企业并购后财务整合路径探讨

近年来,随着我国企业对做大做强的不懈追求,企业并购的经济现象越来越普遍。然而,企业并购的成功率并不高,主要是因为企业并购后整合过程的不完善,其中财务整合是并购整合的关键环节和核心,财务整合的效果直接影响到整合的整体效果,从而影响企业并购的成败。为此,本文着力探讨了企业并购后财务整合的相关模式和路径,并辅之以企业并购后财务整合的必要性分析和原则概述,以期能为我国企业并购后财务整合的实践提供相关借鉴。     

CIS与并购后企业价值整合模式探讨

并购是企业进入更广阔的业务范围与市场领域,使企业快速发展的重要方式。然而,许多并购后的企业由于缺乏整合措施,并没有实现企业价值最大化的目标。本文认为并购后的整合是关系并购成败的关键因素,而导入CIS对企业并购后价值整合有重要作用,本文重点探讨了CIS在并购后企业的价值整合模式。     

企业并购整合管理的界面研究

企业并购后整合问题,一直是并购企业关注的重要问题。关于并购企业整合涉及企业文化、组织结构、组织制度和人力资源整合等多方面问题,从这四个层面进行并购企业整合,使并购后的企业尽快实现资源合理配置,提高并购后整体效益。     

企业并购后的财务整合研究

企业并购是资本运营的一个重要方式，是市场经济发展的必然要求。企业并购后能否得到良好发展，在很大程度上取决于并购后企业是否进行了有效的整合，而企业并购后的财务整合是所有整合工作的核心环节，对于并购后的企业提高核心竞争力具有十分重要的作用。因此，研究企业并购后的财务整合具有非常重要的理论意义和实际意义。     

企业并购后整合系统探析

企业并购后的整合是并购成败的关键。并购后整合所包含的内涵是极其丰富的,涉及到一个企业的方方面面,任何一方的整合的不利或欠缺,都会导致整个整合活动的失败。企业并购后的整合应以培育核心能力为目的。因此,必须建立基于企业核心竞争力提升的并购后整合的系统框架。     

企业并购整合管理的界面研究

企业并购后整合问题,一直是并购企业关注的重要问题.关于并购企业整合涉及企业文化、组织结构、组织制度和人力资源整合等多方面问题,从这四个层面进行并购企业整合,使并购后的企业尽快实现资源合理配置,提高并购后整体效益.     

企业并购后财务整合之问题及对策研究

并购后的财务整合是并购方对被并购方财务管理体系的调整,良好的财务整合有利于实现财务的协同效应,许多企业并购失败究其原因就是因为忽略了并购后的财务整合。本文通过探讨并购后财务的整合问题,并针对面临的问题提出相应的对策,以期为企业并购后有效的开展财务整合工作提供建设性的意见。     

试论企业并购的财务整合理论基础

企业并购后,财务整合是极其重要的环节,是企业并购成败的关键所在。本文首先分析了企业并购后财务整合的必要性,然后从系统论、复杂科学理论、协同论分析了这些理论对财务整合的指导意义。     

企业并购后的文化整合研究

企业并购的成功与否，并不在于并购本身，并购后的整合尤其是文化的整合占据了重要地位。了解企业并购后文化整合的定义，分析企业并购后实施文化整合的动因，探析企业并购后的文化整合的模式，对于企业并购的成功有着极为重要的影响。     

企业并购中的商标整合策略研究

近年来,我国企业参与并购行为越来越多,由于企业缺乏并购后商标整合的能力和经验,导致并购后企业利益受损甚至并购失败。本文在分析了企业并购后商标整合的四种策略后,对各种策略选择涉及到的关键因素进行了分析,并在此基础上提出了并购企业选择商标整合策略的流程。     

Employee emotional resilience during post-merger integration across national boundaries: Rewards and the mediating role of fairness norms

This article presents a conceptual framework to advance the understanding of the process and pitfalls of post-merger integration (PMI) across national boundaries. We argue that successful PMI is contingent on employee emotional resilience, which, in turn, depends on the efficacy of reward systems and of the underlying equity. The paper documents the key role played by financial and non-financial rewards, and of reciprocal behaviors conditioned by fairness norms, on employee emotional resilience during PMI, and the impact on them of contextual dynamics. We draw out the implications for theory and practice, again taking into special account of mergers across national boundaries, and those involving multinational enterprises (MNEs).     

企业并购中进行文化整合的基本思路与对策

日前企业并购中存在的问题,究其原因,主要是文化管理体制没有进行根本性的改革。企业并购中文化整合的基本思路是将企业文化整合的内容划分为观念文化的整合、制度文化的整合、行为文化的整合、物质文化的整合。加强并购企业文化整合,必须建立良好的文化整合机制,提炼核心价值观,增强企业领导者的文化整合观念和能力,自上而下地加速整合的进程。     

Partial or total integration in a cross‐border merger? Building a Nordic bank culture

The rate of failure for international mergers and acquisitions (M&As) is exceptionally high, since the integration of merging firms does not function well. Using a process perspective, this study aims to analyze the integration process in a cross‐border merger and the development of a common organizational culture. A framework based on premerger cultural and organizational fit, synergy, and resulting organizational culture is developed to study the growth of Nordea, a merger of four Nordic banks. Data include in‐depth interviews and secondary sources. This case study shows how cultural and managerial differences are dealt with and synergies realized. Building a broad organizational culture involving human resource management, decision making, technology, competitiveness, and customer relationships is necessary for merger integration, but it is costly and difficult. We suggest that success in mergers lies in managers creating a new cultural identity with unique values and perspectives.     

Book Reviews

As providers oJJitzarzcia1 services ubn to reduce costs ancl .scrtisJ\increasingly articulate customers, growth through acquisition or merger appears to provide them with the means to achieve these objectives. A signrJcant aspect of merger is the legacy of cultural integration and the literature is replete with examples of mergers where cultural matters have been poorly managed. This paper argues that merging institutions tnay find that by matching cultural developments to the dynamics o f the environment, significant competitive advantage can be gained. Far from creating dysfunctional turbulence, merger activity might instead provide the necessary trigger to stimulate cultural change. Financial service providers and other merging institutions are advised to extend their horizotzs beyond aclzieving, smooth integration to instilling (I culture more in tune with the dynamics o f the marketplace.     

Does Vertical Integration Promote Downstream Incomplete Collusion? An Evaluation of Static and Dynamic Stability

This paper analyzes the impact of vertical integration on the static and dynamic stability of downstream incomplete collusion. It is shown that a vertical merger between an upstream firm and a downstream cartel or fringe firm promotes downstream collusion, under certain conditions on the market size. However, for low downstream market concentration, a vertical merger with a cartel firm hinders collusion. Moreover, a welfare analysis shows that consumer surplus increases with the vertical merger because the merger partially eliminates the double marginalization problem.     

企业并购中的文化管理

在市场竞争日益激烈的情况下,企业面临着严峻的挑战。如今并购已日益成为企业快速成长之路,而文化管理则是企业并购中的重要一环。要成功实现并购,企业必须对两种不同的企业文化进行整合。有效的文化管理,可以提高并购成功的机率,降低并购成本,使并购双方真正形成一个有机整体。     

Merger as a Trigger for Cultural Change in the Retail Financial Services Sector

As providers of financial services aim to reduce costs and satisfy increasingly articulate customers, growth through acquisition or merger appears to provide them with the means to achieve these objectives. A significant aspect of merger is the legacy of cultural integration and the literature is replete with examples of mergers where cultural matters have been poorly managed. This paper argues that merging institutions may find that by matching cultural developments to the dynamics of the environment, significant competitive advantage can be gained. Far from creating dysfunctional turbulence, merger activity might instead provide the necessary trigger to stimulate cultural change.Financial service providers and other merging institutions are advised to extend their horizons beyond achieving, smooth integration to instilling a culture more in tune with the dynamics of the marketplace.     

我国企业技术寻求导向的连续并购战略研究

我国企业的并购活动日益突出技术寻求导向和连续性特征。本文首先分析企业连续并购的技术链补强战略、技术匹配战略和跨文化整合战略,在对连续并购活动中存在的跨文化整合、相关者利益协调等关键问题进行分析的基础上提出相应的建议。本文对以技术寻求为导向的我国企业连续并购活动具有一定的指导意义。     

On the Scope of Conflict in International Merger Control

In this paper, we analyze the scope for conflict between national merger control agencies which simultaneously assert jurisdictions. We consider a positive model of merger control in which market definition and the analysis of dominance are both explicitly specified. Our main finding is that conflict in international merger control is less likely to occur when economic integration is high. Hence, economic integration should alleviate rather than exacerbate conflict. In addition, we observe that conflict is more likely to arise between countries of similar market size and for moderate competition policy rules.     

跨国收购失败教训何在——明基并购西门子案例剖析

随着经济全球化的发展,跨国并购浪潮正在席卷全球。许多优秀的中国企业纷纷投身于并购浪潮之中,然而,由于异地民族文化差异,由文化差异带来的文化冲突,严重影响并购整合过程。因而,跨国并购后实现有效的跨文化整合已成为中国企业的当务之急,企业跨文化经营管理的有效性命题被提上议程。