Browsing by Author "Zia, Anna"

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    A First Step
    (2014-06-05) Zia, Anna; Mijatovic, Mikaela; University of Gothenburg/Department of Business Administration; Göteborgs universitet/Företagsekonomiska institutionen
    The augmentation of cross-border acquisitions was the characteristic of the fifth wave of acquisitions in Europe. With a more globalized world many researchers claim that the crossborder acquisitions will continue to increase. Further, it may occur cultural clashes in an acquisition; nevertheless a successful integration can lead to advantages. Studies have been done in how to integrate a French company with for instance an American one, little is written about integrating a Swedish and a French company and the national cultural effects that comes with it. The purpose with the thesis is to contribute with an increased knowledge of cultural differences between Sweden and France with focus on uncertainty avoidance. It will help the examined company to increase the awareness of the possible differences that may occur. It will also be a guideline for other Swedish companies when acquiring a French one. The study has been made through a qualitative case study, where the data is collected and accomplished with interviews. The results found in the thesis indicate that in the French company there is a stronger desire of clarity and control compared to the Swedish group. The French are also perceived to wait for their manager to state his point of view and not express their opinions in the same extent as the Swedish company group. Essential for succeeding with the integration is to observe the existing cultural differences.
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    The Challenges of Global Talent Management. How does the football industry overcome the GTM challenges and how can their experiences inspire MNCs operating in knowledge-intensive industries?
    (2017-07-27) Zia, Anna; Svensson, Lisa; University of Gothenburg/Graduate School; Göteborgs universitet/Graduate School
    The personnel of MNCs is becoming increasingly important for a firm's success. At the same time the competition for the best or highly skilled employees, also referred as talents, are increasing for several reasons, such as globalisation and demographic changes. This competitive environment requires a more specific set of IHRM activities compared to traditional IHRM, which deals more deeply with issues like attracting, developing and retaining talents. This particular subset of IHRM activities is called Global Talent Management. However, many managers lack the knowledge about how to address these challenges. Looking at previous studies, there is a lack of clear suggestions on methods used to overcome GTM challenges. To find inspiration of efficient GTM, we have through a case study investigated into the football industry which is a less traditional industry, but yet it is an industry with a long presence and with a significant global reach. Moreover, it is an industry aware of the importance of their talents and where the competition for the best talent always has been present. Our research shows that the football industry does, in fact, have some methods to overcome the GTM challenges, which could be of inspiration for MNCs operating in the knowledge-intensive industry. Examples of learnings include split management roles and more customised development plans. Another key finding is that retention is not of as high importance as attraction and development.