LARSSON, Rikard
Career dis-integration and re-integration in mergers and acquisitions : managing competence and motivational intangibles - 2001
Mergers and acquisitions (M&A) are increasingly prevalent, powerful and risky corporate events. Teh resistance or support of people in the integration of two previously separate organizations plays a key role for their success of failure. In this paper we present a Career Concept approach to better understand and manage sources and incentives for individual contributions and reactions to M&A . As `merged` corporations integrate previously separte organizations, they can often dis-integrate individual careers with lay-offs, reduced advancement opportunities, upset or changed career plans, and other resistance-generating changes. This is the poorest means of mobilizing motivation, experience, commitement and competence, all of which are usually seen as critical justications for M&A in the first. Place. Organizations face opportunity to select new combinations and integrate work in ways that individual careers can be re-integrated into the goals of the M&A with the goals and motivations of participants affected by it, by recognizing and effectively supporting different motivacional and competence profiles
Fusão de Empresas
Competência Administrativa
Carreira
Quadro de Pessoal
Motivação
Relações de Trabalho
Career dis-integration and re-integration in mergers and acquisitions : managing competence and motivational intangibles - 2001
Mergers and acquisitions (M&A) are increasingly prevalent, powerful and risky corporate events. Teh resistance or support of people in the integration of two previously separate organizations plays a key role for their success of failure. In this paper we present a Career Concept approach to better understand and manage sources and incentives for individual contributions and reactions to M&A . As `merged` corporations integrate previously separte organizations, they can often dis-integrate individual careers with lay-offs, reduced advancement opportunities, upset or changed career plans, and other resistance-generating changes. This is the poorest means of mobilizing motivation, experience, commitement and competence, all of which are usually seen as critical justications for M&A in the first. Place. Organizations face opportunity to select new combinations and integrate work in ways that individual careers can be re-integrated into the goals of the M&A with the goals and motivations of participants affected by it, by recognizing and effectively supporting different motivacional and competence profiles
Fusão de Empresas
Competência Administrativa
Carreira
Quadro de Pessoal
Motivação
Relações de Trabalho
