Zaposleni in organizacijska kultura kot ključna dejavnika pri združevanju in prevzemih

Malenšek, Irena

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Title:	Zaposleni in organizacijska kultura kot ključna dejavnika pri združevanju in prevzemih
Authors:	ID Malenšek, Irena (Author) ID Mayer, Janez (Mentor) More about this mentor...
Files:	MAG_Malensek_Irena_2011.pdf (1,05 MB) MD5: 2D4097769EA11CC0403D66A0A99E57E6 PID: 20.500.12556/dkum/7338f2a3-4d6f-45be-bcf8-c92ffbbf84da
Language:	Slovenian
Work type:	Master's thesis
Organization:	FOV - Faculty of Organizational Sciences in Kranj
Abstract:	V procesu združevanja in prevzemanja podjetij prihaja do velikih organizacijskih sprememb, ki zadevajo zaposlene in pomembno vplivajo na nadaljnji razvoj in uspešnost podjetja. Uspeh večine prevzemov ne sloni na materialni osnovi, temveč na ljudeh, ki ključno vplivajo na uspeh oz. neuspeh prevzema. Žal pa se v procesu prevzema to področje velikokrat podcenjuje ali celo ignorira kot nepomembno. Model integracije dveh podjetij, ki je predstavljen v tej nalogi in je bil uspešno uporabljen v praksi, temelji na dobrem poznavanju ključnih kadrov ciljnega podjetja, njegove organizacijske kulture ter načina njegovega delovanja, kar je ključnega pomena za uspešno izveden proces integracije po prevzemu. Model je bil zasnovan v podjetju A (prevzemnik) že mnogo pred pričetkom prevzemanja podjetja B (prevzeto podjetje) in je bil v samem procesu integracije dopolnjen. V modelu so navedene številne aktivnosti s področja vodenja človeških virov, ki so bistveno pripomogle k uspešnosti procesa integracije.
Keywords:	Organizacijska kultura, organizacijsko vzdušje, združitve in prevzemi, zadovoljstvo zaposlenih, integracija.
Place of publishing:	Maribor
Year of publishing:	2011
PID:	20.500.12556/DKUM-17621
COBISS.SI-ID:	6906643
NUK URN:	URN:SI:UM:DK:KXAFHE31
Publication date in DKUM:	30.08.2011
Views:	3640
Downloads:	226
Metadata:
Categories:	FOV
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Secondary language

Language:	English
Title:	Employee and organizational culture as a crucial factors in the integration and acquisitions
Abstract:	Mergers and acquisitions process of companies influences on major organizational changes, which affect not only the employees but organisational changes may also have a significant impact on further business success. Neither the material goods nor finances are the factors that could guarantee the success of most acquisitions. Human resources are the ones who have a great influence on the successful or unsuccessful acquisition. Too often, deal makers simply ignore, defer, or underestimate the significance of human resources issues in mergers and acquisitions process. In the master’s thesis is presented the model of integration of two companies. The model of integration has been successfully implemented in the business practice. The model is based on many factors, such as: good knowledge of the company and its organisational structure, organisational culture or personnel. Those factors are crucial for successful integration process after the acquisition. The model, which was complemented during the integration process, was designed in a company A (an acquirer) much earlier than the acquisition of a company B (an acquired company) began. In the model are listed activities in the field of human resource management, which significantly contribute to the success of the integration process.
Keywords:	Organizational culture, organizational climate, employee satisfaction, mergers and acquisitions, integration.

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