[Why managing people is important in a merger or acquisition]

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CHAPTER IV - RESULTS AND DISCUSSIONS OF THE RESEARCH FINDINGS

4.1 Introduction

Although mergers and acquisitions can be caused by very, manage to have differences. A merger can be characterized as two or more companies are about the same time to a pattern, larger companies. The definition of an acquisition is quite different. It suggests that an organization, usually a larger one, buy one or more, usually smaller firms. In the case of a merger, incorporation of companies in general, loses his being-for-one character and the process of conceiving the true the only new. Acquisitions, however, to exercise different options. The organization can be extended to obtain individual function or can transmit the wine companies in the melt curve and they are in the firm obtaining . The conclusion to mention mergers and acquisitions as a montage was made for the following reasons. First, are vital two types of identical business model, diversification. Second, while the causes for the use of one over the other are different, it is possible that the same end result, creating a business, either a new or an extension of the harvest. Both findings last hire workers with identical human desires, who are dealing with identical problems. Third, the literature also mixes and treats as a single entity.

There are some variables in human resources by taking advantage of mergers and acquisitions. The investigations found throughout the literature, these variables have been discovered usually individually, the assets of the company, ie, connection, change, stress, the question, insecurity, a firm promise of organization conservation, production, management style / strategy, and others. The form is available in this mix of roles of two of these variables, business assets and communications. It illustrates how a correct implementation of M & A influence the ultimate achievement or the failure of an M & A from an adjustment in terms of workers' human resources is, in general. Most of the residual variables (change, stress, the question of insecurity, etc. ..) is seen as likely and likely deductions promise poorly coordinated mergers and acquisitions. In addition, this study focuses only on the charge of M & A matters, so omitted variables, such as type of business and demographic composition. Consequently, these two variables, the assets of the company and attachment, were selected for this study because, as stated by the literature (as outlined in the following sub-section) which seem to be the two components most critical human resource for monitoring and success of a. Much of the literature on access and examines the accounts of the connection between the two variables (business assets and communication), and strongly influence how the various conclusions above.

HR variable affecting mergers and acquisitions is communication. According to Appelbaurn (2000), connection can indeed be characterized as an agreement requires a mental image from an advertisement and the receiver of information. Due to the hardship involved in the design of this similarity perfect reflector, then it is so easy to understand why ...