Lot of Mergers are not successful, due to several reasons and one reason can be found within the organization. Since organizations consists of people, who are involved in the Merger, the importance of cultural aspects must be stressed. Six months before this essay, Carlsberg Sverige AB formed through the Merger of Pripps and Falcon. These two companies are in the start up process of the Merger, which is the focus of this essay. The awarness of differences and similarities is crucial for the Merger.

This study aims to build a deeper understanding of how differences in identities and communication can affect the possibilities of achieving a successful Merger between companies from different type of industries. Our study is of qualitative nature and looks into the specific Merger between Företagshälsovården AB and Managementkonsulterna AB. The study builds upon 16 semi structured interviews which are carried out with employees from both parts of the organization and with management personnel. Firstly our study shows that the different identities existing within the different parts of the organization, highly affect the integration process after a Merger. Secondly we show that the level of communication transmitted from the management, but also between the different parts of the organization, affects the possibilities of creating a successful Merger.

This thesis examines the established theories on the phenomena of Merger of equals. In contrast to an acquisition, a Merger of equals is complex since the very nature of it entails that none of the involved parties are in control. Merger of equals are therefore viewed as one of the most difficult types of partnership and data show that over fourty percent of all Mergers fail to achieve their targets. Still, research on the phenomena is limited. The main purpose of this thesis is to analyse the implicit factors to why a Merger of equals fail.

The decision of the European Commission to block the Merger between Volvo and Scania in the late 90?s became the starting point to the debate of the possible discriminating effects of the European Merger regulation. Especially since the Commission a few years earlier had approved of the Merger between Mercedes-Benz and Kässbohrer on the German bus market, where the conditions for competition had been similar to those at hand in the Swedish case. The issue that was and still is in focus is whether the European Merger regulation is more difficult to pass for large companies situated on a smaller domestic market than is the case for their competitors of corresponding size but situated on a larger domestic market.This thesis aims at examining what the judgement of the geographical relevant market means for the application of the Merger act. This is being done from two perspectives.

Studies have shown that Mergers and acquisitions often fail and that a reason to this might be that investment banks do not take any responsibility for the post Merger integration. Despite this there have been no studies of the potential benefits of an investment bank taking a holistic approach to the M&A-process and including post Merger integration in its service. This study identifies a couple of investment banks that does this and calls them holistic investment banks. In M&A-theory a successful process is often described according to so called success factors that need to be fulfilled in order to achieve a successful result of the Merger or acquisition. The business model and work approach of one holistic investment bank is analyzed in this case study on the base of seven success factors from established theories.

Mergers and Acuisitions are becoming increasingly common. This can be explained with the fact that the competition is increasing. Therefore many companies are forced to join other markets. This thesis inquires into the process of Mergers and Acqusitions when one company buys another company. The main focus is set on how three different banks handle the process of Mergers and Acqusitions and what results this leads to. These are: Kaupthing Bank, Nordea and Citibank.

Mergers between companies has become more and more common in Sweden and in the rest of the world with the motive to increase the competitive strength in the current markets and has an important role within organisational development of companies. When organisations Merger there is not only buildings and objects that are put together but also their individual organisational structures, people, values and cultures. This can be a difficult process and can affect many people in how they think conscious as well as unconscious, feel and react.The purpose of this thesis is to gain a deeper understanding of how employees are affected following a Merger when changes in the organisational culture come up, and how these changes are expressed.This thesis is delimited to investigate only one company, Skruf Snus AB and only focus on their business and employees in the region of Stockholm. The thesis contains a qualitative investigation with semi structured interviews that has been carried out with eight employees at Skruf Snus AB. The thesis is partly based on a model of Schein which describes the different levels in organisational culture and partly on some theories about reactions to change in relation to the integration between the employees following a Merger.The results of the investigation indicate that with a Merger the whole organisational culture is affected and therefore also the employees.

This study addresses the issue of Mergers between consulting firms. Previous research has shown that there are specific factors that determine the outcome of a Merger and that success is more likely if companies are more similar. The purpose of the study is therefore to define relevant factors and understand when resemblance matter and under what conditions disparity may cause problems. Furthermore, the aim of the study is to find a pattern of which factors are more important in a successful Merger. The problem of the study is addressed through a qualitative research approach and is conducted on six different Mergers.

This Bachelor?s thesis focuses on those terms that, from a Swedish perspective, have to be fulfilled to entitle deduction for definitive losses in a cross-border Merger situation. The thesis analyses one of the ten rulings from the Swedish Supreme Administrative Court which were published in 2009.The ruling is analysed in the light of the Treaty on the Functioning of the European Union, the Merger directive and the Court of Justice rulings in Marks & Spencer and Lidl. The purpose is to examine if the Swedish rules concerning cross-border Mergers is compatible with the EU-law. The Swedish rules concerning Mergers are found in chapter 37 in the Swedish income tax act.

In the society of today it?s very hard for companies to succeed with Mergers. (A.L.Pablo, M.Javidan:2004) This study intends to elucidate the importance of internal marketing and internal communication with Mergers. The intention with this essay is to study and analyse the Merger between the two companies Astra and Zeneca and study the employers at the time when the Merger took place in 1999.I have chosen to do this study on the basis of an employer?s perspective.

Mergers between companies has become more and more common in Sweden and in the rest of the world with the motive to increase the competitive strength in the current markets and has an important role within organisational development of companies. When organisations Merger there is not only buildings and objects that are put together but also their individual organisational structures, people, values and cultures. This can be a difficult process and can affect many people in how they think conscious as well as unconscious, feel and react.The purpose of this thesis is to gain a deeper understanding of how employees are affected following a Merger when changes in the organisational culture come up, and how these changes are expressed.This thesis is delimited to investigate only one company, Skruf Snus AB and only focus on their business and employees in the region of Stockholm. The thesis contains a qualitative investigation with semi structured interviews that has been carried out with eight employees at Skruf Snus AB. The thesis is partly based on a model of Schein which describes the different levels in organisational culture and partly on some theories about reactions to change in relation to the integration between the employees following a Merger.The results of the investigation indicate that with a Merger the whole organisational culture is affected and therefore also the employees.

Vid millennieskiftet stod det klart att två av Europas största mejeriföretag skulle fusioneras ihop till ett företaget. Svenska koncernen Arla och den danska MD Foods gick ihop i en så kallad Merger of equals vilket innebär att fusionen äger rum mellan likvärdiga parter.Efter fusionen går det att ifrågasätta om fusionen verkligen blev jämn. Eftersom både styrelseordförande och VD:n är danskar samt att koncernledningen till stor del är danskt. Huvudkontoret placerades även i den danska staden Århus. Det är därför osäkert om begreppet Merger of equals var ett knep för att få företagets ägare och medlemmar att gå med på att fusioneras.

Background: Mergers have been increasing during the latter part of the 1990s. In the Nordic region many previously national companies have joined their forces to create a new Nordic company. This will lead to many challenges when the companies are integrated.Purpose: The purpose of this thesis is to investigate the integration phase. Our goal is to study the integration of Cloetta Fazer and learn how the company can handle the two types of integration. Procedure: To be able to prove our assumptions, that were made on the basis of literature, we have collected empirical material by interviewing eight managers at Cloetta Fazer.

During the twentieth century, Mergers&aquisitions have occured in waves where times of low activityfrequently has turned into periods of high activity. M&A:s have been of increasing numbers and growing size, which was extra evident during the last wave during the 1990:s. What are the motives that has made M&A such a widely used strategy? Are there similarities within and across industries regarding Merger motives? The empirical material consists of primary and secundary data collected from two Mergers in three industries respectively; manufacturing, banking and IT. The analysis make use of three different perspectives, the reason for this being to create understanding and furthermore illuminate the complexity of the problem.

Both the Commission and the Community Courts have on several occasions stated that a concentration that will cause the creation or strengthening of an oligopoly under certain circumstances might cause what?s referred to as a collective dominant position in the market. The concept of collective dominant position has gained a lot of criticism for being poorly defined and thereby create an uncertainty. The Commissions approach when applying the concept has also gained criticism for its lack of consistency. As a consequence of the Court of First Instances (CFI) decision in the case Airtours v.