post merger issues
TRANSCRIPT
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Contract,Mergers and Acquisition and Joint venture
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Group MembersAditya Sekhar – 03Neelesh Gandhi – 13Sachin Kale – 23Vasudha Jadhav – 33Sonal Chitte - 29
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Definition,features,types,a case study
A contract is a binding legal agreement that is enforceable in a
court of law. That is to say, a contract is an exchange of promises for the breach of which the law will
provide a remedy.
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Essential of a valid contract
1. Offer and Acceptance2. Consideration3. Intention to be legally bound4. Third parties5. Free consent
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ExampleCarlill v. Carbolic Smoke Ball Co.
Detail in word doc
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Types of contract
1. Bilateral 2. Unilateral contracts
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M & A
• defition
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Post Merger Issues
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Introduction
M& A generates synergy -also generates severe stress within the
organization
Affects employee performance
Needs positive measures to keep employees motivated and continue to excel
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Introduction Success stories show companies have achieved excellent results and reaped fantastic benefits of synergyBenefits accruing depend greatly on the timings and manner in which the process is executed and integration attainedEffective Integration critical for can provide a lot of attractive options of growth, cost savings and competitive advantage
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Concept of Integration in M & A
M & A involves bringing people and organizational structures of more than one type under one control and unifying them
Integration is a complex, expensive, time taking and risky A merged entity has a larger stock of liabilities becomes a double degree burden if integration not effective
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Requisites of Integration
Managing multiple cultures
Innovating
Building new result oriented team
Effective management of a complex process
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Activities common to M & A
Committed and open minded leadership
Building teams and work units
Focus on financial and strategic objectives
Maintaining flexibility
Providing capable and motivated employees
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Challenges of Integration
Getting employees to embrace change
Sharing information and affecting corporate understanding
Setting priorities
Combine corporate functions & internal processes
Measuring results
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Tools of Integration
Redefine Mission and Vision
Ensured and Open Communication
Leaders to Lead
Welcoming New Culture
Teambuilding
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Post Merger Growth Strategies
Effective Human Resource Strategies
Social And Cultural Integration
Reliable Environment for Employees and Customers
Well Informed Stakeholders
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Manage Expectations
Management to act as Change Agent
Post Merger Growth Strategies
Effective and crispy schedule
Detailed Market Research
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Strategies for Post-merger Strategies
Roger Cline, Director of the Hospitality Consulting Services of Arthur Andersen
Provide visible leadership from top management
Ensure that the transition follows a structured and phased approach
Manage change from the outset
Use best practices to drive the creation of the new organization and its business processes
Ensure that goals are clearly defined and progress is tracked
Use cross-functional teams organized to drive the merger
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Strategies for Post-merger Strategies
Ensure that communication is well planned and coordinated Recognize that a merger is fraught with risk - avoid taking too much for granted
Focus on adding value to the enterprise, while avoiding those actions that can destroy it.
Avoid the compromises that result from playing to politic
Ensure that goals are clearly defined and progress is tracked
Concentrate on key employee retention
Identify the leadership who will make the merger work
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Human side of M & A
Redefine Mission and Vision
Ensured and Open Communication
Leaders to Lead
Welcoming New Culture
Teambuilding
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Elements of a good Integration Involve people in the process of the
merger Keep employees well informed Rightly answered employees Minimize the negative effects of the cultural differences Assess measures to unite people Give importance to the views and vision of executives of both the sides Right place to key talent Continuity and normalcy to all the employees No unanswered queries Satisfaction is a must An honest appraisal of the situation An effective HR department
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Joint venture
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Government approvals?
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How to enter into JV?