Ducati Texas Pacific Group †a ”Wild Ride” Leveraged Buyout

Ducati Texas Pacific Group – A †Wild Ride† Leveraged Buyout 1. What is the nature of the opportunity? Could the Ducati brand be expanded beyond motorcycles? Why or why not? TPG strategy is to invest in undervalued firms’ that usually have been poorly managed. The investments are made in privately hold firms that are either unlisted from the beginning or that is being delisted from the stock exchange under the LBO process. TPG wants to invest in firms with a â€Å"healthy† basis but that are experience some problems that TPG believes’ that they can fix. Does Ducati live up to this? TGP has the opportunity, if the deal goes through, to purchase a controlling stake in Ducati Meccanico, producer of the best motorcycles in the world. The article†¦show more content†¦The negotiations then lead to an agreement between the parties. According to the article the negotiations in the US are done more in a linear path but the negotiations with Cagiva can best be described as a circular path. TPG has been negotiated with Ducati for almost a year. This is probably were the cultural difference is most prominent. Americans chose to discuss every issue separately step by step and after every discussion they want to include this in the contract between the parties. Italians see the whole picture in every discussion so when the Americans have decided something new in the next step of the precoess the Italians want to go back to the previous steps and re discuss them. Furthermore, Italians don’t like do business if they can’t trust the other part in America you don’t have to feel the trust since you include every little detail in the arrangement otherwise you can get sued. Maybe that is why the Castiglioni brothers might not trust TPG if they are not willing to re discuss everything again. Maybe that is why they are trying to shop the deal to others even though they have signed a Letter of Intent with TPG. This would never happen in America. But they have not participated in any meetings and in America it would probably not be hard to sign a contract under an LBO situation. TPG believed that their behavior replicated an act of trying to back out of the deal. Context LBO’s in U.S. seems much more organized than in Italy but at theShow MoreRelatedDucati Texas Pacific Group – a †Wild Ride† Leveraged Buyout3136 Words   |  13 PagesDucati Texas Pacific Group – A †Wild Ride† Leveraged Buyout 1. What is the nature of the opportunity? Could the Ducati brand be expanded beyond motorcycles? Why or why not? TPG strategy is to invest in undervalued firms’ that usually have been poorly managed. The investments are made in privately hold firms that are either unlisted from the beginning or that is being delisted from the stock exchange under the LBO process. TPG wants to invest in firms with a â€Å"healthy† basis but that are experience Ducati Texas Pacific Group – a †Wild Ride† Leveraged Buyout Ducati Texas Pacific Group – A †Wild Ride† Leveraged Buyout 1. What is the nature of the opportunity? Could the Ducati brand be expanded beyond motorcycles? Why or why not? TPG strategy is to invest in undervalued firms’ that usually have been poorly managed. The investments are made in privately hold firms that are either unlisted from the beginning or that is being delisted from the stock exchange under the LBO process. TPG wants to invest in firms with a â€Å"healthy† basis but that are experience some problems that TPG believes’ that they can fix. Does Ducati live up to this? TGP has the opportunity, if the deal goes through, to purchase a controlling stake in Ducati Meccanico, producer of the best motorcycles in the world. The†¦show more content†¦As I already pointed out Ducati is in a great position to imitate, for street bikes, what cruisers are for Harley-Davidson. Harley-Davidson has succeeded in creating a life-style brand with as much as 15% of its sales, with a growth potential, coming from just clothing and mechanical accessories. Ducati could look at the products Harley-Davidson is selling and how their selling them. They could also compare with a car company, like Ferrari, that has a lot of clothing and accessories that they sell. Ducati has a great potential to extend beyond motorcycles with motorcycle clothing and accessories and mechanical accessories. There are probably a lot of motorcycle stores that would want to sell their products and they could also sell them through their own shops and from online shops. It is just the imagi nation, costs and the combination of a balanced brand expansion that sets the limits. 2. How does this deal differ from a typical deal in the US? In terms of deal flow generation, due diligence process, negotiations and context? Deal flow generation The deal flow is the ability used by equity firms to identify attractive potential investment candidates, i.e. the ability to generate deal flow. This flow is generated from a wide range sources’, from for instance the experience and network built up by working in specific businesses to the network of senior corporate executives and it is this flow that discover opportunities that otherwise would have

Abrahamic Religions Free Essays

Christianity, Judaism, and Islam are all very closely unified as Abrahamic religions because they share a multitude of common beliefs and thoughts. Hinduism, on the other hand is almost complete opposite of these religions. The extreme differences within these religions has seemed to cause problems between them throughout history. We will write a custom essay sample on Abrahamic Religions or any similar topic only for you Order Now Hinduism is considered to be an Eastern religion while Judaism, Christianity, and Islam are considered Western. (Lafave,2004. Location, leaders, religious practices, and political issues are just a few aspects that bring them to differentiating opinions. The Abrahamic religions have many shared ideas and thoughts in relation to life and the driving force of the universe. Jews ,Christians, Muslims all agree upon the notion that there is only one creator of all of humanity. They are all monotheistic religions and they rely on holy scriptures as a life guided tool. The Christians use the Holy Bible, Islams refer to the Qu’ran, while Jews refer mostly to the Torah. All believe that the human body is only a temporary state and that if the soul is a deemed a good one by following God’s plan then it goes on to live eternally in heaven with Jesus or the equivalent. If the soul judged by God is unworthy, then it must live in hell with the devil. Jews, Muslims, and Christians alike all believe in a coming of the Messiah, though at different times. Another shared belief is that GOD is a merciful God and must be respected and given praise accordingly. He will forgive the sins of the people by repentance and one must live their life according to his teachings. These beliefs are just the tip of the iceberg when talking about similarities between the Abrahamic religions. Hinduism is an almost complete opposite of the Abrahamic religions. Hindus have no substantial founder of the religion nor do they only worship just one God, but different Gods and Goddesses and manifestations or aspects of the Supreme God. Hinduism is considered a polytheistic religion. The life guided scriptures used by them is the Vedas which are considered the oldest and most sacred religious texts. Hinduism beliefs consider karma to determine one’s life path for the future in the cycle of reincarnation. Karma is considered to be the universal law of cause and effect. They consider life to be a continuous cycle and the end goal for them is to be released from life by â€Å"learning the true illusions of life and achieve unity with the Brahman†. â€Å"Individuals may find release from life by devotion to one or more of the Indian Gods. (Hopfe Woodward,2009. p. 98)Hinduism has grown to become the world’s third largest religion. Places of worship include temples and home shrines. Brahman is the unifying principle and Supreme Reality behind all existance though is rarely worshipped. Brahma is the most widely known and is the recognized one as Creator of the world. The similarities that are shared by these religions are very few and many conflict s have actually risen from differences in views of the world. In modern civilation in these days and times, I believe in unity of all religions. If the whole world could all come to a common point of understanding, there would be less need for war and misunderstanding of humanity. Even though these religions are deemed so different, I believe there is a unifying force that helped create them all. References Hopfe, L. Woodward, M. , (2009). Religions of the World,11th ed. Lafave, S. , Retrieved January 2004 from http://instruct. westvalley. edu/lafave/east_west. html How to cite Abrahamic Religions, Papers

Workplace Diversity and Behavior

Questions: 1. Describe the demographics and the level and types of diversity of the workforce in the organization for which you currently work, or for an organization for which you have previously worked and with whom you are familiar?2. Describe the types of diversity management strategies that the organization employs. If the organization does not have a diversity management strategy, explain why this is so and suggest some ideas for designing and implementing such a strategy? Answers: Introduction Organization can be considered as the systems of the society. If one shows willingness for working in them or for managing them, it is important for understanding the operations being conducted. Organizational behavior is important for influencing the individuals, structure and groups seem to be having a behavior in the setting of business organization (Bob 2009). In order to understand the relevance of Organizational Behavior, this report will be describing the different types and level of diversity within the organization of Google. Further ahead, this report will be describing the types of strategies for the management of diversity that is being employed by the business organization of Google. 1. Types of Diversity It has been identified that within the field of HR, those organizations have been identified as being highly productive, the ones that are most diverse in nature. This diversity is present in the organization of Google (Bob 2009). There are three different types of diversity needed by the business organization. These three types of diversity includes style of behavior, style of thinking, and gender. Diversity of gender over the teams, with respect to productivity might end up having a great impact over positive productivity over any other element being done. Thinking styles are considered as the most important form in the diversity of Google as it helps in providing scientific tools for the measurement of a thinking style held by one and gaining the potentiality of knowing what can end up going wrong (Brownell 2003). There are a number of different styles of behavior. Hence, it can be stated that having both, extroverted and introverted individuals working on a team is a huge conside ration. Levels of Diversity There are four different stages or levels related to the diversity of workplace. The first stage is focusing on celebration. The organization of Google has continuously been recognizing the importance of diversity and is focused on celebrating even small achievements. The next level is focused on the workforce. The organization of Google involves a plan of diversity stating the milestones, objectives and actions of the company. This has assisted in the implementation of resource groups along with a well structured program for monitoring the performance being done. The third level is focused on the market place (Bruxelles 2003). The organization of Google has the accountability driven by metrics for its efforts on the management of diversity, often by the executive council of diversity. The final level is out- thinking the intensity of competition. The organization of Google leverages management of diversity for the creation, sponsoring and nurturing the innovation. These contribute i n providing leadership of thought and integrating the competency of culture in all that is being done by them from the recruitment of customer services. 2. Types of Diversity Management Strategies Managing diversity within the workplace has helped the organization of Google for the improvement of productivity and creating an environment that is synergic in nature. The combination of ideas, experiences, and culture can contribute in the enhancement of environment in the workplace and helped in driving creativity (Cascio 2008). Three key strategies are being followed by the organization of Google for the management of diversity. These are ignoring differences, minimizing differences and the management of differences. By the ignorance of differences, managers fail in recognizing the differences in culture or the influence imposed by these differences within the business organization. Therefore, there is not much influence over the diversity of culture on the management of an organization (Luthans 2005). The strategy focused on the ignorance of differences contribute in precluding effectively managing the diversity of culture and also seems to be precluding the chances to minimize the negative effects and to increase the positive effects of diversity within the business organization of Google. The adoption of the strategy for minimizing differences is commonly done by the organization of Google as it is ethnocentric in nature. Here there is recognition of diversity in the culture, but only in consideration with the sources of issues (Marlene 2008). Managers have a belief that their own way is the only best way for organizing and managing the diversity in the business organization of Google. The adoption for the management of differences is done by the organization of Google in a synergistic manner. These contribute in the recognition of impacts imposed by the different categories of cultural diversity. There are three different types of diversity needed by the business organization (Mary 2005). These three types of diversity includes style of behavior, style of thinking, and gender. Managers using this approach in a synergetic manner do not consider themselves as being superior in comparison with the others. Creatively combining their own way and their way may be considered as the best approach for the organization and management of diversity in the workplace. With the adoption of this particular strategy, potential issues and problems are minimized by the management of effects imposed on the workplace by the different levels of diversity (Paul 2006). There are four different stages or levels related to the diversity of workplace. The first stage is focusing on celebrat ion. The organization of Google has continuously been recognizing the importance of diversity and is focused on celebrating even small achievements. The next level is focused on the workforce. These strategies had been evolved with time and the strategy for the management of difference was the most significant one of all leading the organization of Google towards success in a significant manner (Price 2005). Hence, this can be considered as the best option for the management of diversity. Conclusion It has been identified that within the field of HR, those organizations have been identified as being highly productive, the ones that are most diverse in nature. This diversity is present in the organization of Google. Managing diversity within the workplace has helped the organization of Google for the improvement of productivity and creating an environment that is synergic in nature (Turan 2007). The combination of ideas, experiences, and culture can contribute in the enhancement of environment in the workplace and helped in driving creativity within the organization. These contribute in the recognition of impacts imposed by the different categories of cultural diversity. References Bob, M. 2009. Retaining Diversity. Executive Excellence, New Delhi: Sage, pp.7 Brownell, J. 2003. "Developing Receiver-Centered Communication in Diverse Organizations".Listening Professional, 2(1), pp. 5-25 Bruxelles, M. 2003. Capitalizing on Global Divesity. HR Magazine, pp. 30-33. Cascio, WF. 2008. Managing Human Resources Productivity, Quality of Work Life, Profits, Boston: McGraw Hill. Luthans, F. 2005. Organizational Behaviour. New York : McGraw-Hill Marlene, G. 2008. "Cultural Diversity in the Workplace: The State of the Field".Journal of Business Communication, 33(4), pp. 485-502. Mary, J. 2005. Services Marketing. New York: McGraw-Hill Paul, D. 2006. Organizational culture as related to industry, position, and performance: A preliminary report. Journal of Management Studies, pp. 333-345. Price, K. 2005. Diversity and the Bottom Line. Executive Excellence, New Delhi: Sage, pp. 7. Turan, MS. 2007. Managing Cultural Diversity in Future Organizations. The Journal of Indian Management and Strategy- 8M, 4(1), pp. 61.