Preview

Succesful Post Acquidition Change Management : a Descriptive Framework

Good Essays
Open Document
Open Document
5544 Words
Grammar
Grammar
Plagiarism
Plagiarism
Writing
Writing
Score
Score
Succesful Post Acquidition Change Management : a Descriptive Framework
Appendix C: Template 3 – Research Proposal Drafts
Research methodology – BMA9X04: Research proposal

Student number: 201222575 | Student name: KUTUKA C.A. | E-mail: lechristiankutuka@yahoo.com | 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



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 Kuada 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).

You May Also Find These Documents Helpful

  • Good Essays

    Hrm 310 Week 3

    • 871 Words
    • 4 Pages

    References: Leban, B., & Stone, R. (2008). Managing Organizational Change (2nd ed.). Retrieved from The…

    • 871 Words
    • 4 Pages
    Good Essays
  • Powerful Essays

    Tetenbaum, Tony J. (1999), "Beating the odds of merger and acquisition failure: seven key practices that improve the chance for expected integration and synergies", Organizational Dynamics, Autumn 1999.…

    • 2202 Words
    • 9 Pages
    Powerful Essays
  • Best Essays

    Hrm 587 Final Project

    • 6455 Words
    • 26 Pages

    Robison, Jennifer. Overcoming the Fear of Change. Gallup Management Journal Online, Van de Ven, Andrew and Sun Kangyong. (2003). Breakdowns in Implementing Models of Organization Change.Academy of Mangement Perspectives.…

    • 6455 Words
    • 26 Pages
    Best Essays
  • Better Essays

    Your consulting group has been retained to help with the merger of two midsized companies that have been competitors for years. The purpose of the merger is to acquire significant market share and compete with other companies in the industry. Concerned employees are looking for strong managerial direction.…

    • 999 Words
    • 3 Pages
    Better Essays
  • Best Essays

    Buss499Assignment5

    • 2940 Words
    • 12 Pages

    Stahl, E.G. & Mendenhall, M. (2005). Mergers and Acquisitions: Managing Culture and Human Resources. Palo Alto, CA: Stanford University Press.…

    • 2940 Words
    • 12 Pages
    Best Essays
  • Powerful Essays

    Palmer, I., Dunford, R., & Akin, G. (2006). Managing Organizational Change. New York, NY: McGraw Hill - Irwin.…

    • 1299 Words
    • 4 Pages
    Powerful Essays
  • Better Essays

    The integration of the two organizations can be challenging as well as costly. Decisions must be made on who will manage the organization, employee rationalization, vendor rationalization, facilities, and so on. Similar to an acquisition the combined financials of the new organizations must be secure enough to ensure payment of current obligations. Projected cost savings may not be realized thereby impacting the financials of the organization. An intangible threat to completing a merger is the melding of two corporate cultures who may have had very different ways of conducting business even though they were in the same…

    • 1693 Words
    • 7 Pages
    Better Essays
  • Powerful Essays

    The Timken Case

    • 4265 Words
    • 18 Pages

    Bibliography: * DePamphilis D. (2007), ‘‘Mergers, Acquisitions, and Other Restructuring Activities: An Integrated Approach to Process, Tools, Cases, and Solutions’’, fourth edition, Elsevier/Academic Press: San Diego.…

    • 4265 Words
    • 18 Pages
    Powerful Essays
  • Better Essays

    Managing change paper III

    • 1826 Words
    • 8 Pages

    References: Akin, G., Dunford, R. & Palmer, I., (2006). Managing organizational change: a multiple perspectives approach, 1e. The McGraw-Hill Companies, Inc.…

    • 1826 Words
    • 8 Pages
    Better Essays
  • Better Essays

    Contingency Plan Hrm 420

    • 1475 Words
    • 6 Pages

    Napier, N. (1989), Mergers and Acquisitions, Human Resource Issues and Outcomes: A Review and Suggested Typology*. Journal of Management Studies, 26: 271–290. doi: 10.1111/j.1467-6486.1989.tb00728.x…

    • 1475 Words
    • 6 Pages
    Better Essays
  • Better Essays

    As future HR professionals, it is important to recognize the issues that HR faces when dealing with a merger and acquisition and strategize ways to overcome these issues.…

    • 5441 Words
    • 22 Pages
    Better Essays
  • Best Essays

    Boeing Perrier Case Study

    • 1725 Words
    • 7 Pages

    References: Palmer, I., Dunford, R., & Akin, G. (2009). Managing Organizational Change. New York, NY: McGraw-Hill/Irvine.…

    • 1725 Words
    • 7 Pages
    Best Essays
  • Better Essays

    Stakeholder Salience

    • 1267 Words
    • 6 Pages

    Hitt, M. A., Ireland, R. D., & Hoskisson, R. E. (2013). Strategic Management (10th ed.). Mason,…

    • 1267 Words
    • 6 Pages
    Better Essays
  • Good Essays

    Palmer, Ian. Dunford, R., & Akin, G. (2006). Managing Organizational Change. Retrieved from The University of Phoenix eBook Collection…

    • 866 Words
    • 3 Pages
    Good Essays
  • Good Essays

    A MERGER has a great deal in common with a marriage. In both cases, each side needs to be clear-eyed about the other’s strengths and weaknesses, to find areas where the partners can work together and other areas where they could each use some personal space. As in a marriage there is always a discussion about whether a name change will occur, and couples may fight about whether to keep or toss one person’s beloved orange sofa. Merging companies too often botch their strategizing about which people to retain in the combined organization. They wait too long to start the analysis, they fail to offer appealing incentives to the people they want, and — just like a couple starting out together — they do not communicate effectively. We are not going to be this couple. This is why I am here today. We are going to communicate.…

    • 891 Words
    • 4 Pages
    Good Essays