Construction of semi-automatic equipment DCR 231 means for company Mubea saving money in long-range target. This economy profit rises with time period of the equipment active usage. The equipment is designed as a universal tool of automatic production step for inserting reinforcement tubes into tubular stabilizer bars. Inserting of these tubes into the both stabilizer ends brings higher strength of supported areas. Benefit of stabilizer bar reinforcement only on its ends is a lower mass leads to reduction of the whole axle mass. The equipment in global scale helps to reduce the costs connected with daily vehicle usage.

Zugl.: Konstanz, Univ., Diss., 2004

Univ., Diss.--Witten-Herdecke, 2002.

The evaluation report section describes the evaluation of the implementation of Mercedes Benz Production System (MPS) at Mercedes Benz Commercial Vehicles, which is a division of Mercedes Benz South Africa’s manufacturing plant situated in East London. The section evaluates the changes the implementation of MPS brought to the Key Performance Indicators (KPI’S) of the division and evaluates the change readiness of the employees in the division prior to the change. The change implementation was initiated by the management of MBCV as a strategic organisational change to bring about continuous improvement to the KPI’s of the organisation. These KPI’s are Safety, Quality, Delivery, Cost and Morale (SQDCM). The reason behind the change at the time was deemed critical to MBCV in order to meet the annual KPI targets and remain cost competitive and sustainable. The evaluation report further describes the results of the change with regards to the organisational KPI’s and the level of employee change readiness which was conducted through a questionnaire survey. A brief literature review is included in the Evaluation Report under section one describing key concepts about Production Systems, Lean Manufacturing and Change Management. The evaluation section includes recommendations based on the results of the research findings and ends with a conclusion. The literature review section explores the literature that supports production systems, lean manufacturing and change management concepts, its definitions, importance and benefits. The literature review describes and critiques key concepts of the research such as productions systems, MPS in particular, lean manufacturing concepts and related change management topics relevant to the research. The literature review defines production systems and the concepts of lean manufacturing, highlighting the benefits of the concepts to enhance organisations’ manufacturing capabilities. An integrated part of lean manufacturing is people and the implementation of lean manufacturing into an organisation requires change management theories therefore key understanding in this particular research was to discuss change management concepts, in particular, employee change readiness. The literature will discuss different tools to assess employee change readiness and from this develop an employee change readiness tool. The change management concepts evaluated change readiness and the consequences if organisations are not ready for change. The research methodology section describes how that the research was conducted in two phases, one to evaluate the implementation of MPS with regards to the organisational KPI’s (SQDCM). This was assessed through reports from projects and presentations made by the project teams on improvements of the organisational KPI’s. The second phase evaluated the change readiness of the employees prior to the implementation of MPS. This phase of the research was intended to retrieve quantitative data with an adapted questionnaire which was distributed to employees. To evaluate the change readiness, a change model known as ADKAR was used as an evaluation instrument. The modified ADKAR questionnaire was distributed to employees in hard copies and completed during a weekly team meeting. The results were summarised and descriptive statistics were used to analyse the final results. Microsoft Excel (2010 version) was used to illustrate and display the graphs. Section three discussed the research methodology in more detail. The study shows that although there were some positive changes that came from the implementation of MPS in MBCV, especially to the following KPI’s (Safety, Quality, Delivery and Cost), real consideration should be given to employee morale and the level of change readiness of MBCV employees.

Universiẗat, Diss.--Konstanz, 1998.

The aim of this diploma thesis is an analysis of selected joint-stock companies of the European automotive industry for the purpose of selecting the most advantageous investment opportunities. The theoretical part of the thesis summarizes the most common approaches and methods of fundamental analysis of shares. In the practical part, these findings applied to the analysis by BMW AG, Daimler AG, Fiat SpA, PSA SA, Renault SA and Volkswagen AG. The investment recommendation is proposed in the basis of the comparision of the results gathered by the analysis.

Made available in DSpace on 2016-04-29T13:48:36Z (GMT). No. of bitstreams: 1 Eduardo Magalhaes Rodrigues.pdf: 1135925 bytes, checksum: 453b21c09c753046d5b47bf1bb5d1878 (MD5) Previous issue date: 2013-05-23 / The present dissertation is focused on the experience of the international trade union organization of workers since MBB in SBC. I highlight "since" because the very nature of the process led to the global connection with employees located at industrial units in foreigner countries of the same transnational company. Among several political players as well as in the academic world, there is the controversial issue about the importance of the union movement not only in Brazil, but also internationally. In other words, the main issue is about the effectiveness of international trade unionism in the presence of the capital hegemonic globalization. On one hand concerns if it is possible that this practice means an alternative to the hegemonic model, even being, nowadays, in an incipient stage. On the other hand if the international trade union perspective can contribute to the maintenance or new achievements of the workers. Such issues are strongly important, mainly in a world of intense and growing globalization of all sectors of society. There was an indication of positive responses to both questions above, suggesting that, despite the current worldwide crisis, involving the international trade union movement as well, is an feasible strategy and even essential to the worker. The methodology, besides the theoretical references, dealt with field research collecting primary data and interviews with the main protagonists of the international trajectory, which completes 30 years in 2014 / A presente dissertação analisa a experiência de organização sindical internacional a partir dos trabalhadores na Mercedes-Benz do Brasil na cidade de São Bernardo do Campo. Digo a partir , pois a própria natureza do processo levou à conexão global com os trabalhadores localizados em unidades de outros países da mesma transnacional. Há, entre os atores políticos mais diversos, bem como no mundo acadêmico, a controversa questão sobre a importância do movimento sindical não só no Brasil, mas também em nível internacional. Isto é, contesta-se a respeito da efetividade do sindicalismo internacional diante a globalização hegemônica do capital. Uma questão diz respeito se as práticas adotadas, mesmo que ainda incipientes, significam uma futura alternativa ao modelo hegemônico. Outra trata se a perspectiva internacional sindical em curso pode contribuir para a manutenção ou novas conquistas para os trabalhadores. Tais questões são vitais, especialmente em um mundo de intensa e ainda crescente globalização em todos os setores sociais. Evidenciou-se a indicação de respostas positivas às dúvidas acima, sugerindo que, não obstante a crise atual, também, do movimento sindical internacional, trata-se de uma estratégia exequível e mesmo indispensável ao trabalhador. A metodologia seguida, além das referências teóricas, lançou mão, basicamente, da pesquisa de campo por meio do estudo de fontes primárias e entrevistas junto aos principais protagonistas da trajetória internacional que em 2014 completa 30 anos

<p>In theory, the phrase "mergers and acquisitions" (abbreviated M&A) refers to buying, selling and combining different companies in order to gain improved financial performance, create a global presence, and face the global competitive market. Nevertheless, many researches have underlined the high rate of failure among M&A, and the difficulty to achieve expected results and synergies. Among the reasons of failure, many analysts have pointed out the determinant influence of the cultural aspect in the success or the failure of a cross-border merger. However, the cultural issue in M&A is often neglected and too less stressed.</p><p>In order to have a better understanding of the cultural aspect in the merger and acquisition process, and point out its influence on the merger process as well as the corporate culture, we first present a theoretical part introducing the cross-border merger and acquisition concept with the perspective of the national culture, and the role that leaders could play in order to limit the negative impact of culture and the clashes on cross-border M&A. Therefore, a part including three cases of "cultural failure" in the merger process illustrates the concepts explained in the theoretical part. Those well-known cases are: DaimlerChrysler, UpJohn & Pharmacia, and Volvo – Renault. The cases show how the cultural issue had been underestimated and had implied cultural clashes and extra-costs for the companies involved.</p><p>After concluding our findings, we end the thesis with a prospective part based on the possible evolution of the merger and acquisition market. Indeed, we believe that our research topic will gain importance in the future, and the influence of culture on M&A deals may increase.</p>

In theory, the phrase "mergers and acquisitions" (abbreviated M&amp;A) refers to buying, selling and combining different companies in order to gain improved financial performance, create a global presence, and face the global competitive market. Nevertheless, many researches have underlined the high rate of failure among M&amp;A, and the difficulty to achieve expected results and synergies. Among the reasons of failure, many analysts have pointed out the determinant influence of the cultural aspect in the success or the failure of a cross-border merger. However, the cultural issue in M&amp;A is often neglected and too less stressed. In order to have a better understanding of the cultural aspect in the merger and acquisition process, and point out its influence on the merger process as well as the corporate culture, we first present a theoretical part introducing the cross-border merger and acquisition concept with the perspective of the national culture, and the role that leaders could play in order to limit the negative impact of culture and the clashes on cross-border M&amp;A. Therefore, a part including three cases of "cultural failure" in the merger process illustrates the concepts explained in the theoretical part. Those well-known cases are: DaimlerChrysler, UpJohn &amp; Pharmacia, and Volvo – Renault. The cases show how the cultural issue had been underestimated and had implied cultural clashes and extra-costs for the companies involved. After concluding our findings, we end the thesis with a prospective part based on the possible evolution of the merger and acquisition market. Indeed, we believe that our research topic will gain importance in the future, and the influence of culture on M&amp;A deals may increase.