisationen ska kunna ha en stärkt gemensam organisationskultur. För att kunna genomföra detta valdes en kvalitativ metod med ett hermeneutistiskt tolkande synsätt. Det insamlade materialet för studien baseras på vetenskapliga artiklar och semistrukturerade intervjuer med tio utvalda intervjupersoner. Studiens analys och slutsats grundas på de intervjusvar vi fått till oss via intervjutillfällen med både ledare och lärare inom organisationen. Slutsatsen påvisade att geografiska distanser mellan organisationer kan bidra till minskad grad av samhörighet. För att ledarskapet och kommunikationen ska utveckla organisationskulturen inom organisationen krävs det tydlighet och strukturering.The concept of change in organizational contexts involves much, what we will focus on in the following study are mergers. Mergers are becoming more common in the dynamic and changing world that we live in. When two different organizational cultures are combined, it´s inevitable to avoid organizational culture being affected. Having knowledge about how interactions affect the organization is important in order to serve as a profitable and giving strategy. Previous research shows that organizational culture is affected by collusion, because the organizational culture has a strong impact on the outcome of the merger. Organizational culture can change in mergers, as the change brings new aspects of the organization, which in turn affects organizational culture. Two recurring factors that existed in the field of research were leadership and communication. Our research questions for the following study are: - What consequences can arise in the mergers of two organizations whose cultures differ? - How can leadership and communication contribute to developing organizational culture within the organization? The aim of the study is to contribute with increased knowledge of how cultural conditions such as organizational culture are affected by a merger. The following study focuses on leaders in raising awareness and awareness of how mergers and organizational culture can be developed and managed to make the transition rewarding and that the organization should have a stronger common organizational culture. In order to accomplish this, a qualitative method was chosen with a hermeneutically interpretative approach. The collected material for the study is based on scientific articles and semistructured interviews with ten selected interviewees. The analysis and conclusion of the study is based on the interviews we received through interviews with both leaders and teachers within the organization. The conclusion showed that geographical distances between organizations can contribute to a reduced degree of cohesion. In order for leadership and communication to develop organizational culture within the organization, clarity and structuring are required.
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Arikan, Ali Ferda. "Structural models for the pricing of corporate securities and financial synergies : applications with stochastic processes including arithmetic Brownian motion." Thesis, University of Bradford, 2010. http://hdl.handle.net/10454/5416.
Full textAbstract:
Mergers are the combining of two or more firms to create synergies. These synergies may come from various sources such as operational synergies come from economies of scale or financial synergies come from increased value of securities of the firm. There are vast amount of studies analysing operational synergies of mergers. This study analyses the financial ones. This way the dynamics of purely financial synergies can be revealed. Purely financial synergies can be transformed into financial instruments such as securitization. While analysing financial synergies the puzzle of distribution of financial synergies between claimholders is investigated. Previous literature on mergers showed that bondholders may gain more than existing shareholders of the merging firms. This may become rather controversial. A merger may be synergistic but it does not necessarily mean that shareholders' wealth will increase. Managers and/or shareholders are the parties making the merger decision. If managers are acting to the best interest of shareholders then they would try to increase shareholders' wealth. To solve this problem first the dynamics of mergers were analysed and then new strategies developed and demonstrated to transfer the financial synergies to the shareholders.
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De, Sousa Vanessa Alexandre. "The impact of a merger on the motivational levels and organisational culture of amalgamated beverage industries employees in country region." Thesis, Bloemfontein : Central University of Technology, Free State, 2006. http://hdl.handle.net/11462/69.
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Thesis (M. Tech.) -- Central University of Technology, Free State, 2006In today’s dynamic and uncertain business environment, employees are required to work together to achieve a common goal. An organisation cannot survive without a highly motivated and progressive workforce. Management need to be highly innovative and adaptive, to survive the intensity of competition and change. This study is based on the conviction that enhancing and sustaining employee motivation is a manager’s major function. In effect, management need to create and maintain a culture that fosters motivation, and determine whether employees are culturally adaptable, when two established cultures merge as one. Against this background, the focus fell on attaining optimum performance and a culture that evokes a spirit of co-operation and is conducive to motivating employees to work willingly and effectively. The Amalgamated Beverage Industry was selected for the purpose of this study. The perceptions and opinions of management and that of the lower level employees were examined to determine the impact on the work motivational levels and organiastional culture within Country Region employees. A probable influence was also given on the possible factors contributing to the maintained level of organisational culture and the high motivational levels within ABI. Attention was also focused on culture change and its possible impact on employees.
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Masemola, Sheweng Emily. "Employee turnover intentions, organisational commitment and job satisfaction in a post-merger tertiary institution : the case of the University of Limpopo." Thesis, University of Limpopo (Turfloop Campus), 2011. http://hdl.handle.net/10386/484.
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Thesis (MBA) -- University of Limpopo, 2011The change or transformation of higher education institutions in South Africa (SA) was mandated by the government, as a response to address past disparities that prevailed as a result of the apartheid government. These disparities, included inter alia, improving access to higher education institutions, improving staff and student equity and improving the quality of higher education throughput. The merger of higher education institutions in SA, like any other institution in another country that had undergone a similar form of change, mostly share the similar experiences, especially if the mergers are mandated by the government. The fundamental issue and the inspiration of the study is the impact of the merger, whether directly or indirectly, on employees’ job satisfaction, organisational commitment and intention to leave. The target population of the study was the university of Limpopo employees, clustered into three categories, viz. the academic, administrative and support services personnel. The study used a random sampling method. A questionnaire, with a combination of closed and open ended questions, was used to collect data. The results indicated that the respondents were not satisfied with their jobs had low organisational commitment and some intentions to leave the employ of the university. However, they indicated that the merger had very little effect on these results.
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Frommer, Ranja. "Between expectation and experience." Doctoral thesis, KTH, Industrial Economics and Management, 2001. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-3256.
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The problem areas of the 'human side' of mergers andacquisitions as well as post-merger integration are focusedupon in this study. An extensive review of merger-relatedliterature points to the problematic nature of this area oforganisation. Through the analysis of two international casemergers, their post-merger integration processes and theirproblem areas, the nature and causes of these problem areas areinvestigated. The results of the investigation indicate thatexpectations influence mergers and post-merger integration.What seems to be expected of mergers, post-merger integration,of the management of these processes as well as the involvedparties plays a role in the interpretation of and reaction tomerger-related occurrences. If expectations of a merger or anyof its specific features are not met, attitudes towards themerger can get increasingly negative. This evidentlynecessitates 'expectation management' within mergers and theirpost-merger integration processes.
KEY WORDS: merger, acquisition, post-merger integration,'human side' of organisations, expectation, experience, casestudy, emergent theory
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Kwok, Wai Paik. "Subordinate—leader trust in mergers and acquisitions in multicultural emerging economies." Thesis, Aix-Marseille, 2018. http://www.theses.fr/2018AIXM0229.
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Cette thèse met en lumière la confiance dans les nouvelles relations entre un subordonné et sa hiérarchie qui s’établissent après une fusion-acquisition (fusac) dans un pays émergent multiculturel. Un grand nombre de chercheurs s’est intéressé à la question du taux d’échec de plus de 50% des fusac. De nombreuses difficultés caractérisent le processus d’intégration d’une entreprise après son acquisition, y compris pour les employés. L’établissement de la confiance est un facteur clé du succès. S’appuyant sur des travaux effectués sous l’angle culturel des fusacs, ces trois essais traitent d’une lacune dans la connaissance de la dynamique de confiance et de la dynamique culturelle lors de l’intégration d’entreprises dont le personnel est multiculturel. L'essai 1 développe un cadre théorique pour l’étude de la confiance d’un subordonné issu d’une entreprise multiculturelle acquise envers la direction des acquéreurs étrangers, sur la base de la similitude ethnique ou religieuse. L’essai 2 teste plusieurs hypothèses sur la (dis)similitude religieuse et la confiance à partir du cadre théorique élaboré, modérées par trois facteurs spécifiques à l’acquisition. L’essai 3 examine la dynamique culturelle et la dynamique de confiance au travers de deux études de cas : une acquisition malaisienne locale comparée à l’acquisition d’une entreprise malaisienne par une entreprise sud-africaine. L’analyse par abduction de 35 interviews d’employés des entreprises acquéreuses et acquises met en évidence que la perméabilisation des frontières managériales a facilité le développement de la confiance entre les subordonnés et leur directionThis dissertation illuminates trust in new subordinate—leader relationships arising from mergers and acquisitions (M&As) in multicultural emerging economies. A large body of researchers has probed the notorious M&A failure rate of over 50%. Complexity and uncertainty characterize post-acquisition integration including for the personnel. Trust is a key success factor. Building on research into the cultural perspective of M&As, three related essays address a knowledge gap in trust and cultural dynamics when integrating firms with multicultural personnel. Essay 1 develops a theoretical framework of multicultural acquired-firm subordinate trust in foreign acquirer leaders, based on ethnic or religious similarity. The M&A concept of multiculturalism is combined with self-categorization and similarity-attraction theories to explicate how subordinates alleviate integration uncertainty to develop trust. Essay 2 tests religious (dis)similarity—trust hypotheses from this framework, moderated by three acquisition-specific factors. Policy-capturing data from 411 multifaith Malaysian personnel demonstrates the nuanced role of religion as a catalyst (constraint) of trust in cross-border M&As. Essay 3 examines the cultural and trust dynamics in two case studies, comparing a domestic Malaysian acquisition and a South African—Malaysian acquisition. Abductive analysis of 35 interviews of acquirer and acquired-firm personnel reveals that managerial boundary spanning facilitated subordinate—leader trust development. Paradoxically, integrating the domestic rather than cross-border acquisition was more complex when within-country religious diversity and linguistic diversity are considered
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Kalaani, Adrian. "La fusion de sociétés en droit interne et international : contribution à la notion de "contrat-organisation"." Thesis, Paris 2, 2015. http://www.theses.fr/2015PA020054.
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La fusion est l’opération par laquelle une ou plusieurs sociétés transfèrent, par la suite de leur dissolution sans liquidation, leur patrimoine à une société préexistante ou nouvellement créée; ce transfert s’opère moyennant la distribution de parts sociales aux associés de la société dissoute. En adoptant cette définition, le législateur européen et son homologue français ont souligné les effets principaux de la fusion en demeurant toutefois silencieux sur sa nature juridique. La doctrine et la jurisprudence se sont relayées afin de lever le doute qui régnait en la matière. Finalement, il semble que la notion originale de contrat-organisation soit la plus apte à saisir convenablement la nature de la fusion. La fusion est un contrat-organisation qui entraîne une mise en commun du patrimoine et des membres de chacune de sociétés fusionnantes au sein d’une seule société préexistante ou nouvelle. L’opération, qui ne saurait être réduite à une simple permutation de biens et valeurs, élabore un jeu de coopération entre les sociétés contractantes qui, désormais regroupées en une seule entité, gagneront et perdront conjointement. Cette qualification retenue en droit international privé conduirait à appliquer à la fusion distributivement la "lex contractus" et la "lex societatis". L’intervention d’une "lex contractus" propre à la fusion permettra, d’une part, de désigner la loi compétente pour régir les questions relevant de la nature contractuelle de l’opération et, d’autre part, de remédier aux insuffisances avérée de la méthode conflictualiste classique qui se contentait de l’articulation des "lex societatis"The merger is an operation whereby one or several companies transfer all their assets, after their dissolution without going into liquidation, to an existing or new company in exchange for the issue of shares to their shareholders. This definition adopted by European and French legislators brings out the merger’s main effects without revealing its legal nature. Both doctrine and jurisprudence have struggled to clear up the confusion. The concept of “contrat-organisation” seems to be the most suitable in order to seize properly the merger’s legal nature. The merger is a “contrat-organisation” that leads to join the merging companies’ assets and members in an existing or new company. Therefore, the operation cannot be reduced to a simple exchange of assets and values between parties. On the contrary, the gathering of the contracting companies in a single entity will establish a rule of cooperation between them in a way that they will make profits or loose jointly. The transposition of the same legal characterization in the private international law requires a distributive application of the lex contractus and the lex societatis to be able to choose the applicable law to the merger. Applying the merger’s own specific lex contractus will help address the insufficiencies of the classical conflict of laws’ method solely based on the division of laws applicable to the merging companies
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Brolin, Louise, and Maja Oderstedt. "Det mångkulturella äktenskapet : Internationella fusioner, problematiken då två parter blir till en." Thesis, Södertörns högskola, Institutionen för ekonomi och företagande, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-5540.
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Background: Thanks to the globalization and the EU the international trade is growing faster than ever and companies are able to change ownership across the borders of the nations. Today one can talk about global marketplace with a deeper integration of the economies of the world. The rapidly growing list of mergers of Swedish companies since the last 10 years indicates that the global companies of today is using mergers as a strategic tool for continue their growth. However the number of unsuccessful mergers is big. The need of understanding and knowledge about different cultures is growing in the global business climate of today, since the collaborations across de national borders are increasing. Problem formulation: Which international strategies are fortunate in international mergers with Swedish companies? Purpose: The purpose is to analyze the integration of the three mergers; Vin&Sprit – Pernod Ricard, Astra - Zeneca and Telia – Sonera. Method: This study is a case study with a qualitative approach. The method in this paper consists of interviews and written sources. For the most part primary data is used, but secondary data will also occur. Conclusion: The study doesn´t find any relation between strategy and successful merger. However there is an indication that one of the mergers in this study, who is using a long term development strategy and a short termexchange strategy, gets a better result than those two mergers solely using a short term exchange strategy. National culture affect the choice of strategy and the structure of the organization, and as the number of international mergers increases so does the need of
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Gynne, (Leppänen) Annaliina. "Effects of English as a Corporate Language on Communication in a Nordic Merged Company." Thesis, Mälardalens högskola, Akademin för utbildning, kultur och kommunikation, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-8046.
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In the business world facilitation of corporate communication through the use of a single language has become almost a standard procedure. There is little knowledge, however, regarding how working in a language other than the mother tongue affects our thought processes and functionality at work. This study is an attempt to clear some issues around the subject. The purpose of this study is to explore the impact of the corporate language, English, on managers’ communication within the organisation. The target group includes Finnish and Swedish managers working at a Nordic IT corporation, TietoEnator. The study was conducted by combining theoretical material on communication, language and culture with the empirical results of 7 qualitative interviews. The results show us that using a shared corporate language has both advantages and disadvantages. English helps in company internationalisation and in creating a sense of belonging, but also complicates everyday communication. The main disadvantage that English has caused is the lack of social communication between members of different nations in an unofficial level. The main conclusion is that the corporate language is not at all times sufficient fulfil the social needs of the members of the organisation. Through this lack of socialisation it is possible that the functionality of the organisation loses some of its competitive advantage in the business markets.
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Kakavelakis, Konstantinos. "Organisational change and the process of knowing : the role of communities of practice within the context of a merger in the UK brewing sector." Thesis, Cardiff University, 2006. http://orca.cf.ac.uk/55635/.
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This dissertation presents the findings from a study focusing on the emergence of communities of practice in the context of organisational change. In doing so, it tries to examine how informal learning might be influenced by change - which in several cases implies alterations in practice/work - and it explores the possibilities for organisations to "manage" communities of practice to improve performance. Research took place in a merging organisation in the UK brewing sector. The author gained access in two settings: the finance department of the organisation's Northern Irish subsidiary based in Belfast and the telesales department of the Scottish subsidiary based in Glasgow. Overall, 60 semi-structured interviews were conducted with participants from both settings while the author also had the opportunity to employ non-participant observation and document analysis, The study examines the way in which informal learning and knowledge sharing unfolded in the two settings, following the merger, while also exploring the outcomes of those processes through a perspective that favours "knowing" as part of action. The findings show that in Belfast, where the nature of change resembled past experiences and the historically constituted workplace context favoured similar efforts, knowledge sharing was characterised by a relative lack of conflict. In contrast, change in Glasgow was seen as more radical in its nature as it affected key elements of the work/practice of the telesales employees and it was linked to further changes in the sectoral context in which the organisation operated. Consequently, knowledge sharing lacked coherence and it was influenced by workplace politics and the existence of divergent understandings of what successful practice was in the setting. Accordingly, the challenges for those responsible for operationalising change were different in the two settings. The findings also reveal that the nature of work/practice within the two settings differentiated the outcomes of the process of informal knowledge sharing and application as well. Therefore, in Belfast informal collaboration among the local practitioners led to a standardisation of working procedures. In contrast, given the important role that the telesales department had in realising the new company's strategy, knowledge sharing in Glasgow led to an improvisation in working procedures, something that allowed local practitioners to remain innovative in the course of their jobs. The study concludes that a better understanding of the ways in which learning and knowledge sharing develop in communities of practice can be achieved by locating those processes in their meaningful contexts, paying attention at the same time to the role of power differences. This task, in combination with an adoption of a dynamic view of knowledge, can also help us explore more critically the implications that those informal processes of learning have for managerial action.
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Halford, Margaret Elizabeth. "Dilemmas of duality : a study of organisational transition and student progession in a merged institution combining further and higher education." Thesis, University College London (University of London), 2009. http://discovery.ucl.ac.uk/10019914/.
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In England, post - compulsory education is separated by the binary divide of the Further and Higher Education Act (1992), which established different funding and inspection bodies for the respective sectors. However, there are institutions which offer both further and higher education, styling themselves `dual-sector' or mixed-economy' institutions. Such institutions are situated within a continuum of collaborative arrangements, operating across the sectoral boundaries of further and higher education, ranging from full institutional merger to the franchising of qualifications. This thesis investigates the impact of institutional merger upon a specific institution, using a case - study approach to explore whether combining further and higher education within a single institution, can create a unified organisation that improves student progression. In doing so, it is situated within the field of higher education policy and explores the historical origins of the university and its contemporary purpose, together with the development and current function of further education. The methods of enquiry include document analysis and primary research, in the form of interviews with students progressing from further to higher education (Level 3 to Level 4), and from Level 5 (HND and Foundation Degree) to Level 6, together with interviews with academic — managers in the merged institution, exploring their perceptions of working in a dual-sector institution. I argue that full institutional merger produced some unintended consequences, which were in conflict with the rationale for merger, in some instances, but which also resulted in some unexpected benefits. The espoused objectives of the merger, in line with policies to widen participation in, and improve access to, higher education were predicated upon increased progression and cost reductions. The key themes of this research are widening participation, student progression and organisational transition. The emergent issues of boundaries, identities, transitions and organisational cultures, provide the framework for the presentation of research findings.
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Csikasz, Simon, and Yuyi Hua. "Att leda en fusion : en fallstudie om Orkla Foods Sweden." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-983.
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Det råder spridda tankar inom forskningen kring hur ledarskap påverkar förändringsprocesser.Dessa förändringsprocesser är vanligtvis till följd av att sammanslagningar sker för att skapasynergieffekter, uppnå affärsvärde eller växa på marknaden. Vi valde att undersöka fusionensom Orkla Foods Sweden gjorde under 2013-2014, vilket inkluderade tre stora företagProcordia, Abba Seafood och Frödinge. Fallet var intressant att forska kring, dels för att det ärden största sammanslagning inom “livsmedel Sverige” och för att de blev nominerade till“European exellence awards” för deras kommunikationsarbete i fusionen.Denna uppsats har fokuserat på ledarskap och hur det kan stödja de olika stegen i ensammanslagning. Genom att adoptera kvalitativa metoder, till exempel intervjuer, kundestudien fördjupa sig i hur ledare tänkte och gjorde i olika situationer. Slutsatserna indikerar attledarskapsstilar hade en stöttande funktion i de olika stegen av en fusion. I många fall kanstudien stärka tidigare teorier inom organisationsförändringar, samtidigt fanns det ett behovav anpassning för den valda situationen, vilket inte speglas i de teorier som tas upp i dennastudie.Surprisingly, research within mergers and acquisitions is scarce, and even more so when itcomes the leadership in these transformational changes. In this case study, we examine theOrkla Foods Sweden merger, which was implemented in 2013 and 2014. Abba Seafoods andFrödinge Mejeri were merged with Procordia, which, in turn, became Orkla Foods Sweden.The merger was probably the largest in the Swedish food industry, at the time it wasimplemented. It received a nomination for the communication efforts. Communication wasinstrumental throughout the process, and the leaders were well trained and prepared beforeand during the phases. We have focused on leadership and how it supports the change.Furthermore we used qualitative methods such as semi-structured interviews. This thesis wasable to establish a connection between different stages of a merger and the leadership thatsupports it. Several leadership styles could be linked to pre and post merger phases. Lastly,this thesis found that a comprehensive communication plan and organizational structureultimately enabled the leaders to succeed with their mission and goals. In many cases thisstudy can agree with Kotter and other pioneers within change, but new discoveries should beresearched further.
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Thom, Marcel. "Deal shaping in merger-and-acquisition negotiations : an exploration of organizational learning /." [S.l. : s.n.], 2003. http://www.gbv.de/dms/zbw/373230435.pdf.
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Van, Schalkwyk Phillipus Johannes. "A conceptual framework and considerations for mergers and acquisitions in the information technology arena / P.J. van Schalkwyk." Thesis, North-West University, 2007. http://hdl.handle.net/10394/2038.
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Korosec, Robert. "Förbundsbildning av Räddningstjänsten Skåne Nordväst - En studie om bildandet av räddningstjänstförbund mellan tre kommuner ur ett organisations- och beslutsteoretiskt perspektiv." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-21699.
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Formerna för styrning och organisering av kommunal räddningstjänst har under de senaste 40 åren förändrats där sammanslagningar och förbundsbildningar har blivit ett vanligt förekommande fenomen. Fenomenet verkar härstamma från den amerikanska tillverkningsindustrin i slutet av 1800-talet och nu tycks fenomenet även kommit till den kommunala räddningstjänsten. Trenden har enligt Sveriges Kommuner och Landsting (2015) pekat mot en fortsatt utveckling av förbundsbildningar inom kommunal räddningstjänst. Det intressanta är att möjligheten att kunna bilda kommunalförbund har funnits i lag sedan 1919 men det dröjde 75 år innan sammanslagningar blev en intressant organisationsform för kommunala räddningstjänster.Uppsatsens syfte är att, med hjälp av kvalitativa intervjuer, försöka förstå samt belysa vad eller vilka orsaker som kunde varit bakomliggande beslutet att bilda ett gemensamt räddningstjänstförbund för de tre kommunerna Helsingborg, Ängelholm och Örkelljunga. Studien anses befinna sig i skärningspunkten mellan organisationsteoretiska samt beslutsteoretiska perspektiv med fokus på litteratur som kopplar samman organisationer med dess omgivning, beslutsfattande i komplexa situationer samt motiv till beslut i offentlig kontext. Den teoretiska referensramen utgår från nyinstitutionell teori, domänteori och garbage-can teori.Uppsatsen har resulterat i tre gemensamma orsaker till förbundsbildningen som tematiserats till förväntad utveckling, bättre kvalité och effektivitet samt utveckla samverkan medan två avvikande orsaker har tematiserat till förutbestämt och bryta tradition. Det som främst framkommer är att tolkningen av sammanslagningen och förbundsbildningen inom Skåne nordväst har skett på grund av en strävan efter framgång samt viljan att effektivisera verksamheten. En slutsats kan det då tolkas som att förbundsbildningen av Räddningstjänsten Skåne Nordväst har främst drivits som ett moderniseringsarbete, för att avveckla en gammal organisationsform i syfte att ersätta den med en nyare och legitimare organisationsform.Kunskapsmässigt bidrar studien till forskning som betraktar räddningstjänsten i ett större sammanhang, och specifikt utifrån ett organisationsteoretiskt perspektiv med förhoppningen att inspirera till ytterligare studier av räddningstjänsten ur ett organisationsteoretiskt perspektiv.The formation for governance and organization of municipal rescue services have changed over the last 40 years where mergers and unions are now a common phenomenon. The phenomenon seems to be descended from the American manufacturing industry at the end of the 1900 century where the phenomenon also seems to have spread to the municipal rescue service where the trend according to the Swedish Association of Local Authorities and Regions (2015) points to a continued development of unions in municipal rescue services. The interesting thing is that the opportunity to form municipal associations has been in law since 1919 but it took 75 years before mergers became an interesting form of organization for municipal rescue services.The purpose of the essay is, with the help of qualitative interviews, to try to understand and to highlight what underlying reasons could have been to decide to form a joint Rescue Service Association within the three municipal emergency services Helsingborg, Ängelholm and Örkelljunga. The study is at the intersection of organizational theory as well as decision-making theoretical perspectives with a focus on literature that connects organizations with its environment, decision-making in complex situations and motivations for decisions in public context. The theoretical frame of reference is based on institutional theory, domain theory and garbage-can theory.The result of the essay has resulted in three common reasons for the formation of the union which has been thematized to expected development, better quality and efficiency and develop collaboration, while two deviant causes have been thematized to predetermined and breaking of tradition. The main result is the interpretation that the merger and the union formation within Skåne nordväst have taken place due to a desire for gaining success and the willingness to improve the efficiency within the organization. A conclusion can then be interpreted that the association of Civil Protection Skåne Nordväst has mainly been run as a modernization work to dismantle an old organizational form with intent to replace it with a newer and more legitimate organizational form.The study contributes knowledge to research that considers the emergency services in a broader context, and specifically from an organizational theory perspective, with the hope of inspiring further studies of rescue services from an organization theory perspective.
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Marin, Pierre. "Analyse des effets des pratiques de mutualisation sur la performance des organisations publiques locales : le cas des Services départementaux d'incendie et de secours." Thesis, Pau, 2014. http://www.theses.fr/2014PAUU2011/document.
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Résumé de la thèseCette recherche doctorale propose une analyse de l’impact des pratiques de mutualisation et de leur mise en œuvre sur la performance globale des organisations publiques. Cette recherche propose une définition des pratiques de mutualisation, en s’appuyant en particulier sur celles plus connues dans le privé comme la collaboration, le reengineering ou encore les fusions-acquisition. Elle s’appuie aussi sur la théorie des coûts de transaction et du changement organisationnel. D’autre part, l’analyse de la performance se fait à travers un prisme multidimensionnel que notre étude vient opérationnaliser. L’originalité de la recherche repose sur l’usage mixte d’une méthode quantitative, avec une enquête réalisée auprès des services départementaux d’incendie et de secours (SDIS) en France, et d’une méthode qualitative, à travers l’analyse approfondie d’une recherche-intervention de trois ans effectuée au sein d’un SDIS. Au global, les apports de la recherche apparaissent multiples. Tout d’abord, sur le plan théorique, il est notamment proposé un modèle novateur d’analyse de l’influence des pratiques de mutualisation et de leurs modalités de mise en œuvre sur les différentes dimensions de la performance publique localeThis doctoral research is dedicated to the analysis of the impact of shared-resources mechanisms and their implementation on the global performance of public organizations. This research gives a proper definition to this mechanisms based on different concepts used for the private sector such as collaboration, reengineering or mergers and acquisitions. Moreover, this study is based on transaction cost theory and organizational changes. In addition, the analysis of performance that we propose uses a five dimension model that we were able to operationalize. The originality of the approach is linked to the use of both quantitative and qualitative analysis through a quantitative survey carried out in all Departmental Fire and Emergency Service in France, and, on the other and, a research-action led in one of them. The results of our research are numerous. The most important result is that the methodology of the implementation of shared resources mechanisms appears to be the most significant element which can create performance. Secondly, we propose a range of key success criteria of the methodology that can be used by manager in the public sector to run efficient shared-resources mechanisms