MANAGING PEOPLE IN ORGANISATION

Managing People in Organisation - David Orton Plc

Managing People in Organisation - David Orton Plc

Introduction

There are various risks and challenges facing David Orton Plc in undertaking the British takeover. The Orton Group, a major British food retailer, set out to acquire one of its main rivals by making a public offer for the shares of Costwise, another supermarket group. Thus, HR professionals must play special roles in dealing with these changes and must develop competencies to support these roles. After the takeover, that immediately prompted a number of counter-bids from other large retailing groups, and it was not until mid-2005 that the Orton Group and Costwise merged under the banner of David Orton plc.

Although the senior management of Costwise was favourably disposed towards Orton's bid, they recognised that it could take some time before the two companies would be able to merge physically. To a large extent this was because when the takeover bid was launched, the Competition Commission (CC) had expressed reservations about a merger between two retailing groups who were already very extensive in their own rights. For instance, if allowed to go ahead as a single takeover, it might well result in a near-monopoly position in certain geographical areas.

New demographic factors such as any human group, the British workforce, are in constant evolution and change. All people experience both positive and negative changes-in their education, age, health, income and so on. In most cases, the sense that they take these changes can be determined because they tend to occur rather slowly (Aiken, 2009, 12). Also, it is often possible to measure accurately. The economic difficulties experienced by British economies in recent years are significant, but one undeniable fact is that even in these difficult circumstances, many companies have managed to consolidate, grow and prosper. Especially when economic conditions are bad, companies, and the existing membership strive to find new answers to the challenges (Bass, 2005, 38).

Cultural attitudes of a society may be the most important elements for the performance of an organisation. For example, the public's basic attitude has changed in recent years, the young professional respect. A change of this kind can have profound changes in the way a company serves the community (Andersen and Luhmann, 2003, 151-182). Technology exerts profound effects on personnel management. At the turn of transport, for example, a strong band of workers can unload a truck full of boxes of fruit in an hour, but a technician equipped with a suitable hoist manages to take the same task within five minutes (Avolio, 2005, 441).

Few challenges are as important for businesses as those generated by governments of each country, which constitute the so-called formal sector. The government of the country and different levels of authorities and agencies, set rules, dictating parameters and in general tend to directly influence the company's relationship with his staff. In the case, of England, the staffs have been making a number of advances over the years, and the various governments to ensure that companies comply ...