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A Case Study of HR Program Evaluation of Merger and Acquisition
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| Presenter(s):
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| Chien Yu, National Taiwan Normal University, yuchienping@yahoo.com.tw
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| Chin-Cheh Yu, National Taiwan Normal University, jackfile971@gmail.com
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| Abstract:
Merger and acquisition are frequently used in the last two decades. The process of merger and acquisition is promoted by free market force in developed nations. However, it is not the case in Taiwan. Banks, insurance companies, and security firms are encouraged to make merger and acquisition. Public banks are urged to be merged by private ones. One case of merger and acquisition is quite unique for it merges one public bank and a foreign insurance company. The organization culture(s) are very different among these three organizations. The name of 'conservative' will be labeled with public bank while 'open' with foreign insurance company and labeled 'median' as the merger. How to make the process of merging smooth is a very tough job for the HR department. This unique experience deserves further exploration. The main purpose of the study is to study the effectiveness of HR programs employed in these processes of merger and acquisition.
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Organizational Conflict: Assessing Effectiveness of Dispute Resolution Systems
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| Presenter(s):
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| Jeannie Trudel, Indiana Wesleyan University, jeannie.trudel@indwes.edu
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| Ray Haynes, Indiana University, rkhaynes@indiana.edu
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| Abstract:
Workplace conflict permeates organizations at all levels and poses a substantial threat to organizational effectiveness, hurting the bottom line. This presentation discusses the need for assessing and evaluating the effectiveness of organizational dispute resolution systems, given the trend of corporate America moving away from formal litigious processes to manage conflict in the workplace.
Research indicates that alternative dispute resolution (ADR) methods are time and cost effective for resolving organizational conflict particularly in the area of employment. ADR includes mediation, arbitration, ombudspersons, conciliation, fact-finding, mini-trial and peer reviews. As more organizations move toward a systemic perspective in managing workplace conflict, the design and implementation of dispute resolution systems have gained wide acceptance. However, the effectiveness and success of such systems remains to be assessed. A model and framework for assessment is presented.
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