Histories of Cambridgeshire Moat House and Menzies Free Essay Example, 16250 words

The authors propose a best practice framework that can guide executives who want to launch takeovers, reiterated that whatever the integration strategy, the human side is crucial, and suggested ways to facilitate post-merger integration. Rovit, Harding, and Lemire (2004) suggest what they call a simple M A model for all seasons, based on practice and experience. The authors, consultants of Bain and Company, conducted a 15-year longitudinal study of over 1,600 global companies doing over 11,000 deals. Their analysis showed that companies who succeed in deal-making and integration maintain a constant program of transactions, regardless of general economic conditions. The knowledge from each deal is captured and used for arranging the next one. Hansen (1999) discusses how small companies are rolled up into larger ones through acquisitions, in effect changing the face of entire industries and generating huge profits for the companies involved. He gave examples of waste management and convenience stores. Gadiesh and Ormiston (2003) show that several well-structured studies prove that more than half of acquisitions actually destroy shareholder value instead of achieving cost or revenues benefits. They cite several causes of failures: overpayment for overestimated value, inadequate integration planning, the lack of communication, and cultural mismatch, to name a few. But topping the list is poor strategic rationale. They point out that a strategic rationale for an acquisition is critical, but as over half of acquisitions destroy shareholder value, having the correct rationale helps identify the right target, inform the preparation and valuation of the merger, leadership and communication styles, and set negotiation boundaries. The most important key to success is integration, the hard work of bringing two company cultures together, building upon the strategic rationale that should include forecast goals for combined market share and cost reduction, planning th e steps to achieve them, and creating the measures of performance improvement. We will write a custom essay sample on Histories of Cambridgeshire Moat House and Menzies or any topic specifically for you Only $17.96 $11.86/pageorder now

Essay about Accuracy of the Film The Battle of the Somme

Accuracy of the Film The Battle of the Somme The film The Battle of the Somme was a documentary made by the British government. It was released during to the World War I to give an insight of what was happening on the battlefields in France. It was purposely designed to raise the spirits within Britain and reassure those concerned about there loved ones out on the battlefield. However, It would appear form the evidence studied that the film was not completely accurate or truthful. This essay will review the evidence studied and prove or disapprove this view. The film is split up into three sections; Preparations for battle, morning of the attack and after the attack. The film shows pictures of†¦show more content†¦In some of the pictures taken during the film it is hard to see how the cameramen manages to get his equipment ready so quickly, or why he is not shot at. It all points towards the fact that some of the film was likely to have been staged. The way the film portrays the British armys equipment and supplies is supported by many of the sources. Articles from Newspapers strongly support the films views. For example, one article says The British bombarded the Germans with strong weapons, destroying trenches. Photographs also support the films claims with many pictures of huge ammunition stores. Letters in addition support the film, with letters home saying things like, We ate a huge breakfast with bacon and eggs. and generally saying how the conditions were not unbearable and actually quite fine. However, some sources challenge the films views. Diaries generally disagree with the film with some soldiers saying in their diaries, Food was often stolen from us and we went hungry for days on end. Cartoons in magazines also disagree with the government with many captions of hungry British soldiers. Overall the evidence suggests that the film provides a relatively realistic overview of the Britishs equipment and supplies. Thi s is because although more sources support the governments claims, those sources that supportShow MoreRelatedOrganisational Theory230255 Words   |  922 Pageswhich these learning outcomes provide challenges to the organization in the twenty-first century. Annotated further reading Each chapter concludes with an indication of further reading. We have also included, wherever possible, indications of films and other media that provide insights into the issues covered in the chapter. Discussion questions Finally, each chapter concludes with a number of questions that have been developed for use in seminar discussions or would be suitable as the basis

Organizational Culture and Performance †Free Samples to Students

Question: Discuss about the Organizational Culture and Performance. Answer: Introduction Human resource management is one of the most essential activities for any business organization. The effectiveness of the various HRM activities such as recruitment and selection, performance appraisal, career management, staff induction, occupational health and safety determines the effectiveness of the organizational activities. However, the organizational culture has a strong impact on the various HRM activities and the effectiveness varies widely with the differences in the organizational culture. This assignment highlights the two most essential HRM activities namely performance appraisal and recruitment and selection and highlights the effects of organizational culture, on these activities. The organization culture includes the foundation beliefs of the organization on which the values and beliefs on the organizations lie. The shared values include the way people work, dress, behave as well as perform their jobs successfully. It is essential that the organizational culture be i n coordination with the HRM activities, such as the performance appraisal and recruitment and selection. The importance of the organizational culture is highlighted, along with its impact on the performance appraisal and recruitment and selection of the personnel. Performance appraisal The performance appraisal activities refer to the activity that identifies the good performance of the employees and ensures the increase in the pay or recognition of the efforts of the employees (Alvesson Sveningsson, 2015). The performance appraisal program is directed towards motivating the high performances of the employees, along with encouraging the other employees to enhance their performances (Dusterhoff, Cunningham MacGregor, 2014). Performance appraisal has a key role to play in encouraging the employees to work diligently, towards the fulfillment of the organizational goals. The organizational culture has a major impact on the performance appraisal of the employees (Breaugh, 2017). Each organization has a different way of performance appraisal. In some organization, the performance appraisal is done through recognitions and rewards given to the employees. However, in some other organizations, the performance appraisal is done through given bonus and financial benefits to the employees. Performance appraisal might be in form of additional benefits given to the employees, or extended leaves that the employees get as a benefit of performance appraisal (Deepa, Palaniswamy Kuppusamy, 2014). Promotions and consideration into the next career level are also some of the forms of performance appraisal. The form of the performance appraisals that is prevalent in any business organization depends on the organizational culture (Alvesson Sveningsson, 2015). The organizational culture that recognises the good work of the employees and appreciates the efforts being given by the employees results in achievement of employee satisfaction and employee retention (Hogan Coote, 2014). However, if the organizational culture is not positive enough to recognize the performance of the employees, then the employees might not be motivated to work diligently (Dusterhoff, Cunningham MacGregor, 2014). Lack of encouragement from the senior officials might result in lack of eff ective work and lack of enhancement of the performances (Cummings Worley, 2014). Thus, the organizational culture has a strong influence on the performance appraisal. Many of the business organizations, with a weak foundation and lacking positive organization culture, might never engage themselves in the performance appraisal activities, thus resulting in de-motivated employees and a negative work place culture (Dusterhoff, Cunningham MacGregor, 2014). Thus, the organizational culture provides a strong platform of recognizing the employees and their efforts, thus resulting in the encouragement and motivation in the employees. Recognizing the performance of the employees and awarding them effectively is an essential HRM activity that reflects the positivity and encouragement in the culture of the organization (Alvesson Sveningsson, 2015). Thus, the organizational culture has a key role to play in the performance appraisal of the employees, along with providing adequate encouragement to them, to continue the good work (Gordon, 2017). Moreover, the performance appraisal program also encourages the weak performing employees to compete with the high performers, thus encouraging healthy competition among the employees. The motivation provided to the employees through the performance appraisal programs helps them to retain the high performance and thus enhances the business activities. Organization culture and performance appraisal shares a strong dependency on each other (Dusterhoff, Cunningham MacGregor, 2014). The activity of performance appraisal being executed highlights the positivity in the organization al culture. However, an encouraging organizational culture includes the HRM activity of performance appraisal. Recruitment and Selection One of the major HRM activities that have a key role to play in the business organization is the recruitment and selection of the personnel for the successful achievement of the organizational goals (Alvesson Sveningsson, 2015). The process of recruitment is a critical one, as the success of the organization depends on the personnel being selected. The organizational culture effects the recruitment and the selection process positively (DeNisi Smith, 2014). Large organizations, with an enriched organizational culture, includes a huge amount of investments for the recruitment and selection process, thus ensuring that a pool of candidates are selected and interviewed, in order to select the best employees from the shortlisted pool (Alvesson Sveningsson, 2015). Moreover, the cultural richness of the business organizations also ensures that the employees with the best skills could be recruited (Florea Mihai, 2014). Rich organizational culture is also helpful in aligning the newly recr uited candidates with the organizational work culture (Dusterhoff, Cunningham MacGregor, 2014). A rich and positive organizational culture incorporates openness and flexibility, thus ensuring flexibility in the recruitment process (Alvesson Sveningsson, 2015). However, if the organizational culture is narrow-minded and negative, then the newly recruited employees will find it difficult to adjust in the organization. A culturally enriched business organization ensures job stability of the employees, along with achievement of employee satisfaction. Such organizations refrain from engaging in discrimination of any form (Burke, 2017). Discrimination based on sex, race, age, genders are not practiced in such business organizations, thus ensuring a positive and effective recruitment and selection process. Thus, the recruitment and the selection process are more transparent if the organizational culture is enriched (OReilly et al., 2014). However, if the organizational culture is not based on a strong foundation, then the recruitment and selection process might be manipulative (Dusterhoff, Cunningham MacGregor, 2014). Thus, the success and the effectiveness of the organizational recruitment process, lies in the strength of the foundation of the organizational culture. Thus, the organizational culture has a key role to play in enhancing the recruitment and selection process of any business organization . The cultural stability of a business organization will attract more potential candidates, thus enhancing the human resource of the business organization. Thus, organizational culture has a key role to play in the process of recruitment and selection. Conclusion The organizational culture is an important for the business organization and the HRM activities. The HRM activities such as recruitment and selection and performance appraisal are significantly impacted by the organizational culture. The positivity in organizational culture enhances the employee performance appraisal as well as the recruitment and selection process, such that these HRM process could be effectively executed. The relation between the performance appraisals and organizational culture is strong as a positive organizational culture ensures performance appraisal process. However, lack of ineffective organizational culture will result in lack of performance appraisal activities. Moreover, the recruitment and the selection process is also much more transparent, if the organizational culture is strong and invincible. Thus, the organizational culture shares a strong and positive relation with the performance appraisal of the employees as well as the recruitment and selection p rocess. Thus, the organizational culture has to be developed effectively, to provide a positive platform to the employees for the successful achievement of the organizational goals. The success of a business organization lies on the organizational culture, along with other factors, so that the employee satisfaction and employee retention could be done effectively. References Alvesson, M., Sveningsson, S. (2015).Changing organizational culture: Cultural change work in progress. Routledge. Breaugh, J. A. (2017). To Recruitment.The Wiley Blackwell Handbook of the Psychology of Recruitment, Selection and Employee Retention, 12. Burke, W. W. (2017).Organization change: Theory and practice. Sage Publications. Cummings, T. G., Worley, C. G. (2014).Organization development and change. Cengage learning. Deepa, E., Palaniswamy, R., Kuppusamy, S. (2014). Effect of performance appraisal system in organizational commitment, job satisfaction and productivity.Journal of Contemporary Management Research,8(1), 72. DeNisi, A., Smith, C. E. (2014). Performance appraisal, performance management, and firm-level performance: a review, a proposed model, and new directions for future research.Academy of Management Annals,8(1), 127-179. Dusterhoff, C., Cunningham, J. B., MacGregor, J. N. (2014). The effects of performance rating, leadermember exchange, perceived utility, and organizational justice on performance appraisal satisfaction: Applying a moral judgment perspective.Journal of Business Ethics,119(2), 265-273. Florea, N. V., Mihai, D. C. (2014). Analyzing the influence of IE factors on recruitment and selection performance using Kalman filter.Journal of Science and Arts,14(4), 299. Gordon, G. (2017). Guiding Organizational Culture. InLeadership through Trust(pp. 53-62). Springer International Publishing. Hogan, S. J., Coote, L. V. (2014). Organizational culture, innovation, and performance: A test of Schein's model.Journal of Business Research,67(8), 1609-1621. OReilly III, C. A., Caldwell, D. F., Chatman, J. A., Doerr, B. (2014). The promise and problems of organizational culture: CEO personality, culture, and firm performance.Group Organization Management,39(6), 595-625.

Impact of Audit Committee Characteristics

Question: Discuss about the Impact of Audit Committee Characteristics. Answer: Introduction: With the consideration of the several risks for the companies, the involvement of the insurance business helps in the creation of the study of the business risks that causes the failure of the company. The exposures are presented for the entire risks that are offered with the creation of the insurance policies. The insurance firms can also handle the risks easily with the creation of the coverage of the policies and henceforth in this undertaken case study of HIH insurance company; it is observed that the policies are gathered as per the risks proved for the company (Emmerich, Racz and Unger, 2006). Besides this the great elevation of the compensation are made for the insurance workers in the market of the California which seemed to be a most important part of the risk. With this, the company has faced a lot amount of the losses that are proved to be exposures for the high risk prone zones and thereby the exposures are made for the company. The inherent risk helps in the creation of the possibilities of misleading and the incorrect information within an accounting statement provides the outcomes from something other than the unsuccessful management of the managerial accounting. With the consideration of the examples regarding the inherent risks, it is perceived to utilize the amount of the judgement for the approximation with the involvement of the financial tools are made. In this given case study of HIH limited Company, the shares are perceived with the creation of dropping of the share prices and thereby the poor financial outcomes as well as the improvement of financial outcomes are claimed for the fund insurance. Henceforth the outcome throughout the year 2000 for HIH insurance company has paid $1.7 million to the auditors for the services. As per the given case study of the HIH private limited, the financial performance seemed to be mismanaged by the seniors managers of the organisation and thereby the company halted with the creation of the fall of the performance. The share price of the company had fallen sharply that impacted the shareholders. For the improvement of this position, the appropriate auditing of the balance sheet is made with the remuneration of the huge quantity of the auditing services. The auditor also helps in gaining the negative performance for the company HIH and thereby the creditors and clients face the worst conditions of the company (Ianniello, 2011). Therefore as per the rules and the regulations, auditor is responsible for the downfall of the company and thereby the company and the auditor are responsible for paying all the debts of the clients and the creditors. The condition depicts the act of the intelligence which seems to be described in this case and thereby this act describes the breaching of the duty of care with the harming of the person. In this case of the HIH, the facts and the findings determine the harms that provide the ways of the harm. The solicitor Bruce Dennis fought the case against Andersen. Thus it also helps in providing justice with the detection of the wrong information that is provided for the case study. For this reason, the plaintiffs are still suing the justice which helps in determining the breaching of the contract of duty. The breaching also shows the injury that must be recovered with the violation of the acts and thereby the case provides the appropriate ways with mentioning the justification of the case. The negligence of the damages also helps in overlooking the provision of the plaintiffs in this case. Three previous partners of Arthur Andersen, an audit firm were appointed by HIH as a part of their audit team. For the last ten years the people of Artur Andersen audit firm had made a lot of money through HIH by being a part of their auditors and thereby there is an established relationship present between the two firms. Andersen had earned about $8 million by auditing the books of HIH and along with that also provide different types of services to it for which made about $7 million. The fact that the two firms have been able to maintain a 10 year long professional relationship proves that they have been able to develop a strong relationship between each other. Having known personnel to handle the auditing process of a company proves to be very beneficial as they tend to give a report in favor of the company (Krenn, 2015). Therefore in this case, the personal relationship shared between the two firms can be considered as the reason for HIH taking the people of Andersens as part of t heir auditing team. Since Andersens have a very strong professional and personal relationship with HIH, they are bound to give a good report for it. The work of an auditing organisation offers and unbiased report of all the financial transactions that are made by the company and the consultancy firm is also expected to recommend in the different ways with the creation of concern for the company. Thereby the expectations also help in the increment of the high tax rates and also help in maximising the profitability of the organisation. The benefits also seemed to be holding the audition consultancy and the offering of the services that are seemed to creating and biasness towards the company. It also helps in the creation of the services that are seemed to be crucial for the organisation and henceforth it maintains the image of the company. The circumstances of this case presented in the case indicate that the company is not sticking to the basic ethical practices. The crucial reason behind this is the external auditing team which is needed to be unbiased towards he company and thereby it also helps in the creation of the impartial financial report for the company. With hiring the firm in an unethical manner, the company proved that the actual financial reports are made fake with the creation of the transactions which raise problems in the company and also created hurdles for the company (Madi, Ishak and Manaf, 2014). It is proved to a part of the violation of the ethical conducts and henceforth the demand of the independent investigation is made. In this case the crucial breakdown of HIH company takes place with the consideration of the future claims and thereby the main rationale of the Ramsays report represents the creation of the appropriate suggestion that are seemed to be requisite for the alterations. Henceforth the responsibility of the auditor is created for showing the actual position of the company in the market environment. The impact of the changes determines the rescheduling of the programs with adding values to the financial report of the organisation. it is made for the appropriate consideration of the capital and thereby the enhancement of the values are made in order to strengthen the credibility of the capital market. This also provides the recognition of the acts that are seemed to be helpful for accessing the credibility and the reliability of the report provided by the auditor. References Emmerich, A., Racz, G. and Unger, J. (2006). Audit committee membership: The interplay with general corporate law.International Journal of Disclosure and Governance, 3(1), pp.16-26. Ianniello, G. (2011). Audit policy in Europe: 2011 The year of reform?.International Journal of Disclosure and Governance, 8(3), pp.209-212. Krenn, M. (2015). The role of codetermination in shareholder oriented corporate governance reform: the case of executive remuneration disclosure.International Journal of Corporate Governance, 6(2/3/4), p.178. Madi, H., Ishak, Z. and Manaf, N. (2014). The Impact of Audit Committee Characteristics on Corporate Voluntary Disclosure.Procedia - Social and Behavioral Sciences, 164, pp.486-492.