mpanys vision are needed to accomplish this.How Employees Were AffectedChange of any kind can be very unsettling. These mergers included a change of ownership in the case of the newspapers and online properties, and a substantial diversification in the case of already existing television and entertainment division employees. CanWest studied various case studies and did all of the requisite reading on making good on large mergers and acquisitions. The company worried about the risk of incurring a significant drop in productivity and bottom-line performance as their people adjusted to their new environment. They resolved to move forward cautiously and to keep everything as simple as possible. The company used 12 teams working on 12 specific areas where they believe they can derive the most value, whether by creating new revenue or by cost efficiency. How Employees Were AssistedCanWest fosters a strong management. They believe that managers will deliver the assets and the maximum exploitation of those assets, because if you look across the various groups that evolve, there will be roughly a level playing field. Everybody will own cable channels, everybody will own studios and production companies, and we will have Internet presence. But who is getting the most out of those and what corporate culture is developing around each of these groups that will allow them to get the most out of their assets. One gets the impression that they look more and more toward controlled companies as opposed to widely held companies because there has to be a boss running the entire show, not many bosses with their say in the organization, this comes across as CanWests philosophy while researching the company. And when you get companies that are widely held public companies, they are usually slower moving and usually develop much greater political forces within them that are hard to overcome to allow a corporation to be nimble and aggressive and quick ...
