Succesful Post Acquidition Change Management : a Descriptive Framework

Topics: Mergers and acquisitions, Change management, Merger integration Pages: 19 (5544 words) Published: September 9, 2013
Appendix C: Template 3 – Research Proposal Drafts
Research methodology – BMA9X04: Research proposal

Student number: 201222575| Student name: KUTUKA C.A.|
E-mail:| Telephone number 1: 071 046 1679| | Telephone number 2: 079 460 9251|
Draft version:| The-one-pager| 1| 2| Exam|
Title of your Research| Successful Post-Acquisition Change Management: A descriptive framework| |
| Checklist| Very poor| Poor| Satisfactory| Good| Excellent| Exceptional| SECTIONS| | 0| 1| 2| 3| 4| 5|
TITLE:Accurate reflection of contents; short & descriptive; contain key elements of study.| | | | | | | | BACKGROUND/RATIONALE: Sufficiently contextualize topic & problem statement; clear outline of purpose; worth investigating. | | | | | | | | PRELIMINARY LITERATURE REVIEW/THEORETICAL FRAMEWORK: Literature relevant to topic; main trends/debates/arguments; context of topic in previous research. | | | | | | | | RESEARCH PROBLEM & OBJECTIVES: Problem informed by debates; clearly formulated; capture focus; congruent to title/aim; suitable; realistic.| | | | | | | | RESEARCH DESIGN:Appropriate to problem; acceptable research practice and convention.| | | | | | | | RESEARCH METHODS: Planned procedure sampling/measuring; validity of data; data analysis; ethics acceptable; feasible. | | | | | | | | TIME FRAME & BUDGET:Clear idea of overall logic; realistic time frame & budget| | | | | | | | CHAPTER OUTLINE / STRUCTURAL FORMAT DESIGN:Appropriate layout; logical flow.| | | | | | | | REFERENCES: Academically accepted referencing convention; consistent style; correlates with references in text.| | | | | | | | ORGANISATION & PRESENTATION:Appropriate layout, academic language and style; coherent; logical flow & arrangement.| | | | | | | | | | | | | | | |

| TOTAL| /50|

Please use the following file name: YourSurname_ResearchProposal_Draft#

Title of Research: “Successful Post-Acquisition Change Management A descriptive framework”

1. Background

They observe an acceleration of change in the value systems worldwide, an adoption of new attitudes, new goals, and aspects leading to rapid change of the society. To survive and develop, an organization must first know how to anticipate and capitalize on the opportunities and to attenuate or eliminate the vulnerabilities. Second, the organization must demonstrate the ability to effectively manage the change process, from detailed investigation of its past and present. These are the fundamental premises on which the change management is based (Bold. 2010: 871). In the new global economy, as the rules of business are changing, the rate of growth of Merger and Acquisition has acquired a new pace. However the growth in mergers and acquisitions and activity around the world, the volume of capital at stake, and the frequency of merger and acquisitions stand in sharp contrast to the failure rate which is being observed. (Kummer, 2009: 6)

Although acquisitions constitute the most frequently used means through which multinational corporations undertake local or foreign direct investment, the majority of these transactions are not successful (Rottig, 2007:98). The research identifies key difficulties that may cause the high failure rates acquisitions, and develops a typology of strategies to facilitate the management of these problems. A descriptive framework is advanced which suggests that the performance of acquisitions is a function of successful cultural combination during the post- acquisition integration process.

In today’s rapidly changing world, executives ignore mergers, acquisitions and other innovative partnerships at their peril. Financial leaders should not forego acquisitions; they should forego handling them so poorly (Ottinger, 2012). The phenomenon happens frequently now in the...

References: Anderson, K., McAdam, R. (2006). Choosing the best business improvement strategy the effects of organizational size and sector on management decision-making (Journal of General Management) 32 (1): 13-29.
Bold, O. (2011). A perspective on organizational change Issues – case study (Review of International Comparative Management). 12 (5): 871
Charland, B., (2008)
Colvin, G. (2009). The Upside of the Downturn. 10 Management strategies to prevail in the recession and thrive in the aftermath. Nicholas Brealey Publishing, London
Diefenbach, Thomas
Dubois, A. and L-E Gadde (2002). Systematic combining: an abductive approach to case research. Journal of business research, 55, 7, 553-60
Freeman, E
Golkar, H. (2013). Today change management is necessary and requirement for organizations. Interdisciplinary Journal of Contemporary Research in Business. 4(10)
Hedayat, H
Ivanova, O., Castellano S. (2010). The impact of globalization on legitimacy signals. The Case of organizations in transition environments. University of Luxemburgo. Emerald Group Pulishing Limited. Baltic Journal of Management 2011. 6(1): 105-123.
Kotter, J., Cohen, D., Wyman, O. (2008). The Heart of Change
Kummer, C. (2009). Motivation and retention of key people in mergers and acquisitions (Strategic HR Review) 7(6): 5-10.
Manzurul, A. and Ruvendra, N. (2010). Organizational change and innovation in small accounting practices: evidence from the field. Emerald group publishing limited. Journal of accounting and Organizational Change. 6(4 ): 460-476.
McKinsey & Co. (2010). Perspectives on Merger Integration — A New Generation of M&A: A McKinsey Perspective on the Opportunities and Challenges
Nazila & More (2012)
Newman, J. (2012). An Organizational Change Management Framework for Sustainability. Greener Management International
Nicole, J.C., (2011)
Ottinger, R. (2012). A Growth Acceleration Strategy for a Rapidly Changing World ( Financial Executive International) p. 35
Rizwan, A., Majed Rashid, Zia-ur-Rehman,M
Rottig, D., (2007). Successfully Managing International Mergers and Acquisitions: A Descriptive Framework. (International Business: Research Teaching and Practice 2007 1(1) The Journal of the AIB-SE)
Saunders, M., Lewis, P
Schroeder, H. (2012). Post merger integration the art and science. strategic hr review. 11(5): 276
Shum, P, Bove, L, Auh, S
Smita Bahuguma (2012). Major issues and strategic role of HR in Mergers and Acquisitions. (Indian Stream Research Journal) 2(10)
Smith D
Staren Edgar D. and Eckes Chad A. (2013). Optimizing organizational change. American College of Physician Excellence.
Teerikangas, S. (2010). Dynamics of Acquired Firm Pre-Acquisition Employee Reactions. Journal of Management, DOI: 10.1177/0149206310383908.
Waal, A.A. (2012). Characteristics of high Performance Organizations. Journal of Management Research 4(4).
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Change management Essay
  • change management Essay
  • management of change Essay
  • Change management Essay
  • Conceptual Framework for Performance Management Essay
  • Management framework Essay
  • Essay on change management
  • Change Management Essay

Become a StudyMode Member

Sign Up - It's Free