Littérature scientifique sur le sujet « Sensemaking. Organizational identity. Merger and Acquisitions »
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Articles de revues sur le sujet "Sensemaking. Organizational identity. Merger and Acquisitions"
De Bernardis, Luigi, et Luca Giustiniano. « Evolution of multiple organisational identities after an M&A event ». Journal of Organizational Change Management 28, no 3 (11 mai 2015) : 333–55. http://dx.doi.org/10.1108/jocm-05-2014-0096.
Texte intégralBommaraju, Raghu, Michael Ahearne, Zachary R. Hall, Seshadri Tirunillai et Son K. Lam. « The Impact of Mergers and Acquisitions on the Sales Force ». Journal of Marketing Research 55, no 2 (avril 2018) : 254–64. http://dx.doi.org/10.1509/jmr.16.0059.
Texte intégralJoseph, Jay. « Managing change after the merger : the value of pre-merger ingroup identities ». Journal of Organizational Change Management 27, no 3 (6 mai 2014) : 430–48. http://dx.doi.org/10.1108/jocm-10-2013-0184.
Texte intégralHeidemann, Christina, et Dirk Holtbrügge. « Dynamics of Organizational Identification in the Wake of a Foreign Acquisition ». Journal of Applied Behavioral Science, 11 mars 2022, 002188632210809. http://dx.doi.org/10.1177/00218863221080951.
Texte intégralMakri, Eleni. « Group processes, intergroup relations and human resource practices in mergers and acquisitions post-combination : A critical review and research agenda for the future ». Environment and Social Psychology 2, no 1 (8 janvier 2017). http://dx.doi.org/10.18063/esp.2017.01.007.
Texte intégralMakri, Eleni. « Group processes, intergroup relations and human resource practices in mergers and acquisitions post-combination : A critical review and research agenda for the future ». Environment and Social Psychology 2, no 1 (8 janvier 2017). http://dx.doi.org/10.18063/esp.v2.i1.95.
Texte intégralThèses sur le sujet "Sensemaking. Organizational identity. Merger and Acquisitions"
De, Bernardis Luigi. « Evolution of multiple organizational identities after an M&A : appropriateness of managerial responses and social construction of identities ». Doctoral thesis, Luiss Guido Carli, 2011. http://hdl.handle.net/11385/200889.
Texte intégralAbdi, Mohamed Aukar, et Song Pantaléon. « The Process of Post-Merger Organizational Identification : An analysis of mergers and acquisitions ». Thesis, Umeå universitet, Företagsekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-160655.
Texte intégralÖstling, Malin. « Den sociala identitetens påverkan på skapandet av en gemensam organisationskultur ». Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-21224.
Texte intégrallngemarsson, Ulrika, et Elisabeth Johansson. « Sammanslagning av enheter : människor och organisationskulturens betydelse ». Thesis, Högskolan i Skövde, Institutionen för handel och företagande, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-18565.
Texte intégralBackground: Mergers are common and financial issues are one reason. It is common that mergers do not produce the desired results and often create poorer morals and work culture. The human factor and organizational culture are often disregarded as the focus is on finances. Cultural differences are a major challenge in mergers and have a major impact on the merger's results. Cultures that are consistent increase the chances that members of organizations or units are more positive and contributes to make the merger successful. People's social identity plays a role in how an individual feels about belonging to an organization or entity. Purpose: The purpose of the study is to research and describe how organizational culture affects mergers by researching the significance of artifacts. The study aims to make, based on the aspect of organizational culture and specific artifacts in relation to social identity, sense of belonging and loyalty after a long time has passed since the merger. Method: The qualitative method was chosen to respond to the study and get as fair and truthful picture as possible. Documents from the studied organization have also been used as they are considered important in historically oriented research and can be good when studying cultural differences and employee behaviour. Conclusion: The study shows that human as an artifact is of great importance for where the employees place their loyalty and feel togetherness. The results also show that several other types of artifacts, such as activities and work clothes have significance for this. It appears that the manager's way of conducting and communicating is reflected in the various units and seen as a symbol for the organization. It appears that almost everything that happens in an organization has a symbolic significance and that artifacts can be used to implement desired values and behaviours in an organization. A conscious work with organizational culture and artifacts can be used as a tool for achieving a successful merger.
Livres sur le sujet "Sensemaking. Organizational identity. Merger and Acquisitions"
Tienari, Janne, et Eero Vaara. Identity Construction in Mergers and Acquisitions. Sous la direction de Michael G. Pratt, Majken Schultz, Blake E. Ashforth et Davide Ravasi. Oxford University Press, 2016. http://dx.doi.org/10.1093/oxfordhb/9780199689576.013.5.
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