Mergers and Acquisitions with a reference to Ethical, Social and Human Resource

Abstract

Mergers and acquisitions are used by firms to strengthen and maintain their position in the market place. It is a way for companies to grow and expand into new markets, incorporate new technologies and to innovate and this business is rapidly increasing.Yet their success is by no means assured. To the contrary, a majority fall short of their stated goals and objectives. As a consequence, there are numerous social costs, including lost jobs, lost income to families and lost taxes to the local communities. Most of these social costs are not there when mergers and acquisitions are successful. While some failure can be explained by financial and market factors, a substantial number can be traced to neglected ethical, social &human resource issues and activities.These issues have to be resolved in order to ensure a successful merger. This paper coverstypes of mergers and acquisitions, the reasons for their successes and failures& will highlight Ethical, Social and Human Resource issues that need to be addressed while undertaking M & A activities, followed by an overview of recommendations for companies & employees.

Impact of Organisational Culture and Employee Commitment on Knowledge Workers in an Insurance Company

“…Diverse opinions predominantly affected the description of the theoretical base of culture in terms of its composition, impact and applications (Taneja & Saxena, 2014, p. 69 -72). Culture, while at the one end is described as the set of values and beliefs, on the other is described as a set of symbols, ceremonies and myths that communicate the underlying values and beliefs of the organisation to its employees (Taneja & Saxena, 2014). Although no consensus exists, culture has most often become a heuristic term used to help anthropologists discuss the symbols, meanings, institutions, systems and behaviours of people, rather than a well-defined theoretical project (Vélez-Ibáñez & Heyman, 2017).…”

Coexistence of Opportunity & Challenge: Research on Evaluation and Strategic Integration of Amazon’s Acquisition of MGM

“…However, with proper management towards social and human resources, acquisition success could not be assured. According to Professor Rajdhani College University of Delhi Mayur Taneja, "If success is to be achieved in M&A, a cohesive, well-integrated and motivated workforce is required who is willing to take on the challenges that arise in the process of M&A" [1]. Amazon and MGM's acquisition also faces the same condition since this deal is one of the most significant steps for Amazon to develop media business aims for Prime Membership and advertising potential.…”

A University Reinvents Itself: A Case Study for Understanding Strategic Mergers and Integration Between Academic Institutions

“…Acquisition is intended to enable the acquiring company to obtain technology or resources that it does not possess, to reduce competition, or to gain new customers, skills, or talent that would otherwise take a long time to develop. Since the acquiring company imposes and enforces its culture, procedures, and norms, the impact on the acquired company there may be unique difficulties in the implementation process (Aristos et al, 2018;Sherman, 2018;Taneja & Saxena, 2014;Vazirani, 2015).…”

“…In such a merger, companies can share distribution channels, for example, and gain synergy by doing so. These companies have similar technology and production and/or service systems, and therefore it is possible to achieve a relatively easy integration between the various entities (Deshmukh, 2015;Pachulia, 2018;Taneja & Saxena, 2014). Conglomerate mergers relate to a combination of two companies operating in unrelated industries.…”

“…Conglomerate mergers relate to a combination of two companies operating in unrelated industries. The main purpose of conglomerate merger is to achieve growth in activity across various fields in order to expand the business circle (Gabrielsen, 2003;Pachulia, 2018;Taneja & Saxena, 2014).…”