The idea of corporate takeover is getting common as the economy is boosting and revenue is increasing. Take over often takes place for a number of reasons like potential for significant revenue enhancement, expanding franchise, introducing operating cost. While most of the takeovers are friendly, means stakeholders support acquisition however sometimes it can be hostile when acquisition occurs against the consent of existing members of board. Old way to defend your company from potential takeovers is diminishing. The classical ‘poison pill’ arsenal is disappearing. The main reason hostile acquisition removal methods are applied because of ineffective management.
We have seen in movies that sometimes underdog characters won the best performance award. Even in the corporate world sometimes underdog companies win races against many established companies in the same product. Underdog ventures seek to set a standard for leadership and a high creative environment through their work with high net-worth social investors or profit minded CEOs. Underdog ventures add two ingredients to their marketing: first is creation of growing and second is the importance of combined work power.
The older techniques to increase sales was to create demand, make products cheaper, make advertisements and earn lots of profit. But there is another alternative that is being ignored, creating scarcity. when a company uses scarcity, your customer perceives that there is limited edition which compels them to purchase the product. It develops fear in them of missing out which led them to buy within the time constraints. What are the scars product? Products which are difficult to conceive, difficult to convey and difficult to make. It is a thing that is not available in unlimited amounts and is difficult to get. With scarcity tactics, customers are motivated to buy products because they see everyone is buying it and it is validated by others that it is a great buy.
Rise of collaborative leaders
It seems that lone leadership has served corporate culture very well since the start of the Industrial era. But from the past few decades, with the growth of globalization, the internet has increased the complexity of the work. Newer approaches to leadership have started to take form. We are no longer manufacturing gadgets for single use nor are we afraid to speak in the boardroom. We are thinking multi-dimensionally and lending our talents where it is required. This new way of working requires a new form of leadership. Leadership expert Bryan Gross shifted his focus from great leader to great team, because the most difficult problem requires collective brainstorming. Collaborative leadership can sometimes become a complicated issue still we Know that it’s worthy of our time and make our decision making power more efficient.
Why succession management is important?
Succession management is always a sensitive matter. After all, the future of your company built over several generations is at stake. The aim of effective succession is to meet several expectations as well as to reconcile the conflicting goals that may arise. That’s why today’s corporations are more active about leadership succession. After the success of Andreas Gerber at SME business Switzerland, boards started taking names from outside organizations for candidature of CEO. However some argued that internal candidates are a better option.
Why succession management is important?
Succession management is always a sensitive matter. After all, the future of your company built over several generations is at stake. The aim of effective succession is to meet several expectations as well as to reconcile the conflicting goals that may arise. That’s why today’s corporations are more active about leadership succession. After the success of Andreas Gerber at SME business Switzerland, boards started taking names from outside organisation for candidature of CEO. However some argued that internal candidates are a better option.
Company room :
Melinda and Gates planned to launch its own specialised ‘Chinese Silk’ to enter the apparel industry. It has once again heated the environment of the company as people are divided over the opinion. Some want to invest in a patented technology so that fresh and new business opportunities open up. While other wants to invest in an existing market. CEO Taylor and VP of R&D Stelena are already divided over the issue of launching. If the company invests in existing technology patents will get expensive to defend and soon our company too would be in a price war with copycats. Stelena mentioned it would be tough to manage in a market where we don’t have a partner. But it is a battle one should fight. And this fight would not get restricted to the company’s walls but in new markets too, where our competitors are present and are well aware of our weaknesses. They might defeat us but what will be the cost of it? If we work efficiently and timely we can make more out of our investment. Taylor paused and stood, to leave the meeting room while confronting the fact that we can’t throw our stakeholder’s money in a flowing river just to try something new. Taylor wants Stelena to give him a more detailed report of why she thinks other ways are more opportunistic? Stelena’s character is unbiased and more deep seated.
Symbiotic relationship between value chain and job option
There exists a complementary relationship between creating value and providing jobs. Company generates value when it uses its resources to offer something valuable to its customers. When business expands, work load increases which provides opportunity to skilled and semiskilled workers.
Emerging markets are nations with social and business activity in the process of rapid growth and industrialisation. Well, imagine you have prepared a detailed plan for your products for these emerging markets but do you know how customers will respond to it? And if you are not ready with these questions, you are at loss to your competitors.
If companies want to attract top talent, they need to provide employees with a balanced work-life, so that they can feel good while joining any company. The movie ‘Take Back your life’ by Dr. Lisa Herbert is about hectic life at the organization. It gives beautiful insight about workers’ life in an organization.