In an effort to explain why business acquisitions often fail, scholars have begun to focus on the role of top executives of acquired companies. Acquired companies that retain their top executives tend to have more successful outcomes than those that do not. Furthermore, existing research suggests that retaining the highest-level top executives, such as the CEO (chief executive officer) and COO (chief operating officer), is related more positively to post acquisition success than retaining lower-ranked top executives. However, this explanation, while insightful, suffers from two limitations. First, the focus on positional rank does not recognize the variation in length of service that may exist in top executive posts across companies, nor does it address which particular top executives (with respect to length of service) should be retained to achieve a successful acquisition outcome. Second, the relationship between retained top executives and acquisition outcomes offered by existing research is subject to opposing theoretical explanations related to length of service. The resource-based view (RBV) suggests that keeping acquired company top executives with longer organizational tenure would lead to more successful outcomes, as those executives have idiosyncratic and nontransferable knowledge of the acquired company that would be valuable for the effective implementation of the acquisition. The opposing position, offered by the upper echelons perspective (UEP), suggests that retaining top executives having short organizational tenure would lead to more successful outcomes, as they would have the adaptability to manage most effectively during the uncertainty of the acquisition process.

Responding to these limitations, Bergh conducted a study of executive retention and acquisition outcome that focused on the organizational tenure of retained company top executives in 104 acquisitions, followed over 5 years. Bergh considered the acquisition successful if the acquired company was retained and unsuccessful if it was divested. Bergh's findings support the RBV position. Apparently, the benefits of long organizational tenure lead to more successful outcomes than the benefits of short organizational tenure, While longer tenured top executives may have trouble adapting to change, it appears that their perspectives and knowledge bases offer unique value after the acquisition. Although from the UEP position it seems sensible to retain less tenured executives and allow more tenured ones to leave, such a strategy appears to lower the probability of acquisition success.

The resource-based view, as described in the passage, is based on which of the following ideas?

The managerial skills of top executives become strongest after the first five years of their tenure.

Company-specific knowledge is an important factor in the success of an acquisition process.

The amount of nontransferable knowledge possessed by long-tenured top executives tends to be underestimated.

Effective implementation of an acquisition depends primarily on the ability of executives to adapt to change.

Short-tenured executives are likely to impede the implementation of a successful acquisition strategy.




原文对RBV的解释:RBV认为 保留任期长的领导会带来更成功的结果,因为这些领导有特殊的、无法传递的知识,这些知识对并购很有用。



B选项:正确。在实现并购成功的过程中,和公司有关的知识很重要:原文的逻辑链是 任期长=拥有company-specific知识=并购成功。如果company-specific知识对并购的成功不重要,那有这些知识的领导也不重要,RBV理论就不成立。





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