DOCSLIB.ORG

Private Company Issues and Opportunities: What to Consider in 2015

Total Page：16

File Type：pdf, Size：1020Kb

Download full-text PDF Read full-text
Private Company Issues and Opportunities: What to Consider in 2015 Private company issues and opportunities: What to consider in 2015 A mid-market perspectives report This publication contains general information only and is based on the experiences and research of Deloitte practitioners. Deloitte is not, by means of this publication, rendering business, financial, investment, or other professional advice or services. This publication is not a substitute for such professional advice or services, nor should it be used as a basis for any decision or action that may affect your business. Before making any decision or taking any action that may affect your business, you should consult a qualified professional advisor. Deloitte, its affiliates, and related entities shall not be responsible for any loss sustained by any person who relies on this publication. As used in this document, “Deloitte” means Deloitte LLP and its subsidiaries. Please see www.deloitte.com/us/about for a detailed description of the legal structure of Deloitte LLP and its subsidiaries. Certain services may not be available to attest clients under the rules and regulations of public accounting. Contents 5 Executive summary Growth 7 Talent 11 M&A readiness 14 Globalization 18 Financing 21 Capital spending Technology 24 Cloud computing 27 Analytics 30 Social media 33 Additive manufacturing Risk 36 Governance 40 Succession planning 44 Cyber risk What to consider in 2015 3 Executive summary As the US economy continues to build positive Our 2014 technology survey of middle market executives momentum, it’s no surprise that private companies found that senior company leaders generally remain are adjusting their growth strategies to capitalize on a confident in their knowledge of their organization’s IT strengthening market for their goods and services. In situation and needs, but they also reported a range of fact, our most recent survey of mid-market executives last challenges in implementing technologies. In separate fall showed noticeable upticks across a broad sweep of articles, we highlight the issues private companies are indicators, from hiring plans to merger activity to global facing in using cloud-based services, tapping social media expansion. communities, mining data with analytics, and testing new additive manufacturing technologies (3D printing). Our The following report captures some of the most pressing consultants share their thoughts on how to obviate the issues privately held companies are facing in the challenges and apply these innovations to address some current operating environment. However, we wanted of the hurdles related to talent, M&A, and other areas to go beyond problem identification to underscore the supporting growth. opportunities companies can seize by addressing these issues in proactive and systematic ways. In our third and final section, the report tackles the potential risks that can accompany growth and technology In the pages that follow, Deloitte professionals share their initiatives. In the first article, we stress the importance of thoughts about key decisions business leaders may be private companies moving from “mom-and-pop” style considering — or should consider — in the coming year. governance to more structured processes designed to The 12 issues they cover address three core aspects of manage risk holistically. We demystify succession planning running a successful private company in today’s operating by highlighting how this multi-disciplinary process bridges environment: growth, technology, and risk. many aspects of running a business. We end this section with a discussion of strategies for defending against and The articles on growth capture the various ways closely dealing with increasingly sophisticated cyber threats. held companies are investing to win business and boost topline performance. Our piece on talent explores Throughout, our Deloitte professionals place particular strategies private companies can adopt to acquire skilled emphasis on identifying opportunities that overlap these workers. Mergers and acquisitions are another means for critical dimensions, and ask questions that can help set the deploying capital, and we outline steps companies can middle market agenda for the coming year. By covering take to position themselves to evaluate potential targets. a wide stretch of the operating landscape, we hope this For those companies considering global expansion, we report gives privately held companies fresh ideas about address how companies can balance slowing growth how to turn some of 2015’s biggest issues into new overseas with loosening trade restrictions and pro-growth opportunities. incentives in select markets. Separately, we examine why mid-market companies may find this to be a good time to obtain financing, and we provide tips on how they can bring discipline and accountability to their capital spending decisions. Roger Nanney National Managing Partner Of course, private companies aren’t merely looking to Deloitte Growth Enterprise Services grow — they are striving to grow profitably. Many mid- Deloitte LLP market leaders report exploring new technologies to make their workforces more productive, acquire new customers more efficiently, and pinpoint cost-cutting opportunities. What to consider in 2015 5 6 Private company issues and opportunities Growth Talent By Neil Neveras, Global Practice Leader, Leadership Development & Succession, Deloitte Consulting LLP Overview It’s open season in the hunt for talent. A US economy that continues to distance itself from the recession is churning out more than 200,000 new jobs each month,1 putting upward pressure on wages and making it tougher to keep other companies from poaching workers. The tightening of the talent supply and increase in demand Issues is exacerbating challenges many private companies were One of the more pressing talent challenges closely held already facing: how to find people with the right skills to companies could face is making connections between help keep growth on track. candidates and openings in tough-to-fill jobs. Almost two- thirds of the respondents in our fall mid-market survey These challenges are coming to a head as middle market agreed that “it is difficult for us to find new employees companies ramp up their hiring efforts. More than half of with the skills and education to meet the needs of our the mid-market executives we surveyed in the fall of 2014 business.” One in five reported that skills shortages are expect to add more full-time employees in the coming suppressing their company’s growth.3 year, and 13 percent project increases of 10 percent or more.2 In an age when many employees complain of Privately held companies may face a number of crazy hours and little access to senior leaders, family-run disadvantages in trying to lure such talent. For one, their and other privately held companies stand to distinguish pockets typically aren’t as deep as publicly run corporations. themselves from larger corporations where workers may In addition, because of their smaller HR staffs, they feel more like numbers than contributors. The year ahead sometimes tend to lack the capabilities and organizational presents a range of opportunities for smaller, private infrastructure needed to be both generalists and talent employers to seize on such trends and land the talent they experts. With fewer resources at their disposal, HR leaders need to fuel their future growth and innovation. at privately held companies can feel like their “want list” is a mile long, making it tough to pick a starting point. Almost two-thirds of the respondents in our fall mid-market survey agreed that “it is difficult for us to find new employees with the skills and education to meet the needs of our business.” 1 Bureau of Labor Statistics website: http://data.bls.gov/timeseries/CES0000000001?output_view=net_1mth 2 America’s economic engine: Opening the throttle, Deloitte, 2014. 3 Ibid. What to consider in 2015 7 For some sought-after talent, small or mid-market Opportunities companies may not appear on the surface as appealing In dealing with these challenges, privately run companies as working for a high-profile corporation. A lack of clarity potentially have a leg-up on the competition because they around the value proposition of working for a mid-sized have inherent traits that job-seekers look for: access to business can make it more challenging to land skilled leaders, an entrepreneurial culture, and opportunities for workers who are in hot demand. advancement. But they should also be more proactive on a number of fronts to attain and retain the talent they need Training is another area where, despite recent inroads, in today’s competitive marketplace. privately held companies sometimes tend to underinvest. I’ve seen scores of owners at small and medium-sized Decide what you’re going to be good at from a talent businesses hamstring their HR departments by their belief perspective and own it. that leaders are born and not made, only to see promising To attract the right talent in this environment, you need young leaders leave for greener pastures where their something that differentiates you as an employer. This development prospects are clear and supported. need could elevate talent management out of the realm of tactics and into strategy-setting. Think about the markets Companies without sufficient strategies around hiring, you’re competing in and what your company is doing to retaining and training future leaders could potentially differentiate itself in those markets to help shape them. risk leadership voids in the future. Part of this is merely a Once you know that, the next logical step is to identify the function of demographics: the younger employees who kinds of people that are going to help you develop and comprise the Millennial generation may make up only 34 exploit that advantage. percent of the global workforce now, but that figure will swell to 75 percent by 2025.4 That raises the stakes for For example, one mid-market company I’m working with not only accelerating the development of younger workers is looking to make a mark on its industry through financial inside organizations, but understanding what drives and analysis and strong client relationships.
Load more

Recommended publications
  • Before the Federal Communications Commission Washington, D.C. in the Matter of Rate of Return Represcription Staff Report ) WC D
    Before the Federal Communications Commission Washington, D.C. In the Matter of ) WC Docket Nos. 10-90, 07-135, 05-337, and Rate of Return Represcription ) 03-109 Staff Report ) ON Docket No. 09-51 ) CC Docket Nos. 96-45 and 01-92 ) WT Docket No. 10-208 COMMENTS OF THE RURAL TELEPHONE FINANCE COOPERATIVE The Rural Telephone Finance Cooperative ("RTFC") hereby files its comments pursuant to the Federal Communications Commission's ("Commission") May 16, 2013 Staff Report regarding rate of return ("RoR") represcription, which initiated a proceeding to represcribe the authorized rate of return used to determine interstate common line rates and special access rates for rate of return incumbent Local Exchange Carriers ("LECs") and also used for some forms of support provided by the Universal Service Fund ("USF"), including High Cost Loop Support ("HCLS"), and Interstate Common Line Support ("ICLS"). As explained further herein, RTFC requests that the Commission defer represcribing the RLEC authorized RoR for two reasons: First, the Federal Reserve stimulus program is distorting financial yields, especially driving down the cost of debt. Second, the Wireline Competition Bureau should search for methods of estimating rural local exchange carriers' ("RLECs") cost of capital that do not rely on using publicly traded proxy companies because the return and risk profile of these companies bear little resemblance to the financial, business, and regulatory challenges facing non-publicly traded RLECs. I. Description of RTFC and its Interest RTFC's exact name is Rural Telephone Finance Cooperative and its principal place ofbusiness is 20701 Cooperative Way, Dulles, Virginia, 20166. RTFC is a private, not-for-profit cooperative association whose primary purpose is to meet the financial needs of its member telephone companies and cooperatives and their affiliated organizations.
    [Show full text]
  • The Moral Basis of State Corporate Law Disclosure
    Catholic University Law Review Volume 49 Issue 3 Spring 2000 Article 3 2000 The Moral Basis of State Corporate Law Disclosure Eric A. Chiappinelli Follow this and additional works at: https://scholarship.law.edu/lawreview Recommended Citation Eric A. Chiappinelli, The Moral Basis of State Corporate Law Disclosure, 49 Cath. U. L. Rev. 697 (2000). Available at: https://scholarship.law.edu/lawreview/vol49/iss3/3 This Article is brought to you for free and open access by CUA Law Scholarship Repository. It has been accepted for inclusion in Catholic University Law Review by an authorized editor of CUA Law Scholarship Repository. For more information, please contact [email protected]. ARTICLES THE MORAL BASIS OF STATE CORPORATE LAW DISCLOSURE Eric A. Chiappinelli* Since the 1930s, publicly held American corporations have been sub- jected to an increasingly elaborate federal system of mandatory disclo- sure. The merits of this system have garnered extensive scholarly com- mentary.' While these federal requirements apply only to public corporations, every corporation, public and private, is subject to the disclosure requirements of its state of incorporation. The most influen- tial state in this regard is, of course, Delaware, but the Model Business Corporation Act (MBCA)2 has also been influential. Both the Delaware act and the MBCA are far less extensive than the federal securities laws in the amount of information they require corporations to disclose. In contrast to the federal requirements, state-mandated corporate disclo- sure laws have received no sustained scholarly attention. Most commen- tators have analyzed state requirements only in connection with the adoption of the federal securities laws.
    [Show full text]
  • The Sale of a Privately Held Company: Valuations, Process and Best Practices
    The Sale of a Privately Held Company: valuations, process and best practices The reasons behind the decision of shareholders serious disruptions in the enterprise unless it is to sell a business are unique to each situation, managed properly. The sale process can impact but they usually involve issues of liquidity, relationships with suppliers, shareholders, family timing and emotions. One of the most common and employees in ways that can damage the drivers is the need for a succession strategy value of the company. A well-managed process within family owned companies. Often times the can enhance the value of a business and decision is purely financial — private companies position the company for a continuing legacy are highly illiquid assets and a sale can generate under a new ownership structure. liquidity for diversification and financial security. In other situations, entrepreneurs find their The sale process is the final stage of the drive and passion for the business fades over entrepreneurial cycle when the value of the time. Finally, we are seeing an increasing business is ultimately realized and shareholders number of transactions triggered by unsolicited receive liquidity for their ownership interests. offers from a competitor or a private equity It is a culminating event yielding financial group even though shareholders were not even rewards for years of hard work and risks taken. contemplating a transaction. To maximize the value of the business, the process should be well planned, well executed Whatever the driving force for the transaction, and given the attention that any other crucial the sale of a privately held business is an business event deserves.
    [Show full text]
  • Equity Incentive Compensation Plan Considerations for a Limited Liability Company
    Equity Incentive Compensation Plan Considerations for a Limited Liability Company By James R. Browne Barnes & Thornburg LLP Dallas, Texas February 1, 2019 A privately held company organized as a limited liability company (“LLC”)1 often wants to offer to key employees and consultants the right to participate in the financial success of the business through an equity incentive compensation plan. The principal owner and key employees typically think in terms of a plan comparable to the equity incentive compensation plans commonly used by publicly traded corporations. But are the typical corporate equity incentive compensation plans right for an LLC? This article first describes the four broad types of equity incentive compensation plans commonly used by publicly traded corporations and most likely to be familiar to business owners and key employees: restricted stock, phantom stock, stock options, and stock appreciation rights. The article then explains why certain of these corporate plans may not work well for an LLC taxed as a partnership, and describes the more tax efficient alternatives for an LLC.2 Key Conclusions: For an LLC that wants to award participants an equity interest in the company’s existing capital and future profits, a phantom equity plan is generally preferable to a restricted equity plan. For an LLC that wants to award participants an interest in future profits only, a “profits interest” plan is generally preferable to awards of equity options or equity appreciation rights, although an equity appreciation rights plan involves much less complexity and is more attractive if the business generates primarily ordinary operating income. In the right circumstances, an LLC gain sharing plan (which is a modified form of a profits interest plan) may achieve tax benefits not available in a traditional corporate or LLC equity incentive compensation plan (i.e., deferral of income and capital gains), with minimal tax compliance burdens for participants.
    [Show full text]
  • Walking the Corporate Board Compensation Tightrope
    Quarterly ISSUE THREE 2018 Walking the Corporate Board Compensation Tightrope By Priya Kapila How to effectively balance recognition and rewards with independent board governance. Common leadership principles regularly cry out against surrounding oneself with others who are too agreeable—the quintessential yes men and women. Such a team structure tends to lead to “group think,” diminished creativity and risk taking, pursuit of ideas without proper planning, and outside suspicion that leaders lack confidence, competence or worse. So what is the solution when yes men or women are in positions intended to serve as the company’s watchdogs? Following the financial crisis and the implementation of Dodd-Frank Act rules, boards of publicly traded firms had to be composed of knowledgeable, independent directors who can be responsible fiduciaries. However, for privately held companies—which represent the vast majority of American engineering and construction (E&C) firms—it is more common to have inside directors and less likely to have subject matter experts within defined board committees. These factors, combined with uncertainty over how to compensate directors, can lead to ineffective board leadership. Board Composition in the E&C Industry In the E&C industry, companies report having eight or nine board members, on average, regardless of ownership structure. Those numbers correlate with the company’s size; that is, the larger the organization, the more members on the board. Among privately held companies, there are generally more inside directors—often employees, employees’ relatives and others with a deeply vested stake in the business—in comparison to publicly traded firms. Exhibit 1 shows that inside directors are usually a majority in private construction firms (versus a clear minority within public companies).
    [Show full text]
  • UNIT I Company-A Company Is an Association Or Collection Of
    UNIT I Company-A company is an association or collection of individuals, whether natural persons, legal persons, or a mixture of both. Company members share a common purpose and unite in order to focus their various talents and organize their collectively available skills or resources to achieve specific, declared goals. Companies take various forms such as: Voluntary associations which may be registered as a Nonprofit organizations A group of soldiers Business entity with an aim of gaining a profit Financial entities and Banks A company or association of persons can be created at law as legal person so that the company in itself can accept Limited liability for civil responsibility and taxation incurred as members perform (or fail) to discharge their duty within the publicly declared "birth certificate" or published policy. Because companies are legal persons, they also may associate and register themselves as companies - often known as a Corporate group. When the company closes it may need a "death certificate" to avoid further legal obligations. Meanings and definitions A company can be defined as an "artificial person", invisible, intangible, created by or under law, with a discrete legal entity, perpetual succession and a common seal.[citation needed] It is not affected by the death, insanity or insolvency of an individual member. Types For a country-by-country listing, see Types of business entity. A company limited by guarantee. Commonly used where companies are formed for non-commercial purposes, such as clubs or charities. The members guarantee the payment of certain (usually nominal) amounts if the company goes into insolvent liquidation, but otherwise they have no economic rights in relation to the company.
    [Show full text]
  • DOING BUSINESS with NATIVE AMERICAN RIBAL ORPORATIONS T C : Some Competitive Advantages Fall 2015
    DOING BUSINESS WITH NATIVE AMERICAN RIBAL ORPORATIONS T C : Some Competitive Advantages Fall 2015 By Heather Dawn Thompson* In an expanding global economy, investors are looking for competitive advantages and more advantageous business environments. Businesses and investors might be surprised to discover that a favorable partnership might exist in their own backyard. Under the U.S. Constitution, Native American Indian tribes are recognized as semi sovereign nations, and a business venture with an Indian tribe can offer many advantages. Native American Indian tribal governments have the authority to establish their own laws and regulations. Most tribes have wholly-owned tribal corporate entities that enjoy most of the same legal protections and advantages as the tribe itself. In addition, the federal government has enacted a broad array of financial incentives to encourage investment in economic development projects in economically distressed areas in general, and on tribal lands specifically. There are over 560 Native American tribal governments in the United States, and there are a number of factors that can make Indian tribes and their wholly-owned corporations very attractive for your business partnerships and investments. TRIBES ARE SOVEREIGN GOVERNMENTS WITH SOVEREIGN CORPORATIONS > Tribal government owned corporations. Tribal governments can charter their own tribal government-owned corporations under tribal law or federal law (Section 17). Tribally chartered enterprises hold the same status as the tribe itself for purposes of federal income tax exemptions and sovereign immunity from suit. Tribal governments can promulgate their own regulations governing economic activity on their lands. Further, tribal governments and their tribal corporations are generally not subject to state laws.
    [Show full text]
  • What Is a Company?
    What is a Company? Suggested Grade & Mastery Level High School – all levels Suggested Time 50 minutes Teacher Background A company is a business or association usually formed to manufacture or supply products or services for profit. A company can be a partnership, a limited liability partnership (LLP), a corporation or owned by a single individual. All companies are set up in accordance with government regulations. In a partnership the partners share the profits or losses of the business in which they have all invested; they are personally liable for the company’s debt. A limited liability partnership (LLP) transfers much of the firm’s personal liability from the partners to the partnership, for example, accounting and law firms are generally set up as limited liability partnerships. A public corporation is a company with publicly traded shares that anyone can buy in a stock market. A public corporation is also legally separated from the stockholders who own it and the managers who run it. A corporation offers these advantages: • Stockholders’ are not responsible for the company’s debt; • A corporation continues to exist even if its stockholders or managers change; • Stockholders can easily sell their ownership shares through the stock market. A private corporation may be owned by an individual or privately sell stock to fund the business. The partners in the company are called shareholders. They receive shares for their contributions to the business. Shareholders have ownership and some decision making power in the company. The company does not sell shares to the public; you cannot buy shares of a private company on the stock market.
    [Show full text]
  • Private Company Governance
    Private Company Governance February 2017 About the Society Founded in 1946, the Society for Corporate Governance (the “Society) is a Section 501(c)(6) non-profit organization comprised principally of corporate secretaries and business executives in governance, ethics and compliance functions at public, private and not-for-profit organizations. Members are responsible for supporting their Board of Directors and executive management in matters such as board practices, compliance, regulation and legal matters, shareholder relations and subsidiary management. Society Mission: Shaping governance through education, collaboration and advocacy. Society Vision: Creating long-term shareholder value through better governance. The Society would like to express gratitude to the following individuals for their contribution to the first monograph dedicated to Private Company Governance. We sincerely thank Linda Kennedy for her leadership in chairing the monograph committee. Linda Kennedy, (Chair), UNS Energy Corporation Barbara Fencl, Kansas Medical Mutual Insurance Company (KaMMCO) Andrew M. Geier, Faegre Baker Daniels LLP Pamela L. Kunkemoeller, Kunkemoeller Law Office PLLC Elaine Langel, Blue Cross Blue Shield of Nebraska Kathleen Lewanski, Horizon Blue Cross Blue Shield of New Jersey Paul A. Marcela, Governance Partners Group Mary J. Moore, Mary Moore Consulting David Shaw, Directors & Boards, Private Company Director Society for Corporate Governance 240 West 35th Street, Suite 400 New York, NY 10001 ©Copyright 2017 All Rights Reserved Table of
    [Show full text]
  • Acquiring Or Selling the Privately Held Company 2018.Pdf
    A Nonprofit Learning Organization ACQUIRING OR SELLING THE PRIVATELY HELD COMPANY 2018 – IDENTIFY AND RESOLVE SPECIALTY San Francisco AGREEMENT ISSUES & Live Webcast – DEVELOP SUCCESSFUL May 16-17 NEGOTIATION STRATEGIES Chicago – RECOGNIZE AND MANAGE June 6-7 ETHICAL ISSUES New York – MASTER CONTRACTUAL RISK & Live Webcast ALLOCATION PRINCIPLES June 19-20 Atlanta, Cleveland, Indianapolis, Mechanicsburg, New Brunswick, Philadelphia and Pittsburgh Groupcast Locations June 19-20 Credit Available: CLE, CPD and CPE (NASBA) Attend for FREE REGISTER TODAY 800.260.4754 www.pli.edu/FCW8 This is an approved New York transitional program Acquiring or Selling the Privately Held Company 2018 BEST PRACTICES FOR PRIVATE COMPANY ACQUISITIONS OR SALES At this perennial favorite, our experienced faculty will walk you through all of the steps associated with acquiring and selling a privately held company, whether it is a large independent corporation, a division or subsidiary of a large public company, or a smaller venture capital-backed or family-owned TOPICS INCLUDE entrepreneurial enterprise. You will learn about the • Analyze the terms of an special issues that apply when a private equity firm acquisition agreement is the buyer or owns the target company, and about • Develop successful the techniques and strategies that are essential negotiation strategies to successful negotiations. You will also gain an • Use letters of intent understanding of the key employee benefits, labor to maximize strategic and employment, and intellectual property issues advantage that arise and how to address them. Plus you will • Structure and negotiate learn about special diligence concerns involving earn-outs and critical risk international deals, including FCPA, AML, tax and allocation provisions labor issues.
    [Show full text]
  • Corporate Governance, Monitoring and the Ownership Structure of the Firm: an Overview
    Corporate Governance, Monitoring and the Ownership Structure of the Firm: an Overview Paolo Pasquariello New York University-Stern School of Business Abstract This paper provides an overview of the most recent attempts by the literature to explain the relationship between Corporate Control considerations, monitoring costs and the ownership structure resulting from a public offering. The empirical evidence currently available is analyzed. Two main theoretical paradigmas are identified and described. The “normative” approach tries to specify the market mechanism by which a previously privately held company becomes public as the device to cope with heterogeneity of investors, market-segmentation and the relationship between informed and uninformed trading, departing from the more general competitive Walrasian-type offering process. The “monitoring” approach, while maintaining the more traditional competitive structure for the capital markets, faces more explicitly the issue of corporate control, and the trade-off between monitoring, liquidity and risk-sharing as the main determinant of a large investor’s decision about whether to “raid” a company or not. The main results of the literature are explored and directions for future research are suggested. 1. Introduction A wave of privatizations in Western and Eastern Europe in the last few years stimulated a new and intense effort in Finance and Economics in the attempt to enhance the understanding of the mechanisms and the dynamics by which entrepreneurs, venture capitalists, mature firms and
    [Show full text]
  • Does Acquisition of a Cooperative Generate Profits for the Buyer? the Dairyworld Case
    This is the pre-peer reviewed version of the following article: Lamprinakis, L. and Fulton, M. (2011). Does acquisition of a cooperative generate profits for the buyer? The Dairyworld case. Agricultural Economics, 42: 89–100. doi: 10.1111/j.1574- 0862.2011.00554.x , which has been published in final form at http://onlinelibrary.wiley.com/doi/10.1111/j.1574-0862.2011.00554.x/abstract Does acquisition of a cooperative generate profits for the buyer? The Dairyworld Case Lampros Lamprinakis a, ∗, Murray Fulton b a Norwegian Agricultural Economics Research Institute (NILF), Postboks 8024, Dep, NO-0030, Oslo, Norway bJohnson-Shoyama Graduate School of Public Policy, Diefenbaker Centre University of Saskatchewan Saskatoon SK S7N 5B8, Canada Abstract : This article examines the takeover of a cooperative (Dairyworld) by an investor- owned firm (Saputo) that was not previously present in the industry, determines if this takeover generates greater returns for the investor-owned firms (IOF), and on the basis of this evidence makes some inferences about the behavior and performance of cooperatives and IOFs. The empirical evidence strongly supports the conclusion that Saputo’s stock price rose with its takeover announcement. This outcome is consistent with a number of explanations, including that Saputo was unaffected by hubris, a factor often suggested as the reason that many firms overbid when they undertake acquisitions. Dairyworld’s poor liquidity and capital shortage problems, as well as a limited number of suitors, may have weakened its bargaining position in its dealings with Saputo. The observed increase in Saputo’s stock price is also consistent with the possibility that, by taking over a cooperative, Saputo was able to decrease competition and thus increase its profits.
    [Show full text]