What are the top-ranked factors contributing to acquisition success? According to well-
\nknown surveys and reports
\nDiscussion
\nFour factors contribute to acquisition success. The first ranking factor is<\/p>\n
effective communication, which is vital for cross-border acquisition of employees that is at 71<\/p>\n
percent for responding firms. This helps due to employees coming from different countries<\/p>\n
having a misunderstanding of the language and not being used to the work environment around<\/p>\n
them (Reiche, Harzing & Tenzer ,2019, p. 297). There are two additional objectives that are<\/p>\n
important in any hiring of an employee. First communication is intended to lower anxiety and<\/p>\n
stress that every new employee deals with. Second, it helps provide management with feedback<\/p>\n
ranking factor is the retention of key talent, which is 76 percent of firms responded (Reiche,<\/p>\n
Harzing & Tenzer, 2019, p. 293). The organization wants to know who exactly the key<\/p>\n
employees are so they are aware of who they need to keep happy so the organization can grow<\/p>\n
(Reiche, Harzing & Tenzer ,2019, p. 299). There are three things to help keep the retention of<\/p>\n
employees. First effective and open communication is the key to keeping employees wanting to<\/p>\n
stay within the organization. Second financial incentives such as stock options, bonuses, and a<\/p>\n
pay increase. Lastly, having a relationship with senior management also helps employees stay<\/p>\n
because they feel that their work matters for the organization ((Reiche, Harzing & Tenzer,2019,<\/p>\n
p. 299). The third-ranking factor that contribute to the acquisition success is executive retention<\/p>\n
which has 67 percent of responding firms (Reiche, Harzing & Tenzer,2019, p. 294). Executive<\/p>\n
retention is the top employees of an organization that stays within the company for a long time to<\/p>\n
manage the lower-ranked employees and the organization. They are responsible for directing,<\/p>\n
planning and coordinating activities for the employees in the organization to meet specific goals<\/p>\n
in the organization. So, having good executives in an organization is vital for growth. The last<\/p>\n
ranking factor that contributes to the acquisition success is culture integration which has 51<\/p>\n
percent of responding firms (Reiche, Harzing & Tenzer ,2019, p. 294). Culture integration is<\/p>\n
when someone from different culture goes into another culture to learns what that practices and<\/p>\n
beliefs are to adapt to their home country (Muller, 2021). Having a strong and<\/p>\n
committed leadership that stays with the good and bad times is vital for the successful integration<\/p>\n
of cultures (Reiche, Harzing & Tenzer ,2019, p. 300). There are three things the leadership needs<\/p>\n
to have a thriving culture integration, and that is fundamental to being an effective<\/p>\n
leader such as a clear vision, sense of urgency, and practical and robust communication (Reiche,<\/p>\n
Harzing & Tenzer ,2019, p. 300).
\nConclusion
\nIn conclusion, these are all effective and vital ways to have success when having an<\/p>\n
acquisition to your company. There are two that stand out the most to me, which is effective<\/p>\n
communication and retention of key talent. Effective communication is vital in any<\/p>\n
relationship because everything that is needed to be clear so that everyone is aware of what is<\/p>\n
going on, and no one is sidetracked. For example, at my company Cintas every time I am done<\/p>\n
with a stop, during my route, I will explain to the managers what I have done for them that day<\/p>\n
while I was in their business which helps our company keep having them as customers.<\/p>\n
Retention of key talent is vital for our company due to the demand and stress that comes with our<\/p>\n
position. So having key employees stay is important because these are the employees that help<\/p>\n
the company grow, and senior management usually do this by having good financial incentives<\/p>\n
and strong communication with lower-ranked employees.<\/p>\n
References<\/p>\n
Muller, Sanan. “Cultural Integration: Definition, Examples, and Benefits.” Germany Daily, 14 Dec. 2021, https:\/\/germanydaily.de\/culture\/cultural-integration\/.<\/p>\n
Reiche, Sebastian, Harzing, Anne-Wil & Tenzer Helene. (2019). “International Human Resource
\nManagement” SAGE. 2019<\/p>\n
—-<\/p>\n
What are the most important factors influencing acquisition success? According to widely disseminated studies and reports<\/p>\n
Discussion<\/p>\n
Four factors contribute to acquisition success. The first ranking factor is<\/p>\n
effective communication, which is vital for cross-border acquisition of employees that is at 71<\/p>\n
percent for responding firms. This helps due to employees coming from different countries<\/p>\n
having a misunderstanding of the language and not being used to the work environment around<\/p>\n
them (Reiche, Harzing & Tenzer ,2019, p. 297). There are two additional objectives that are<\/p>\n
important in any hiring of an employee. First communication is intended to lower anxiety and<\/p>\n
stress that every new employee deals with. Second, it helps provide management with feedback<\/p>\n
ranking factor is the retention of key talent, which is 76 percent<\/p>\n","protected":false},"excerpt":{"rendered":"
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