Understanding M&A through examples!

Merge and acquisitions, what an interesting way to growth and to increase cross border activities. This process call Merge and Acquisitions, knowing that each one is different, is the perfect way to open up markets. Talking about merging process I can say that this combination give the two parties larger databases and also more access to many more geographies through the partner company. Talking now about acquisition the only company who gain benefits it’s the buyer or the one that will stay in the market.
Now if we go to India, an amazing country with high growing rates, we will see that in this amazing country a lot of mergers and acquisitions are having place. I am going to mention three different examples.
Bharti Airtel acquired telecom operator of Africa "Zain" for USD 10.7 billion (INR 493.56 billion)
Fortis Healthcare one of the biggest healthcare chain of India acquired 23.9% stake in parkway holdings of Singapore based for USD 685.3 million (INR 31.10 billion).
Godrej Consumer acquired the Indonesian household insecticide maker Megasari Makmur Group for INR 12 billion.
Here we can see that a merging process is when the company that is purchased become a subsidiary of the aquaring company. Lets say that there is two different companies. Company X and company Y. So the company X and company Y. So Company X + company Y = ( company x + company y), this means that both companies still exisiting and for the eyes of the people the company y will maintain its former apperearence, but this company will be owned and control by company x.
In the case of the acquisition what happens is that one company disappear. Lets see it in another equation, company x and company Y. So company X + company Y = Compsny C. This means that there is a combination of two companies in which one of them ceases to exist.
This is how a lot of companies are growing and internationalizing. And india is the country with more M&A in the world.
ATICLES BASE. MERGER AND ACQUISITION IN THE CONTEXT OF INDIAN SCENERIO. RETRIEVED FROM : http://www.articlesbase.com/international-studies-articles/merger-and-acquisition-in-the-context-of-indian-scenerio-3218851.html#ixzz13LSlZKKN

UBUNTU, SUCH A GREAT OPPORTUNITY

After reading the text written Mzamo P. Mangaliso a recognized academic from South Africa called Building competitive advantage from ubuntu: Management lessons from south Africa, I was impressed. Its amazing hoe different people can think in other places of the world and even from there we can take advices. The thing I like the most is that the ubuntu shows us the importance of respecting the others and also everyone needs from others in order to success.
In a society like mine where the self interest is above everything and even the people try to get advantage from other people trying to make them fail, just to feel they are more capable or just better than the other and the saddest thing its that sometimes this kind of people gain admiration in the society. In a culture like the one Medellin has, I think that a humaneness, a pervasive spirit of caring and community, harmony and continuity, respect and responsiveness among all members of our society will make us growth as a more spiritual economy making us improve in politics and economics, this way our culture would be more rich and attractive.
But now I want to focus this amazing philosophy into the companies. Not all companies behave the same way, so its imposible to adapt the ubuntu philosophy the same way to all of them. But what it is possible is to see, that all organizations in the world have different members and all this persons coexist and share a lot of their times together. For the ubuntu the relationship with others is really important and its based on the harmony and continuity, its also essential to mention the importance the interdependency between them. All this factors help cpmpanies to work properly and to be more profitable. I would like to mention also one cultural dimension studied by Geert Hofstede, the dimension is called high power distance and it talks about the distance the societies has between their members. To many companies around the world has a high power distance, which make the decision making process more difficult and long, if we apply the ubuntu philosophy to this distance between managers and employees the companies would have a better decision making process obtaining better solutions and faster.
I would also like to mention that in an internationalization process, the ubuntu philosophy would be for me the best option to interact with the new culture a company. A great example for this is the one of McCann Erickson and the South Africa black company called Herd Buyers, this was a great merging process in which the ubuntu helped. Today they jumped from the 14th place to be in the top five of advertising companies in South Africa.
To conclude I found the ubuntu a great philosophy to harmonize companies and make them more profitable, and better and nicer places for the workers, owners, etc. it would be more confortable to all of them from the doorman to the general manager.

HOW ARE THE MIGRANT WOMEN DOING??

These week I would like to understand the IOM and what does the organization to improve conditions of women migrant workers.
But first I would like to know something about the IOM. The organization was established in 1951. Since then the IOM or the international organization for migration is the most important intergovernmental organization in migration matters, a field which is gaining importance and people every day. The IOM also works closely with governamental, intergovernamental and non-governamental partners. Its main concern is to promote humane and orderly migration for the benefit of all. To achieve it, the IOM provides services and advices to governments and migrants. Today the IOM counts with 127 member states, plus than 6700 staff members, 450 field locations and 2000 projects worldwide.
IOM works in the four broad areas of migration management:

Migration and development.
Facilitating migration.
Regulating migration.
Forced migration.

The IOM have many programs to help all these women, and they objective is to take action against the violence and discrimination affecting migrant women and girls. In fact in their web page they have an interesting document call like this. The concern about this topic is that the violence against women is one of the most pervasive global and systemic forms of human rights violation that exist today. But even knowing this, the problem for the women is huge, they don’t encounter benefits from their migration processes, but only violence and discrimination. According to the UN DESA 2009 for some of the 105 million international migrants worldwide, all kinds of violence and discriminations can appear when they are just starting their lives somewhere else
Women usually emigrate because of different situations like discrimination, for example in labor. The IOM has different sad and impressive examples, which I would like to mention.

“When my husband arrived home, he asked me for the residence registration paper. I said I was too tired and that I would get it back the next day. As a result, he swore at me, beat me, burned me with his cigarette and took a knife and threatened to cut me. He kicked me and sprayed me with mosquito killer spray.” (Migrant woman in Viet Nam, in Steibelt/IOM, 2009)

“I was ironing; he came up to me from behind and pushed me to the floor. He raped me. Afterwards he forced me to the kitchen and pulled out a big knife and held it against my chest. He said: ‘If you tell anyone, I will kill you or if I don’t kill you, I will tell the government about you and you will be deported’. So I didn’t say anything, although I felt so bad, I was so scared. Then one day, about a month later he came for me again. But this time, his wife saw, his wife started to fight her husband and then she turned on me. She beat me with a stick and threw a knife at me. I left the house and never went back.” (Ethiopian domestic worker in Saudi Arabia, in IOM, 2006)

“I feel like they’ve taken my smile and I can never have it back. ” (LSHTM/IOM et al., 2006)

After Reading these examples people can feel sad, but thanks to the IOM, these women have a backup which is this organization. The IOM strives to protect women migrants from discrimination and violence.
Everybody knows is really difficult to resolve this problem but at least there are a lot of people who cares for other people and would do what they can t help them have a better way of live.
I recommend you to read the document of the IOM. It is call Taking action against violence and discrimination affecting migrant woman and girls  

BIBLIOGRAPHY
INTERNATIONAL ORGANIZATION FOR MIGRATION. About IOM. Retrieved from: http://www.iom.int/jahia/Jahia/about-iom/lang/ent
INTERNATIONAL ORGANIZATION FOR MIGRATION. Taking action against violence and discrimination affecting migrant woman and girls. Retrieved from: http://www.iom.int/jahia/webdav/site/myjahiasite/shared/shared/mainsite/published_docs/brochures_and_info_sheets/violence_against_migrant_women_factsheet.pdf

Dealing with Cultural Differences

POWER DISTANCE
According to Professor Emeritus Geert Hofstede of the Maastricht University in Holland, there are five intercultural dimensions that help to predict how a person from a country will behave in a given situation. These dimensions are Power Distance Index, Individualism, Masculinity, Uncertainty Avoidance, and Long-Term Orientation.
The power distance index refers to the acceptance and expectance of individuals that power is distributed unequally. I understand this like how much the culture value hierarchical relationships and respect for authority. (Authority is not in coercive authority). And will depend also on the difference of the acquisition capacity between the people from a country. For me, goes also, in the distance that a normal employee would have with his boss or superiors. And in which hands are the decision making. Sometimes the boss is the only one who can take decisions.
So the example that comes to my head is a foreign employee from a multinational being transfer from one country to another. Let’s take to countries, Colombia in one hand which has a high power distance index around 70 and Switzerland which has the power distance index around 40.
Taking to account that in Colombia the boss should take the decisions according to what Hofstede explains, this employee transferred to Switzerland would be into troubles as soon as his new boss ask him for decisions, he is use to do his work but the one in charge of the decisions is his boss. So there might be a misunderstanding because his new boss will be expecting more security from the employee from Colombia in the decision making process.

Mis Blogs Favoritos

http://www.digitaleleinwand.de/. I like this one because it shows 3Dfilms, the digitalization and also product placement. Specially product placement is something i like in merchandising. I also like the movies.

http://www.thebobs.com/index.php?w=1265968663909097DRSKNUKJ . Waht is more important than the earth it self. In this blog we can see different videos that show us the troubles the world is in. And i like it in german to practice.

http://www.enriquepatino.com/ . I find this one the best because it shows with images and differents arguments our country. A country that we should love. Also because i like phtography preety much.