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Critically examine this view on Mergers and Acquisitions failures (see instruction) with specific references to cross-border mergers and acquisitions, and evaluate the role of Int'l HRM can play in improving their chances of success - Essay Example

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The current global economy characterized by stiff competition, commodity saturation, increased customer demands, high labour costs, and inadequate managerial skills promotes cross border strategic alliances. Therefore, Gaughan (2011 p. 15) identifies chief aims that push…
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Critically examine this view on Mergers and Acquisitions failures (see instruction) with specific references to cross-border mergers and acquisitions, and evaluate the role of Intl HRM can play in improving their chances of success
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"Critically examine this view on Mergers and Acquisitions failures (see instruction) with specific references to cross-border mergers and acquisitions, and evaluate the role of Int'l HRM can play in improving their chances of success"

Download file to see previous pages Besides, the work addresses the role of International Human Resource Managers (HRM) towards advancement of success of the coalitions.
A merger refers to unification of corporations of similar size and involves exchange of shares between the companies and among members. Depamphilis (2011) explains that merged partners conjointly share management responsibilities. On the contrary, acquisition is the submission of control by a smaller company to a bigger one. Frankel (2013) expounds that acquisition involves buying shares in a target company (small company) after the approval of controllers or all its members. Thus, the obtaining business keeps its identity and integrates the new company to conform to its own operations or cultures.
Evidently, past cross border acquisition and mergers have failed to generate good returns for the parent or partners companies despite of the anticipated business opportunities. Mafihlo (2006) is of the opinion that such catastrophes result from wrong implementation of the tactics in manners that assume the sensitivity of company cultures. Imaginably, these factors are either internal or beyond the control of an individual firm.
Mergers and acquisitions bring together various cultural aspects. Accordingly, Ulijin &Meijer (2010 p.2) identifies and analyze social dissimilarities including the human aspect of mergers and acquisitions significance towards the success of a business, yet HRM give little considerations compared to emphasis on strategic and financial aspects.
Ideally, there may be acute contrasts between the attitudes and values of the two companies, workforce’s reasons, or habitually several concurrently. Straub (2007) mentions issues like improbable expectations about business mergers, hurriedly fabricated business strategies accompanied with poor planning and unskilled implementation ideas. Furthermore, Ritcher & Pahl (2009) gives the opinion about major characteristics of cross border ...Download file to see next pagesRead More
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