Университетские объединения: что меняется для студентов
The “human factor”, i. e. the conflict and protest behavior of students and faculty, often becomes a key problem during and after university consolidations. This paper provides an insight into reorganization-related university transformations that are perceived as tangible and important by students, approaching the issue from the viewpoint of the radical organizational change theory. Four cases of Russian university mergers are investigated. Data obtained from individual and group interviews with students who attended the universities during the reorganization is used to build clusters of “formal” and “informal” changes that the students tagged as the most important. It transpired that students cared most about changes in the perceived value of their graduate diplomas and their potential status as prospective graduates of a particular university. Meanwhile, the content of education programs and the objective university performance indicators were rarely mentioned by students when they were talking about the possible gains and losses that reorganization could bring about. Instead, they would often refer to changes in the educational process, formal and informal communication within the university, and the university culture and spirit. The findings reveal university characteristics which matter most to students in the case of university reorganization and which thus should be considered when planning and implementing university consolidations.
The present paper summarizes a review of the best practices and models of academic development in foreign universities. It is argued that academic development as a domain of professional activity is developed as a response to the three interrelated processes: emergence of the new forms of public management, dissemination of 'entrepreneurial university' conception and life-long learning programs. Possible goals, professionalization problems and organizational models of academic development are elaborated in order to present heterogeneity of this phenomenon. We conclude by highlighting the most promising types of academic development programs which is possible to implement in Russian universities.
Management action is examined as a part of organizational change models. Running of the organization depends on external and internal environment changing. Organizational behavior management is considered to bean important factor or organizational adaptation.
The main aim of the article is to feature historical and modern features of mergers and acquisitions (M&As) deals. For this will be considered: transaction history, the reasons for their appearance, fallacies and self-deceptions during the M&As. Moreover, M&As transactions will be characterized that take place between Russian insurance companies. For example, one of the deals will be characterized on the issue of comparative estimate of the economic productivity (the fit) of its execution.
See the world’s #1 investor like never before―and learn how you can replicate his success
Many books have been written about Warren Buffett’s value-investing strategy, and volumes more have been written about becoming a top-tier value investor. Even so, no one can touch the success Warren Buffett has achieved. Why? In this revealing examination of Buffett’s success, practitioner, professor, and bestselling author Еlena Chirkova proposes the key to replicating his achievements is found in his acquisition practices as well as his investment strategy.
In The Warren Buffett Philosophy of Investment, she looks at the man in full to piece together the framework leading to his unmatched wealth-generating prowess. The cornerstone of her study goes beyond investment theory to show Buffett’s core wealth drivers are his philosophies behind Berkshire Hathaway. From his decision to create a joint stock company (instead of a mutual fund) to his hands-off policy with acquired companies to making himself a brand-name of mergers and acquisitions―she illustrates an intimate portrayal of Buffett operating behind the scenes by piecing together his career with scholarly diligence and scrutiny. Even well-read Buffett followers gain fresh insight into the man by discovering:Where his divergence from the principals of Ben Graham and Philip Fisher make him a superior investor Why his unorthodox perspective on the financial markets keep him ahead of the curve How his vision of risk, interpretation of volatility, and scepticism about investing in technology companies are interconnected What he sees as the critical problems of corporate finance
Additionally, readers are treated to extraordinary coverage of how Buffett strategically set up Berkshire Hathaway to suit his personal long-term investment strategy and provide almost cost-free leverage. See how Buffett’s singular acquisition tactics and portfolio investments earned Berkshire Hathaway the distinction as “the right home for the right people,” which gives him access to deals unobtainable by other companies and investors.
You’re only investing with half a strategy until you take your value investing to the next level with The Warren Buffett Philosophy of Investment.
This paper is devoted to the analysis of mergers and acquisitions in Russia. Using the statistical and econometric methods the estimation of macroeconomic and industry factors influence on the intensity of mergers and acquisitions processes by sectors of Russian industry is carried out. As a result the relationship between the activity of the redistribution process of the corporate control rights and some industry characteristics such as an involvement into the foreign trade, the relative industry size, the concentration of production is revealed.
Institutions affect investment decisions, including investments in human capital. Hence institutions are relevant for the allocation of talent. Good market-supporting institutions attract talent to productive value-creating activities, whereas poor ones raise the appeal of rent-seeking. We propose a theoretical model that predicts that more talented individuals are particularly sensitive in their career choices to the quality of institutions, and test these predictions on a sample of around 95 countries of the world. We find a strong positive association between the quality of institutions and graduation of college and university students in science, and an even stronger negative correlation with graduation in law. Our findings are robust to various specifications of empirical models, including smaller samples of former colonies and transition countries. The quality of human capital makes the distinction between educational choices under strong and weak institutions particularly sharp. We show that the allocation of talent is an important link between institutions and growth.
One of the most important indicators of company's success is the increase of its value. The article investigates traditional methods of company's value assessment and the evidence that the application of these methods is incorrect in the new stage of economy. So it is necessary to create a new method of valuation based on the new main sources of company's success that is its intellectual capital.