Contract,Mergers and

Acquisition and Joint venture

 Group Members
Aditya Sekhar – 03
Neelesh Gandhi – 13
Sachin Kale – 23
Vasudha Jadhav – 33
Sonal Chitte - 29
Definition,features,types,a
case study
A contract is a binding
legal agreement that is
enforceable in a court of
law. That is to say, a
contract is an exchange of
promises for the breach of
which the law will provide
a remedy.
 Essential of a valid
contract
1. Offer and Acceptance
2. Consideration
3. Intention to be legally
bound
4. Third parties
5. Free consent
 Example
Carlill v. Carbolic Smoke Ball Co.
Detail in word doc
 Types of contract
1. Bilateral
2. Unilateral contracts
 M&A

• defition
Post Merger
Issues
 Introduction

M& A generates synergy -

also generates severe stress within the
organization

 Affects employee performance

 Needs positive measures to keep

employees motivated and continue to excel
 Introduction
 Success stories show companies have
achieved
excellent results and reaped fantastic
benefits of
Benefits
synergyaccruing depend greatly on the
timings
and manner in which the process is
executed and
Effective Integration critical for can
integration attained
provide a lot of
attractive options of growth, cost savings
and
competitive advantage
 Concept of Integration in M
&A
 M & A involves bringing people and
organizational
structures of more than one type under one
control
and unifying them
 Integration is a complex, expensive, time
taking
and risky
 A merged entity has a larger stock of
liabilities
becomes a double degree burden if
integration not
effective
 Requisites of Integration

 Managing multiple cultures

 Innovating

 Building new result oriented team

 Effective management of a complex

process
 Activities common to M & A

 Committed and open minded leadership

 Building teams and work units

 Focus on financial and strategic objectives

 Maintaining flexibility

 Providing capable and motivated

employees
 Challenges of Integration

 Getting employees to embrace change

 Sharing information and affecting

corporate
understanding

 Setting priorities

 Combine corporate functions & internal

processes

 Measuring results
 Tools of Integration

 Redefine Mission and Vision

Ensured and Open Communication

Leaders to Lead

 Welcoming New Culture

 Teambuilding
 Post Merger Growth
Strategies

 Effective Human Resource Strategies

Social And Cultural Integration

Reliable Environment for Employees and

Customers

 Well Informed Stakeholders

 Post Merger Growth
Strategies

 Effective and crispy schedule

 Detailed Market Research

 Manage Expectations

 Management to act as Change Agent

 Strategies for Post-merger
Strategies
Roger Cline, Director of the Hospitality
Consulting Services of Arthur
Andersen
 Provide visible leadership from top management
 Ensure that the transition follows a structured and
phased
approach
 Ensure that goals are clearly defined and progress
is tracked
 Manage change from the outset

 Use best practices to drive the creation of the new

organization and its business processes
 Use cross-functional teams organized to drive the
merger
 Strategies for Post-merger
Strategies
 Ensure that communication is well planned and
coordinated
 Recognize that a merger is fraught with risk - avoid
taking too
much for granted
 Ensure that goals are clearly defined and progress
is tracked
 Focus on adding value to the enterprise, while
avoiding those actions that can destroy it.
 Avoid the compromises that result from playing to
politic

 Concentrate on key employee retention

 Identify the leadership who will make the merger

work 
 Human side of M & A

 Redefine Mission and Vision

Ensured and Open Communication

Leaders to Lead

 Welcoming New Culture

 Teambuilding
 Elements of a good
 Involve people in the process of the
Integration
merger
 Keep employees well informed
 Rightly answered employees
 Minimize the negative effects of the
cultural
differences
 Assess measures to unite people
 Give importance to the views and vision
of
executives of both the sides
 Right place to key talent
 Continuity and normalcy to all the
employees
 No unanswered queries
 Satisfaction is a must

Joint venture
Government approvals?
How to enter into JV?