Professional Documents
Culture Documents
Group 6
Muchlis Muttaqin 1506809015
Novriansyah 1506809116
Rudy Franclin Tampubolon 1506809210
Sinta Ayu Kurniawati 1506809255
Sobar Rachmayana 1506809274
Definition of Acquisition and Merger
Acquisition
One firm buys a controlling interest in another.
Merger
Two firms agree to integrate their operations into a
single entity
When it first happened?
Increased
Market Power
Overcoming
Entry Barriers
Cost of New Product development
and Increased Speed to Market
Merger and
Acquisition Lower Risk Compared to
Developing New Product
Increased Diversification
Reshaping the Firms
Learning and Developing Competitive Scope
New Capabilities
Horizontal M&A
In the same industry
Increased Market
Power
Able to sell its
goods or services
above competitive
levels Vertical M&A
(Capabilities) Support / Downstream
Costs are lower
than competitors
(Size of the firms and
its resources / Assets)
Related M&A
Highly related industry
Overcoming Entry Cross Border
Barriers Acquisition
Difficulty for new Between companies
entrants to overcome with headquarters
Gains immediate access in different
to a market countries
The New M&A
Playbook
By Clayon M Christensen, Richard Alton,
Curtis Rising, and Andrew Waldeck
Introduction
Acquiring to Decommoditized
One of the most effective way to defense against commoditization, as
a process by which goods that have economic value and are
distinguishable in term of attributes (uniqueness and brand) end up
becoming simple commoditizes in the eyes of the market or customer
Mergers and Acquisitions: Overcoming
Pitfalls,
Building Synergy, and Creating Value
(Hitt et al., 2009)
Key variables
Acquisition premium
Divestiture of acquired business
Acquisition capability development
Technological learning in acquisition
Cross-border mergers and acquisitions
Variables
(Sirower, 1997) :
- Unfamiliarity with critical elements of strategy
- Lack of adequate knowledge of target
- Unexpected problem during integration process
https://uk.sagepub.com/en-
gb/asi/author/c-lakshman
Integration effectiveness
Examining culture should be the key
differences and cultural phenomenon to be
distance (e.g., Morosini, explained (see Schweiger
Shane, & Singh, 1998) & Goulet, 2005, for
example)
The Model
Focusing on causal ambiguity
and its role in the integration
processes of acquisitions.
Examine the need to reduce
causal ambiguity and the role
knowledge leadership plays in
reducing causal ambiguity and
in establishing the processes
of cultural knowledge transfer.
Focus on three crucial
processes of cultural
knowledge transfer and their
impact on the effectiveness of
acquisition integration: (a)
sociocognitive knowledge
sharing, (b) integrating cultural
knowledge by involving target
personnel, and (c) early
involvement of target
personnel in designing the
integration process.
Causal Ambiguity
Ketidaksepahaman atas interpretasi suatu
hal. Ketidakmampuan menyamakan
persepsi atas suatu hal (Sobar, 2016).
This has led to ineffective use of resources
and skills.
According to the journal, it may come from
:
- organization of the firm
- cultural distance
- knowledge complexity
- top and middle manager (ex. Dwi Soetjipto.
Road to Semen Indonesia : Transformasi
Korporasi Mengubah Konflik Menjadi
Kekuatan)
Knowledge Leadership
The model developed
here focuses on three
variables related to the
integration leader that
establish the climate for
a smooth transfer of
cultural knowledge.
These three variables
are (a) causeeffect
beliefs, (b) the
integration of a
motivation system that
the leader establishes to
integrate the two
cultures smoothly, and
(c) the leaders process
of resolving conflicts
using accurate and
unbiased attributions.
CauseEffect Beliefs of Integration Leaders
Confidence and clarity or
firmness in the beliefs
executive leaders hold is
strongly related to
organizational
effectiveness, through
implementing decisions
that follow from the cause
effect beliefs.
The clarity of causeeffect
beliefs on the part of
executives was strongly
related to reducing
uncertainty among those
implementing strategy.
Integration leaders can
reassure their subordinates
and team members and
reduce causal ambiguity in
both their minds and in the
contexts setting
Motivation for Cultural Integration
Integration leaders help
establish motivational
systems appropriate to
the type of culture
required in the merged
entity by shaping reward
systems and fine-tuning
them from what exists
prior to the acquisition.
Establishing motivation
for cultural integration
helps reduce ambiguity
by removing any
confusion about desired
behaviors on the part of
the integration
participants.
Integration Leader Resolving Conflicts
Stage of integration :
contact, conflict, and
adaptation
(Nahavandi &
Malekzadeh, 1988).
Leader conflict
resolution by using
accurate and
unbiased
attributions, for
example, should
serve as an effective
means to reduce
conflict and thereby
motivate integration
participants to be
more involved in the
integration effort.
Reducing Causal Ambiguity
Proposition 4a: The extent
to which causal ambiguity
is reduced in the setting
and in the minds of the
participants in a
postacquisition integration
is positively related to
successfully establishing
the sociocognitive
mechanisms of cultural
knowledge sharing.
Proposition 4b: The extent
to which causal ambiguity
is reduced in the setting
and in the minds of the
participants is positively
related to target personnel
being involved in and
participating in the
postacquisition integration
process.
Target Involvement in the Integration Process
Participant
involvement in
diffusing knowledge
and various learning
processes is critical to
the knowledge
diffusion initiatives
being successful,
without which such
efforts can be
seriously hampered.
In the postacquisition
integration context,
effective knowledge
sharing cannot take
place without target
personnel being
actively involved in the
process of integration.
Early Target Involvement in Integration Process Design
Early active involvement in
the design stages is
fundamental for the
merged entity to realize
synergies that might be
realized by identifying the
entities complementary
capabilities and their
interdependencies.
Early involvement is also
important to capture the
capabilities to leverage
these interdependencies,
which is the central
objective of the
postacquisition integration.
Early involvement of target
personnel (or, alternatively,
personnel from both sides)
can determine success and
failure in postacquisition
integration.
C. LAKSHMAN
DWI SOETJIPTO
DUKUNGAN
PARTISIPASI
LINGKUNGAN:
AKTIF
INTERNAL DAN
KARYAWAN
EKSTERNAL
SISTEM
KUATNYA INTEGRASI
KEPEMIMPINAN YANG
TRANS FLEKSIBEL
FORMA
SI
Problems in Achieving M&A Success?
Integration
Inadequate Difficulties
Evaluation of Target
Large of
Extraordinary Debt
Inability to
Problems
Achieve Synergy
Too Much
Diversification
Managers Overly
Focused on Acquisition Too
Large
EFFECTIVE M&A
Attributes Results
1 Acquired firm has assets or resources that High probability of synergy and
are complementary to the acquiring competitive advantage by maintaining
firms core business strengths
2 Acquisition is friendly Faster and more effective integration
and possibly lower premiums
3 Acquiring firm conducts effective due Firms with strongest complementarities
diligence to select target firms and are acquired and overpayment is avoided
evaluate the target firms health
(financial, cultural, and human resources)
4 Acquiring firm has financial slack (cash Financing (debt or equity) is easier and
or a favorable debt position) less costly to obtain
5 Merged firm maintains low to moderate Lower financing cost, lower risk (e.g., of
debt position bankruptcy), and avoidance of trade-offs
that are associated with high debt
6 Acquiring firm has sustained and Maintain long-term competitive
consistent emphasis on R&D and advantage in markets
innovation
7 Acquiring firm manages change well and Faster and more effective integration
is flexible and adaptable facilitates achievement of synergy
Conclusion
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