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Mandatory Assignment Resources/Culture Change at Genentech.pdf
BERKELEY-HAAS CASE SERIES
Culture Change at Genentech: ACCELERATING STRATEGIC AND FINANCIAL ACCOMPLISHMENTS
Jennifer Chatman
This case study describes the culture change process and positive outcomes at one of Genentech’s largest divisions, Immunology and Opthamology (GIO). Senior Vice President Jennifer Cook worked with her team to develop a cul- ture that would tie together four brands that previously were not in the same division. Despite various challenges along the way, Cook pursued a culture change approach with definitive and relatively rapid outcomes. This is a story of the role of leaders in undertaking and inspiring major culture change. (Keywords: Case Study, Corporate Culture, Leadership, Organizational Change)
“My leadership philosophy is that individuals are people first and employees second. Our best employees make a choice to come to work every day and we have to earn the right to have them want to come back. . . . The way I look at it is that I’m bringing a framework and infrastructure as a way to harness the group’s thinking, but it’s their thinking.”—Jennifer Cook, SVP GIO
J ennifer Cook, Senior Vice President of the Immunology and Ophthalmol- ogy (GIO) business unit at Genentech sat at her desk in South San Francisco, California, while preparing to meet with her Executive Leader- ship Team.1 Cook, an MBA from the Haas School of Business at the
University of California, Berkeley, had risen rapidly at Genentech since her grad- uation in 1998.
In 2009, she became the leader of GIO within Genentech, a 35-year-old lead- ing biotechnology company that discovers, develops, manufactures, and commercial- izes medicines to treat patients with serious or life-threatening medical conditions. Also in 2009, Genentech became a wholly owned member of the Roche Group, a Swiss pharmaceutical giant. Genentech focused on five therapeutic areas—Oncology,
The full case study version of this article is available through the Berkeley-Haas Case Series at <http:// cmr.berkeley.edu/berkeley_haas_cases.html>.
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Immunology, Neuroscience, Metabolism, and Infec- tious Diseases—and had over 11,000 employees in the United States.
Cook’s relatively new GIO division included four products/franchises: Actemra® (rheumatoid
arthritis), Rituxan® (rheumatoid arthritis), Lucentis® (wet age-related macular degen- eration, an eye disease), and Xolair® (allergic asthma). Cook’s boss, Ian Clark, formerly head of the Commercial Division, had become CEO of Genentech about a year before Cook became head of GIO.
When Cook entered her new job, she knew she had a challenging path ahead of her. The four brands she inherited were all very different—with different histories, different cultures, and in various stages of development. Xolair and Rituxan were mature Genentech brands with modest growth prospects and a strong sense of history and identity; Lucentis was a Genentech brand with a robust lifecycle, significant growth potential, and an already-strong culture; and Actemra was a Roche brand in launch mode with an extensive lifecycle, signifi- cant growth potential, but culture and product launch challenges. Adding to these differences, the merging of the four brands occurred amidst the Roche-Genentech merger that led to layoffs, disruption, and uncertainty, as well as multiple leader- ship changes in 2010.
Because of the disparate franchises and upheavals, Cook felt it was espe- cially critical to embark on a culture change process in order to be successful over the long run. She believed that identifying and establishing GIO’s culture would enable GIO to deliver business results and help the organization realize its vision. In fact, at every major position Cook had held at Genentech prior to GIO, she had instituted a culture change process.
As Cook headed into a conference room to meet with her team, she took a deep breath and prepared to face all the potential skeptics that were typical during the initial phase of a culture change effort. She was also keenly aware of the new challenges she faced in managing a group of over 500 people who were spread across the United States. Numerous questions filled her head, such as how to effectively bring this team together, what might affect GIO’s performance, what features of cul- ture were at play, and what stood in the way of positive change?
Gaining Valuable Culture Experience
Prior to leading GIO, Cook had gained valuable experience initiating culture-related efforts in other parts of Genentech. In 2000, in a small department of 15 people called Market Planning, she applied the Organizational Culture Pro- file (OCP), a quantitative assessment of an organization’s culture developed by three university professors2 as part of a process to assess the department’s organi- zational culture. Her goal was to bring that team together and give them a sense of shared purpose. This process helped to determine what the group stood for and how they could better deliver on their business goals by working toward the cul- ture they desired.
Jennifer Chatman is the Paul J. Cortese Distinguished Professor of Management at the Haas School of Business at the University of California, Berkeley. <[email protected]>
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“We did the audit and got clear and actionable results,” said Cook. “New leaders have since guided that group, staying true to the organizational culture work we began. Today the group has grown to 75 people, yet the foundations of their culture persist and support them in delivering strong performance.”
In 2006, Cook launched another culture effort in a portfolio management group that started with 85 people and grew to 200 people a few years into the process. She once again used the OCP to assess the current and desired future cul- tures aligned to the group’s business purpose. The group had four departments that were highly interdependent, yet began with the impression that they did not have much in common. The effort lasted three years and was organized and driven through volunteer workgroups created with specific initiatives around driving culture change.
“This was the first time I had created workgroups because we wanted peo- ple to get involved and work on what they cared about,” said Cook. Two years into the effort, she re-surveyed the group and found that the specific culture attributes they were working on had improved significantly.
Context: No Common Identity
When Cook took over GIO, the four franchises had been independently “doing fine” in terms of sales numbers. “But as a group, they didn’t have a strong sense of shared identity,” said Cook. “The groups of franchises had been organized largely based on workload. The Oncology business unit has franchises that all have oncology products, so they already have a built-in sense of identity. The other groups like GIO do not.”
Given her assessment, Cook felt that despite obvious differences and a lack of cohesiveness, “why not find out what unites us, what we have in common, and what could be helpful to us?” She didn’t want to “fabricate” something, but wanted to find opportunities to see how the franchises might share knowledge and help each other out.
“We had to merge two organizations (Roche and Genentech) and at the same time, we were bringing this business unit together,” said Khurem Farooq, head of Rheumatology. Roche’s stated culture was not so different from Genentech’s, with Roche focusing on integrity, courage, and passion while Genentech was known for focus on science, patients, and people. In truth, however, the organizations were quite different based on their very different histories and norms.
Farooq added: “Actemra and Rituxan, the two groups in my franchise, didn’t really cooperate and came from two very distinct backgrounds in terms of how they think. It wasn’t so much the what, but the how. And there were certain degrees of animosity with one team being the Roche team and the other being the Genentech team, with products that had very recently been positioned as direct competitors. There were some hangover effects from the merger.” Cook added: “The Lucentis team had been working on culture for a long time already and were close to their desired state, but the Actemra team had the most challenges due to the amount of change they had been through.”
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Ashwin Datt, GIO’s operations lead, provided context on Genentech’s culture and the impact on the merger with Roche: “It’s funny because one of the things Genentech sells itself on is its culture, but did we focus a lot of time on culture? No, it was pervasive but implicit. In fact, we are a very science-driven organization and focus on using data to make decisions—you can argue with my interpretation, but you can’t argue with the data. We have a very work hard, play hard culture—a casual intensity. Our culture didn’t come to the forefront until Roche acquired Genentech and then all of a sudden, everyone was focused on not losing our culture. But up until that point, no one really talked about it because everyone knew it was to focus on patients and to make a difference.”
The year before Cook took the helm at GIO, the prior team had “drafted a new vision statement, but it hadn’t really taken hold yet,” according to Cook. “The feedback I was getting was that, ‘we still feel like a team of teams.’ But peo- ple wanted a greater sense of community. Every time I encounter a team of teams as a new leader, I try to give people a choice in case they want to stay that way, but the answer has never been that they want to stay that way. People like to be a part of something bigger, part of a bigger network with greater opportunities to learn, move, and develop.”
A Grassroots Approach: Engaging the Entire Organization
Getting Senior Leaders Onboard
Cook first focused on engaging leaders and line managers to embark on a project to define GIO’s desired culture. Without the leaders on board, “it’s never going to happen,” said Farooq. In the fall of 2010, Cook held a GIO Senior Leader Kickoff meeting with 12 participants to discuss the culture efforts and to get buy-in. Franchise heads such as Farooq and John Snisarenko, head of Ophthalmology (Lucentis) were a part of this meeting. At the time, Farooq was also temporarily leading the Respiratory franchise (Xolair).
Cook asked senior leaders what they and the organization needed. What came out of those conversations was a surprisingly clear shared sense of identity and purpose. She said: “The big challenge was how we think about coming together for a group that sees each other so rarely and that is so varied.” The culture work that Cook had done in her prior organizations had people that not only worked together in the same cities, but also on the same floors. “That was easier because we were literally seeing each other in the halls every day,” she said. “For GIO, I felt there was a huge level of ambiguity and uncertainty in terms of our culture work and we had to take a lot of chances.”
Farooq added: “We talked about the fact that the franchises essentially existed on their own, that there was no real common goal or common value set that brought them together. We were all a part of the GIO business unit, but what are the commonalities that bring us together because the products don’t as much when compared to oncology.”
Although Cook knew she would face skeptics related to culture, given its many potential meanings and the ubiquitous use of the word, her senior team felt
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very positively about culture. Farooq said: “When Jennifer told us about her culture efforts in her previous group and the possibility of doing that at GIO, I jumped on the opportunity because I could see the problems that I had in my franchise where I had two separate teams in two different places. We needed a common goal.”
Around that time, Cook also hired a third-party consulting firm, The Trium Group, to conduct interviews, focus groups, and gather personal stories with 35 participants within GIO. Bart Block, Lucentis sales representative and one of the 35 interviewees, said: “They asked us a lot of questions about the Genentech cul- ture and its implications, as well as how it drove an individual and what was important about it.”
Engaging All of GIO: “You Choose It”
After getting her senior leaders onboard, Cook began to roll the culture effort out to the broader team since she wanted and knew she needed to engage the entire GIO organization to help define the culture. In the fall of 2010, she introduced the concept to the entire organization through multiple onstage com- munications and workshops. “This was daunting,” she said. “I had to explain what culture is, why are we doing this, and how are we going to approach it. There were a number of skeptical people who had heard about culture too many times before, and understandably they had a ‘flavor of the day’ cynicism. I had to directly acknowledge those doubts and try to convince them the change could be real this time. I also knew the only way to really convince people was to dem- onstrate the change, not just talk about it.”
Datt agreed that some people were cynical about culture: “There were a lot of people in the organization who felt that they had heard this culture business before and it was loud enough that we acknowledged that. People also said that they had real problems and wanted real solutions to fix those problems.”
In her communications to all of GIO, Cook focused on what brought the franchises together. According to Datt: “People could have come away with a feel- ing that we were just put together because Genentech has bio-oncology and everything else not in bio-oncology. I’m not saying that was how the decision was made, but to be fair, it was close. But it does make sense to put the new emerging areas together and what Jennifer did was to take the time to really understand and look for commonalities. We are all in a chronic disease environ- ment, we have a lot of opportunities to impact patients, we all have competition in our brands, and we all have challenges to explain to our healthcare practi- tioners and payers on our value propositions. Early on, the focus was to sort out the vision of GIO.”
Moreover, Cook chose to combat cynicism with ownership. One of Cook’s initial frustrations was that everyone kept calling the culture effort “Jennifer’s cul- ture.” “I tried to shift that sense of ownership and accountability to them. After all, the culture was chosen by them, defined by them, based on their vision of what it would take for us to be successful,” said Cook.
“I kept repeating, ‘You choose it,’ which became a theme because our cul- ture is made up of all the choices individuals within it make every day,” she said.
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“It’s not about what I say that shows up on a piece of paper or that we stick on a website. It’s about what our people literally choose to do every day, and if we’re not making the choices that are aligned to what we say matters, then we’re not living this culture.”
Cook added: “Employees already know what they want. They know what they wish for and what they think would be a good culture, but they don’t really have a way to communicate it and they may not even be conscious of it—it could be subliminal, but it is there. I like the idea of harnessing what is in their minds, because we hire extraordinary people, true knowledge workers. Why not ask them what they think?”
A GIO-Wide Survey
As part of this process, Cook conducted a GIO-wide survey with 550 employ- ees in September (GIO met as a group in September and January each year) to “get data and try to understand it.” The survey3 and process was a tool that asked respond- ents to rank 54 validated, standard attributes of culture from “most” to “least” charac- teristic for both the current GIO culture and GIO’s future desired culture. There were 13 higher dimensions that these 54 attributes rolled up to: courageous, focus on peo- ple, team focus, drive for results, integrity, conflict oriented, intensity, relaxed, detail oriented, transparency, patient oriented, decisive, and stable.
For example, under the dimension “intensity” were the attributes being aggres- sive, hard driving, fast moving, urgency, and competitive. And under focus on people were being people-oriented, being supportive, respect for individuals, and sharing information freely. Future desired attributes were values that were strategically important if GIO was to be successful in future years. Sixty-four percent of the 550 employees responded to the survey.
Cook took a data-driven and analytical approach, which was unusual in the realm of culture. According to Datt: “Jennifer wanted to use data to help us think about what matters. From my experience even within Genentech where other organizations have tried to do culture change, what is unique about the GIO process is that she took what is at the very heart of who we are as a company—being science driven, being data driven, having a hypothesis, as well as running an experiment— and said that if we do that with culture to support our business objectives, what would we do?”
Four Cultural Pillars4
Based on the GIO-wide survey, high levels of agreement existed. The over- all current culture profile showed a .90 level of agreement (this indicator can, in theory, range from 0–1.0) indicating that adding additional data would be unlikely to change the profile. The future desired culture showed even higher agreement at .95 for what the GIO culture would be if GIO were fully executing on its strategy. The four dimensions that had the greatest gaps between GIO’s cur- rent and future culture became the four “Cultural Pillars.”
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These four areas were those that everyone at GIO wanted in their culture: patient orientation, focus on people, courage/innovation, and integrity. The two dimensions that people wanted to see less emphasized in the future desired GIO culture compared to the current culture were “intensity” and “drive for results.”
Cook said: “The way I read the survey results was that people already understood that they’re on the hook to drive results. We’re a sales and marketing team and we know we’re accountable for a revenue number. But our people want to be more inspired; the four things we wanted more of are all inspirational, and the two we wanted less of are more basic business terms. Interestingly, if peo- ple are given an opportunity to work on something they care about and that could make a difference, they don’t see that as demanding intensity and drive; they see it as opportunity. This isn’t about how hard people are willing to work. They’re willing to work ridiculously hard. It’s the difference between what you tell them to do versus what you let them do.”
More Senior Leader Alignment: A New Vision and Placemats
After Cook received the survey results, she met with her Extended Leader- ship Team5 at an offsite meeting at the end of October 2010 to discuss the results and formulate a new GIO vision together. During this meeting, the group also dis- cussed culture, its link to business strategy, reviewed the survey results, and broke into groups to discuss the culture gap analysis.
The new vision the team came up with was: “GIO is a highly skilled team of sales and marketing professionals who have the passion and adaptability to succeed in our complex health care environment. We bring breakthrough medicines that provide maximum lifetime impact to patients suffering from chronic immunologic and ophthalmologic diseases.”
The vision statement used “our people’s words,” said Cook. “This team took reams of survey and focus group information and assembled a vision state- ment out of our employees’ words. We didn’t want to collect our senior leaders in a room and just state our vision. A lot of vision statements seem to be about the leader. We wanted to take the prior statement and make it more inspirational and connect more to what we identified that we care about in order to make it more meaningful.”
In December 2010, Cook met with her Extended Leadership Team to more fully articulate the new GIO vision and to drill down further into the survey results to “build out” the cultural pillars. This meeting was part of a series of meet- ings with a training group hired to move things forward.
At this meeting, the team developed “placemats” (a term they coined because the sheets were laminated for use in the meetings) for each pillar that pro- vided a definition of each pillar, behaviors and outcomes, mindset shifts, and evi- dence. For example, the Focus on People pillar provided this definition: “In GIO our people are the foundation for our success—we support and develop them to take on our unique market challenges; we respect each other, highlight opportuni- ties for advancement, and recognize achievements.”
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An example of a behavior was: “Give feedback that helps people get an accurate picture of not only their strengths, but also what’s holding them back.” And an example of a mindset shift towards a more intentional culture: “I believe the best way to reward people is to create opportunities for them to grow and advance in ways that inspire and fulfill them.”
On the placemats, Cook felt it was important that they were very specific to GIO’s needs because words like “people focus” or “integrity” can seem quite generic. “I love the placemat for Courage/Innovation in that the words on the placemat include persistence and creativity, not what you would think of neces- sarily. Creativity for innovation, yes, but persistence is a different word than courage. Yet, those are the specific words that we need because of the business we’re in—with our products for chronic diseases, you have to overcome many biases and a multitude of choices physicians have at their disposal, as well as what can sometimes be a lack of urgency; this contrasts with an area like oncol- ogy where patients may have only months to live and fewer therapeutic choices.”
In early January 2011, Cook went further into the organization and held a meeting with GIO Line Managers (88 participants during the Sales and Marketing Manager’s Meeting—SAMM) for manager buy-in and to present the results from the survey. She also rolled out the new vision statement to these managers as a test drive before the larger annual National Sales Meeting that would include all employees a few weeks later. The goal was to generate personal insights and com- mitment before going to the rest of the organization. Tara Jewett, division sales manager in rheumatology and prior associate director of Business Unit Operations said: “The prior meeting with senior leaders was critical for alignment before going into this January manager meeting because the senior leaders were going to facilitate the SAMM meeting.”
Rollout: a GIO-Wide Workshop
Shortly thereafter, in late January at the National Sales Meeting, Cook pre- sented the results of the GIO-wide survey to all the GIO employees and then went straight into a workshop with over 500 people to pinpoint the specific actions that would shift the culture.
Cook had the entire GIO organization brainstorm ideas around culture lev- ers that Professor Jennifer Chatman had provided Cook and GIO had tailored— Performance Management, Communication, Reward & Recognition, Training, and Recruiting.
“We adopted these levers knowing that they would work to change behav- ior,” said Cook. “These levers are very people-oriented and that’s the point.” Jewett added: “These change levers are a framework on how to operationalize change in each one of the pillars.” At the meeting, Cook gave the organization small simple cards that listed the five levers and asked everyone to pick a lever they were interested in and propose a tactic. As a result, the groups were mixed with people from different franchises across GIO.
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Then, four ballrooms were organized into cross-franchise teams with three senior leaders and a Trium Group representative in each room. The facilitators’ goal was to “inspire possibility about what we can create together in GIO in terms of our business and culture.” Their objectives were to “clarify how culture shows up in our daily work” and to help “brainstorm ideas about how we can reinforce GIO’s desired culture.”6
People brainstormed ideas such as putting patients versus sales numbers first in e-mail communications. “We wanted to get people using this concept and to realize it’s not ambiguous or fuzzy, but actually quite tangible and day- to-day,” said Cook.
At the end of the workshop, everyone received a bracelet on which the four pillars were printed—one of many efforts to make the four pillars omnipresent.
“We were nervous about doing a workshop for 500+ people, but we did it anyway,” said Cook. “Logistics alone were complicated, and we worried that peo- ple would be frustrated if their ideas weren’t put to use. In the end, the workshop meeting was a huge success and the team received 500+ ideas that The Trium Group, along with Jewett, helped organize and synthesize into 50 concepts called “The Nifty 50.” Jewett said: “The message to us was that people wanted to be more inspired, to feel valued, and to see the right behaviors role modeled consistently.”
On the process, Jewett said: “We took the 500 ideas and grouped them not only by the pillars, but also by the change levers within those pillars. From there, themes rose to the top in terms of the volume or intensity of demand.” A few ideas were: “Open meetings with a quick patient story,” “Create GIO ‘culture corner’ on the GIO Portal,” and “Introduce culture awards related to our four cultural pillars.”
On the levers, Cook said: “I like to say that the tool [and the levers] is a cata- lyst, but not an answer. The value was in the discussions we had because words are just words. What does ‘needing more integrity’ actually mean? We were already really patient-focused, but people said we needed to be more patient-focused, so what did that mean? We had to take apart the meaning and dive into it as the first step. The tool gives you a quantitative, tangible, and trackable set of things to talk about, but it doesn’t give you the answer. That’s still up to the group to figure out.”
Datt felt that this workshop was a very structured approach to leveraging people in the organization, engaging people so that ideas come out, communicat- ing to the organization, and filtering ideas through them, as well as allowing peo- ple to sign up and volunteer [below]. “This is something I hadn’t experienced before,” he said.
Also at the workshop meeting, Cook and her team rolled out the vision, goals, and culture or “all the rest of it.” It was part of the plan to have the vision, goals, and culture all described at one time. “They have to relate,” she said.
The goals were things that the team “could only achieve together” by 2015: 300,000 patients (provide breakthrough biologic treatments to 300,000 patients suffering from chronic immune system and ophthalmology diseases); 3 franchises (through 3 therapeutic franchises: Rheumatology, Respiratory, and Ophthalmology); and $3 billion and will reach $1 billion in annual revenues across each franchise).
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The vision connected to the culture and to GIO’s 2015 goals. “From the outset, Jennifer framed culture in the context of the business objectives,” said Datt. “From the get go, it was about articulating what makes GIO and how we are different from the other business units. She was very mindful and structured in her approach to discuss the benefits of the different franchises being together as a business unit, and from there taking the staff forward to focus on the goals and objectives that we have to deliver over the next three to five years that are going to be critical for success for Genentech and Roche.”
Putting Culture Change into Action
Cook’s team then organized cross-franchise initiative teams around the change levers and the key initiatives the senior leaders had culled from the GIO-wide workshop. They sought volunteers in Cook’s Extended Leadership Team to serve as leadership “sponsors.”
Within the Communication lever, for example, a Culture Advisory Board formed; within Reward & Recognition was the Culture Awards team and the Non- Compensation Rewards & Recognition team; within the Training lever were New Hires, Development Center Program, and Rotations; within Performance Manage- ment was Development Planning Skills; and within the Recruiting lever was a Recruiting team. Initially, there were nine teams altogether and each team had vary- ing numbers of people, usually around 15.
These cross-franchise initiative teams allowed people to create relation- ships across the business unit that they otherwise would not have. Cook said: “The cocktail hours don’t do it. Mixers don’t do it. People tend to connect with the people they already know and it doesn’t create a new network. But if you give people something specific to do that they care about, they form relationships.”
It was also important to Cook to allow people to choose what to work on so they cared about it, as well as to allow them to have visibility by presenting to senior leadership like herself and her senior team—to have opportunities they would not have had otherwise.
When Cook launched the first sign-ups for the initiative teams, she had that feeling “like when you’re throwing a party and afraid no one is going to show up.” She said: “Part of me was scared that no one would sign up, and then part of me thought, ‘what if everybody signs up and we don’t have enough capacity?’ How do we organize them?”
Cook’s fears were allayed when over 125 people signed up to be on the first initiative teams, a robust but manageable number. Team kick-off meetings took place around June 2011. And when the Extended Leadership Team met for other purposes, all of the sponsors of the nine initiative teams would give updates on what was happening in each area.
The teams were very successful because people were passionate about the teams and initiatives they had chosen. “The way team members talked about cul- ture and how passionate they were was inspiring,” said Cook. And as concrete
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deliverables came out of these teams, that helped to change the cynicism related to culture and “people started believing,” said Farooq.
Recruiting Lever
Recruiting Initiative
The Recruiting team focused on defining what “recruiting” actually meant, which led to the question of how to hire people to “fit the culture” with the goal of ensuring a more consistent focus on GIO’s desired culture through screening and hiring.
The team developed questions that hiring managers could ask interviewees that emphasized the four cultural pillars. Derrick Webster, an HR consultant at GIO said: “We created a list of behavioral questions that we thought would screen for our cultural attributes. We came up with a long list and distilled it down to nine questions and when I work with hiring managers, I provide these questions to them as we prepare for our interview strategy.”
For example, a screening question that focused on patient orientation was: “Think of a time in which your detailed understanding of patient needs helped improve service to them and how did you develop such an understanding and how did you apply it?” A Focus on People question was: “Describe a time when you developed a direct report. What approach did you take? What support did you provide and what was the outcome?” A question that screened for the cour- age and innovation attribute was: “Describe a time when you accomplished a goal because you maintained persistence in the face of highly complex and/or adverse circumstances.” And a question that screened for integrity was: “Describe a time when you raised a difficult issue with your team or management. Why did you feel the way you did? How did you do it and what was the outcome?”
On the questions, Webster said: “There can be a thousand different varia- tions of the right answer to these questions, but we’re looking for a candidate’s thought process, whether they can clearly explain their thought process, what they were considering as they went through analyzing their situation, and a result. If you can do all of that, be concise in your answer, and provide evidence that you use courage and innovation as you manage that situation, then we know you’ve been effective in that competency and that you have a good chance of being able to mesh well with GIO’s culture.”
Training Lever
New Hires Initiative
The New Hires team focused on how GIO onboarded new employees so that the process would align with GIO’s future desired culture. The team created a new hire packet so that new hires received a letter from Jennifer Cook, a welcome letter to GIO, and could view a video about GIO’s culture and why it matters. “Now, when a new employee joins, we talk about culture and what the organization stands for,” said Farooq. “We never used to do things like that before.”
They also launched a new hires reception at the annual GIO meeting where new hires could meet and mingle with key leadership such as Cook and
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other leaders. This team also established a mentoring program where new hires were paired with GIO veterans.
Initially, Cristin Hubbard led the Recruiting initiative team and Mike Campbell led the New Hires team. But during the first year, their efforts began to overlap and thus they combined the two teams in early 2012 and Hubbard led the new initiative that was called Team Renew.
The Renew team created a GIO Discovery Guide, a tri-fold pamphlet that started off with, “Science is Personal,” opening up to the GIO vision statement and cultural pillars, stating how GIO’s culture is fundamental to how it operates. The pamphlet also included information about the four GIO products, patient quotations, information about Genentech’s history, and how GIO fit into the broader organization. This initial version included key GIO initiatives.
Many of the initiative teams like the Renew team were very fluid, according to Donna Vaughn, a division manager in Rheumatology and Renew team member: “By the end of or middle of the third quarter of 2013, team Renew will be finished because there won’t be anything else for us to do as a team. We will have met all the objectives we established.”
Development Center Program Initiative
Another initiative team within the Training lever was the Development Center Program initiative that focused on people development by creating GIO Development Centers—short and intense day-and-a-half workshops where peo- ple could learn about different jobs.
The idea was to expose people to a role before they had to commit by applying or interviewing, letting them investigate in a safe environment whether it might be a good fit for them. Content in such workshops covered success factors of these new roles, what hiring managers were looking for, as well as the oppor- tunity to do a mock interview.
Workshops included learning about division managers, getting into a mar- keting role from a sales role, workshops for the training and development organi- zation (product or people development), and another for the field reimbursement organization (managed care). Eventually, the training sessions, their content, and agendas were handed over to the Commercial Training and Development (CT&D) organization to run the sessions on a more regular basis for the full Commercial population.
Job Swap Initiative
This team’s mission was to evaluate and potentially establish a job swap program. However, when the team conducted a large feasibility analysis, they determined that to implement a rotational job swap across GIO would be too chal- lenging in terms of legal, organizational, and logistical issues. This is an important example where a “no-go” can be as important as an implemented program. The team gave full diligence to a good idea, but also pragmatically concluded it wouldn’t be feasible.
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Communication Lever
Culture Advisory Board Initiative
The Culture Advisory Board team focused on creating culture awareness and providing a sounding board for cultural progress and issues. “We were tasked with how to build awareness,” said Block, who worked on the team. “And how do we get people to understand what the GIO culture and the pillars are?” The team focused on skepticism and cynicism related to culture efforts and how to communicate on “all things culture.”
Also a part of the Culture Advisory Board’s mission was to make sure that people coming into GIO after the early culture effort would have an understand- ing of the culture through stories and brand. The team met various times per year to come up with strategies to spread the cultural pillars throughout GIO.
They also developed a new logo through a very open process, ultimately allowing the whole GIO organization to vote on a few logo options to represent their culture. The organization selected the multi-colored compass logo. “Jennifer let our team figure out all of the pieces related to the logo,” said Datt. “She pro- vided her perspective and her opinions, but empowered the team to figure it out and to decide what we wanted our logo to look like. This could have easily been a Leadership Team decision where Jennifer and the franchise heads decided, but it wasn’t.”
They also focused on communication related to the pillars. For the pillar Patient Orientation, they worked on switching from talking about selling “vials” to how many patients’ lives were impacted. Datt said: “The number of vials we sell is our business. We talk about dollars and cents, we sell products, and we are held to revenue targets. But when we communicate, how do we talk about what we are doing for patients as opposed to how we are impacting revenue? We don’t have to talk about vials or revenues, but we can focus on what we have done for patients, how we are trying to make sure that our products are getting to patients, and what the challenges are of getting products to patients. And when we talk about how we have been successful, we can talk about how many patients lives we have impacted.”
Thus, when the organization had sales reviews and presentations to the sales organization, people shifted focus from “how are your numbers?” to “what have you done for patients?” “This was a big dynamic shift,” said Datt. “Every- thing started to tie to our mission and business objectives. We focus on chronic diseases and it’s very hard to get our products to patients because there are all these roadblocks and barriers, but as we focus on patients and why it was difficult, we realized that there was something about our patient type that was unique to all of GIO, and there were certain things that were happening in the market that we could impact.”
After a few years and survey results showing positive results, the team decided to dissolve itself. Datt said: “We realized that at some point, the culture was now a part of our everyday vernacular. Our Culture Advisory team was struggling to find more to do, because this is now part of what everybody does.”
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GIO/Brand Portals & Portal-2-Go Initiative
The Portals initiative team focused on fostering cross-brand communication, culture, tools, and programs utilizing the GIO Portal (a central place online for all things GIO), Brand Portals, and emerging technologies. The team wanted to make the portal a one-stop-shop where “anyone from this fragmented organization can feel a part of a common community,” according to Jewett. “Prior to this, the portal just had facts, but the new portal drew people in.”
Information and efforts by the various initiative teams were placed on the portal. For example, a New Hires and Recruiting button led to a PDF of interview questions that the Recruiting team had come up with. The Discovery Guide devel- oped by the same team was also on the portal. The portal also had a feedback button where users could send ideas of what could be done better, related to the culture efforts. And in the spirit of transparency, even the 500 ideas that the GIO employees came up with at the National Sales Meeting were posted on the portal.
They also worked on Portal-2-Go, an app that allowed users to access the por- tal via a mobile device. The team created an app that took the portal and put it on the mobile phones via a reader application so that every time something was updated on the portal, it would appear on the Portal-2-Go while they were waiting at the physi- cian’s office, for example. “A person in Alabama is suddenly getting an update on their peer in North Dakota who was recognized for doing something with patient focus,” said Jewett. “All of a sudden, everything comes alive in real time.”
Reward & Recognition Lever
Non-Compensation Rewards & Recognition Initiative
This team focused on recognizing people for excellent work outside of the formal awards process. They put together a “Culture in Action” award (CIA) where anyone could go on the GIO Portal and nominate someone who did a great job exemplifying the pillars. Once a person was nominated, an e-mail along with a certificate was sent to the nominee, that person’s manager, and the award was posted on the GIO Portal for everyone to see. Jewett said: “These things are more meaningful to people than money. And the award is very visible too.”
Datt added: “We do a good job of rewards and recognition in terms of benefits and compensation and one-off rewards, but this initiative is about recognition and acknowledging what someone did and the impact that it might have had around one of our four cultural pillars. The more we tell these stories, the more people can see culture in action that inspires them on what can be done differently and how to think about their business and organizational challenges differently.”
During GIO’s annual awards night, the team added non-monetary awards to the ceremony in order to celebrate exceptional behavior as it related to the cul- tural pillars. Moreover, at an annual meeting one year, the team wallpapered a large hallway with Culture in Action awards and associated write-ups. “I get chills thinking about it,” said Hubbard. “When you walked down the hallway, you could see the names of all the different people in GIO that had demonstrated our culture and a little write-up about what they had done. And it also gave the name of the person who took the time to write it up so it highlighted two people.”
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Culture Awards Initiative
The Culture Awards team designed integrated annual awards that recog- nize GIO culture in action. Beyond the typical marketing excellence and sales excellence awards, the team developed an award for patient focus, called the “Founder’s Award” given to a GIO team member who had shown a tremendous amount of patient focus in their job.
Hubbard said: “We’re always talking about sales and marketing and meet- ing numbers, but at the end of the day, who’s that person in the organization across GIO who has shown the most patient focus throughout the year? This was such a great idea and it’s been a huge success.” Jewett also said: “The Found- er’s Award is a great example of how reward and recognition is really about the patient. What we found in GIO that is most lacking is that we are living this every day, but we don’t tell these stories, communicate, or recognize these things in a loud enough way.”
Performance Management Lever
Development Planning Skills Initiative
The Development Planning Skills team focused on developing tools and resources to help GIO employees create and track actionable professional Devel- opment Plans, focusing on what inspired them to accelerate their personal growth. The team’s key objectives were to remove the mystery and complexity around developing and tracking an actionable Development Plan and to ensure that development planning wasn’t a “once a year, form-completing exercise.”
This team assessed awareness of learning and development tools and man- ager involvement in development planning. They also launched a learning and development tools and best practices “hub” on the GIO Portal that housed learn- ing and development tools. Jewett said: “The team conducted a survey to deter- mine what people desired in their conversation with their managers and what are the development opportunities that are most meaningful?” This information was also posted on the GIO Portal. “These efforts were all in support of having a stronger development conversation with your manager and communicating how much of it you actually control,” added Jewett.
In 2012, this team changed its name to Development Planning and Con- versation. They conducted two-on-one coaching at the GIO Business Unit meet- ing (cross-brand). People brought in their development plans and spoke with leaders outside of their own brands. “This allowed people to build connections with leaders outside of their own brands to show commonalities and to build bridges. People walked away from that thinking, ‘This is what I’ve been looking for,’” said Jewett.
Walking the Talk
An important aspect of Cook’s success and the success of GIO’s culture efforts was the fact that she “walked the talk,” according to Farooq. “One of the big reasons for the success of this culture effort was because Jennifer demonstrated
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and lived it in her day-to-day practice. It wasn’t something that you saw on the odd occasion, but it was something you saw daily in terms of how she did things.”
Cook also made sure culture initiative teams and their efforts were embedded into everything that GIO did. She gave the initiatives attention on stage, when every- one was together. She had a poster session at one of the business unit meetings where every initiative team had a poster during a cocktail hour to show colleagues what they were doing. “Many of these people also presented on stage at meetings and were highly visible,” said Farooq.
Another example was at a larger meeting in Los Angeles, where the team wrapped large columns with fitted skins that stated the four pillars. During other large meetings, banners were always on stage to show the four pillars. At a January business unit meeting, during the patient session, four patients each told their sto- ries and connected them to one of the pillars. “The patients did a phenomenal job tying things like courage and what it meant to them in their journey with their dis- ease,” said Cook. “They stood in front of these huge banners with the pillar they were talking about, and it really drove home the connection of these concepts, showing that these were not just words.”
Cook consciously tried to live the “focus on people” pillar by being accessi- ble. “I act on that all the time and always say ‘yes’ if people just want advice or time from me,” said Cook. She held culture team office hours where any of the teams could just show up and get advice and support or get a milestone approved. The office hours began in the fall of 2011 and members of Cook’s Leadership Team were also available for their own office hours.
Beyond office hours, every month or so, the initiative teams could dial into a call and speak directly with Cook and the Leadership Team to give updates on what they had been working on. “This showed everyone that what they were working on was a priority for the organization,” said Farooq.
Authenticity was important to Cook too: “I try to be an accessible, helpful person both because I think it’s a good idea and because that is who I am. I want to stay authentic. That is one of my favorite words. You can’t model yourself after someone else because the inauthenticity comes through.”
Cook’s “you choose” mentality described above resonated with a lot of people: “Jennifer never told people what they should do, but rather she allowed us to go to her,” said Datt. “She would ask questions and provided insight and support through open office hours. She didn’t tell us what to do or what not to do, but she asked us what we were trying to achieve, how we thought we could make it happen, and provided other alternatives. The ideas came from the organization and Jennifer and the Leadership Team viewed themselves as removing roadblocks.”
Cook also changed how she ran her leadership meetings. The new meetings incorporated more feedback and listening time on Cook’s part and incorporated the pillars. Farooq said: “I saw how Jennifer’s leading by example on culture changed the environment that I was working in. She would always turn around in meetings and say, ‘Well, hold on for a second, what’s the right thing to do here, how do we make things easier for people, how do we change things, and so on. She very much
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lived what she practiced and actually demonstrated elements of the culture that she had talked about in her day-to-day situation.”
Moreover, Cook tied her own personal performance goals to her culture efforts. “I have a lot of product and business goals each year, but I chose to include these culture efforts as a specific business unit strategy goal in my first year,” said Cook. “I told my team that I was being assessed on how this goes so that they knew it was real.”
The Future
As Cook reflected on GIO’s culture change efforts, as well as looked toward the future, she wondered what she and her team should focus on next? After a whirlwind few years, she knew her team was still energized, but also potentially weary. She wondered how she could make sure GIO’s culture remained intact and institutionalized well beyond her and her team’s tenure.
Notes
1. The GIO Leadership Team included Cook, sales and marketing franchise heads, the operations and communications lead/chief of staff, and the HR lead.
2. Professor Jennifer Chatman is a professor of management at the University of California at Berkeley’s Haas School of Business, along with Professor Charles O’Reilly at Stanford’s Grad- uate School of Business, and Professor David Caldwell at Santa Clara University.
3. Created by Professors David Caldwell, Jennifer Chatman, and Charles O’Reilly. 4. In Professor Jennifer Chatman’s research, pillars are the “dimensions.” 5. The GIO Extended Leadership Team included all the members of the Leadership Team, plus
the marketing directors of each franchise, national sales directors of each franchise, and fran- chise operations leads.
6. “Driving Culture Change to Enable GIO to Achieve its Business Goals,” GIO internal presenta- tion and prep. Document for 1/25/11 National Sales Meeting.
California Management Review, Vol. 56, No. 2, pp. 113–129. ISSN 0008-1256, eISSN 2162-8564. © 2014 by The Regents of the University of California. All rights reserved. Request permission to photocopy or reproduce article content at the University of California Press’s Rights and Permissions website at http://www.ucpressjournals.com/reprintinfo.asp. DOI: 10.1525/cmr.2014.56.2.113.
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Mandatory Assignment Resources/Genentech - Roche Acquisition.pdf
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________________________________________________________________________________________________________________ Professors Carliss Y. Baldwin and Bo Becker, together with Vincent Dessain, Executive Director, Europe Research Center, prepared this case. HBS cases are developed solely as the basis for class discussion. Cases are not intended to serve as endorsements, sources of primary data, or illustrations of effective or ineffective management. Copyright © 2010, 2011 President and Fellows of Harvard College. To order copies or request permission to reproduce materials, call 1-800-545- 7685, write Harvard Business School Publishing, Boston, MA 02163, or go to www.hbsp.harvard.edu/educators. This publication may not be digitized, photocopied, or otherwise reproduced, posted, or transmitted, without the permission of Harvard Business School.
C A R L I S S Y . B A L D W I N
B O B E C K E R
V I N C E N T D E S S A I N
Roche’s Acquisition of Genentech
Late on the wintry afternoon of January 29, 2009, Franz Humer, chairman of Roche, looked out on the spires of Basel and the fast-flowing Rhine and thought about Genentech, Roche’s biotech subsidiary in California. Roche’s offer to acquire the remaining 44% of Genentech’s stock that Roche did not own had been open for six months, with little progress toward a deal. Humer wondered if it made sense to make a tender offer for the shares.
Since 1990, Roche, a global pharmaceutical company headquartered in Switzerland, had owned a majority stake in Genentech, a successful pioneer in biotechnology. Although technically a subsidiary of Roche, San Francisco–based Genentech operated with a great deal of latitude and had a fiercely independent culture. Many in the industry viewed the arrangement as one of the most successful partnerships ever.
On Monday, July 21, 2008, in a surprise move, Roche had publicly offered to pay $89 per share in cash for all the shares of Genentech it did not currently own. This offer represented an 8.8% premium over the previous Friday’s close and valued Genentech at approximately $100 billion. (Exhibit 1 presents a time line of major events.)
To protect Genentech’s minority shareholders, Genentech’s board of directors delegated responsibility for appraising the offer to a special committee made up of Genentech’s three independent directors. The committee quickly rejected Roche’s offer as “inadequate,” but then waited until November to put forward its own view of Genentech’s value: $112 to $115 per share. Meanwhile, the global financial system entered a period of severe crisis, and the share prices of most companies (including Genentech and Roche) declined significantly. Given these events and its own valuation of Genentech, Roche’s management team believed the special committee’s valuation was unreasonable. In January 2009, the negotiations between the two companies had reached an impasse.
Roche’s investment bankers, Greenhill & Co., suggested that Roche should consider making a tender offer for Genentech’s shares. Humer was concerned that such a move might alienate Genentech’s managers and employees, many of whom were shareholders. At the same time, he felt that the current uncertainty about Genentech’s future would soon begin to damage morale and its ability to hire and retain key employees. Humer was also not sure that Roche would be able to raise the required debt funding, given the state of the financial markets and feedback from many bankers.
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Humer, Roche CEO Severin Schwan, and a few other senior managers were scheduled to talk by phone later that afternoon with Bob Greenhill and his team in New York. Based on the bankers’ advice, Humer and Schwan had to decide whether to initiate a tender offer for Genentech’s shares and, if so, at what price. Before making the final decision, Humer wanted to review the strategic reasons for the acquisition, Genentech’s stand-alone value, the synergies expected from the deal, and the probable response of Genentech’s board, employees, and shareholders to a take-over bid.
As twilight approached, Schwan joined Humer in his office. The two chatted briefly as they waited for the teleconference to begin.
The Roche Group
In 1896, Fritz Hoffmann-La Roche founded F. Hoffman-La Roche & Co. (Roche), a pharmaceutical company based in Basel, Switzerland.1 Hoffmann was among the first to realize that the industrial manufacture of medicines with standardized dosages and effects would be a major advance in the fight against disease. The company’s strategy was to develop new products through cooperation with academics. By 1914, Roche was a global company, with offices in Milan, New York City, Saint Petersburg, London, and Yokohama as well as Basel. Although it suffered heavy losses during World War I, after the war ended, the company resumed its growth, becoming primarily a maker of synthetic vitamins.
After World War II, Roche intensified its pharmaceutical research to avoid becoming too dependent on vitamin sales. The company successfully introduced the antimicrobial drug Gantrisin and the first effective treatment for tuberculosis. Roche also launched the first cancer chemotherapy drug, Fluoro-Uracil, in 1962 and, the following year, began selling the tranquilizer Valium, which was the first sedative not to cause drowsiness.
In 1965, Adolf Jann became chairman of the board. He was convinced that scientific medicine would soon expand into areas beyond mere treatment with synthesized substances. Thus, in 1967, the company founded the independent Roche Institute of Molecular Biology in New Jersey and, a year later, the Basel Institute for Immunology. These institutes provided major breakthroughs, such as development of a process for producing monoclonal antibodies in the 1970s.
In 1978, Fritz Gerber was appointed CEO. He rationalized the structure of the company and made a number of strategic investments and alliances. During the 1980s and 1990s, biotechnology, which used living cells to make therapeutic proteins (as opposed to traditional drugs, which were made from chemicals found in plants or molds), was just beginning to emerge as a new method of synthesizing drugs.2 In 1990, Roche bought a majority of the stock of Genentech, a pioneer biotechnology firm (see the section “Genentech” below). Roche also bought the nonprescription drug company Nicolas in 1991 to strengthen its over-the-counter portfolio, the U.S. bioscience company Syntex in 1994,3 and diagnostics leader Boehringer Mannheim in 1998, to become the world leader in in-vitro diagnostics.4
Humer, former head of Roche’s pharmaceuticals division and chief operating officer, became CEO in 1998 and chairman of the board in 2001. Humer initiated a strategy to focus on innovation-driven businesses by divesting the company’s nonpharmaceutical divisions, increasing its R&D spending, and managing the company’s core and new drug pipelines. Under Humer, Roche also made a number of strategic acquisitions, buying companies in the fields of biotechnology, histopathology, and diagnostics. Humer commented: “I believe a company should focus on what it excels at. Roche
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excels at innovation and at identifying, developing, and commercializing innovative medicines and solutions for patients in need.”
Roche went through a period of intense financial stress in 2001 and 2002. In 2001, Roche’s cross- town rival Novartis bought 21.3% of Roche’s voting shares. It increased its stake to 32.7% (voting shares) in 2003 with a view to an eventual merger. However, the Hoffmann and Oeri families (who owned 50.1% of the Roche voting shares) and the Roche board stated that they had no intention of agreeing to an acquisition by Novartis.5 Despite its shareholding, Novartis had no participation on the board of directors and functioned much as any other shareholder.
After recording a $2.9 billion loss in 2002 after significant write-offs, Roche recovered in 2003 and went on to outgrow the market in subsequent years. Its financial success was based on strong sales of a diverse portfolio of drugs such as Neorecormon (anemia), Rituxan (non-Hodgkin’s lymphoma), CellCept (an immune-system suppressant), Herceptin (breast cancer), Avastin (several cancer types), Tamiflu (flu), and Pegasys (hepatitis). Humer explained how Roche’s strategic position had changed: “Our focus on innovation started to pay off. Our balance sheet grew stronger by the day, and I realized that we had regained strategic flexibility. That was critical to be able to address new and important challenges facing Roche and the industry at large.”
In 2008, the Roche Group generated revenues of CHF (Swiss francs) 45.6 billion ($43.2 billion) and net earnings of CHF 10.8 billion ($10.3 billion). (Exhibit 2 presents consolidated financial data for the Roche Group for 2007 and 2008.)
Genentech
Genentech was founded in 1976 by venture capitalist Robert Swanson and scientist Herbert Boyer, who one night in a bar each agreed to put $500 toward forming a partnership.6 They raised their initial financing from the venture capital firm Kleiner, Perkins, Caulfield & Byers: Tom Perkins was the first chairman of the board. The company was a trailblazer in biotechnology: it produced the first human protein in a microorganism (E. coli bacteria) and cloned human insulin and human growth hormone for the first time.7
While Boyer encouraged Genentech scientists to publish in academic journals and to become renowned in the science world, Swanson made sure to patent their discoveries. Early on, the company used licensing deals with big pharmaceutical companies to finance new product development. From the start, Genentech combined scientific excellence with business acumen.
Genentech turned its first profit in 1979 and became the first biotech company to go public in 1980, raising $35 million. On the day of its IPO (with the ticker symbol “GNE”), its share price went from $35 at the opening to $88 within the first hour of trading.
In 1990, Roche acquired 60% of the equity of Genentech for $2.1 billion. In total, Roche purchased 50% of the outstanding shares (41.7 million shares) for $1.5 billion and 8.3 million newly issued shares for $492 million. It also spent $100 million to retire related stock options and warrants.8 As part of this deal, Roche obtained an option to buy the remaining shares of common stock at escalating prices, starting at $38 in 1990 and growing to $60 per share in 1995. Roche was also permitted to purchase additional shares on the open market at any time to raise its ownership up to a maximum of 75%.9
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The alliance with Roche benefited Genenetch in several ways. It provided a stable source of financing for Genentech’s R&D, but allowed Genentech to remain a public company and to continue compensating employees with stock options. It also gave Genentech access to Roche’s extensive marketing and distribution channels, especially outside the U.S. Steve Krognes, Roche’s head of mergers and acquisitions, described the relationship in the early 1990s: “In Europe we say it’s good to have a rich uncle in America. Genentech had a rich uncle in Switzerland.”
In 1995, Roche did not exercise its option to buy the balance of Genentech’s shares, but instead obtained approval from the biotech company’s shareholders to extend the maturity of the option. Under the new terms, Roche could purchase shares at $63.75 each, with the price increasing each quarter, up to $82.50 per share in the second quarter of 1999. If Roche did not exercise its option by the end of June 1999, Genentech’s other shareholders could “put” their shares back to the company for $60 per share during a 30-day period commencing July 1, 1999.10
In July 1995, Arthur Levinson, Genentech’s chief scientist, was appointed president and CEO.
By 1998, Genentech’s revenues exceeded $1 billion, and under the leadership of Levinson, the Genentech R&D pipeline grew stronger by the day. (Exhibits 3 and 4 show Genentech’s income statement and balance sheet data and selected ratios from 1998 to 2008). On June 14, 1999, the trial of a 21-year patent infringement suit with the University of California ended with a hung jury, saving Genentech from a potential billion-dollar legal liability. (The case was settled in November 1999, with Genentech agreeing to pay the University of California $200 million.) That same day, Roche exercised its option to purchase the remaining Genentech shares at the price of $82.50 per share. After a brief period of 100% ownership, during which time an affiliation agreement between the companies was instituted, Roche sold 19% of Genentech shares and relisted the company under the ticker symbol “DNA.” The shares opened at $97 and closed at the end of the first day’s trading at $127.11 Four months later, Roche made an offering of a further 20 million shares, constituting 15.6% of common equity, at $143.50 each.12 In March 2000, Roche sold further Genentech shares through a public offering at $163 per share, yielding proceeds of $2.8 billion and reducing its ownership to 59%.13
Although it owned the majority of shares, Roche had decided to maintain a minority representation on the board, appointing three of the seven directors. Levinson, the CEO, served as chairman of the board, and there were also three independent directors. (Exhibit 5 shows the composition of Genentech’s board in July 2008.) However, the 1999 affiliation agreement gave Roche the contractual right to obtain majority representation on the board through the appointment of new directors. This could be done through a governance notice and be effective within days. The Roche directors also had to give their approval before Genentech made certain decisions, such as acquisitions, issuance of capital stock above 5% of the total, and licensing, leasing, or sales outside the course of ordinary business. In a separate commercial agreement, Roche’s exclusive rights to commercialize Genentech drugs outside the U.S. were extended until 2015.14
The affiliation agreement also outlined how a Roche merger of Genentech would be organized. In case of a friendly deal, board approval would be sufficient and all shareholders would be paid the same price. (The Roche representatives on Genentech’s board would not participate in the decision.)
However, in case of a tender offer, the affiliation agreement had additional implications. In the most likely case, Roche would have to buy the nontendered shares at an appraised value equal to or higher than the tender offer price. Furthermore, if Roche owned 90% or more of Genentech’s total shares for more than two months, it was required to merge the two companies. (Delaware law made “squeeze-out” mergers optional for 90% owners, but the affiliation agreement made such a merger mandatory.)
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Between 1998 and 2008, Genentech’s operating revenue increased to $13.4 billion, and its share price increased nearly tenfold. (Exhibit 6 shows Roche’s and Genentech’s stock prices, adjusted for splits, from June 30, 1998 through June 30, 2008.) By 2008, Genentech had become a vertically integrated pharmaceuticals company, researching, producing, and selling its own products in the U.S. It had also started to develop small chemical molecules alongside its traditional large biological ones. In terms of revenue, it was second largest among biotech companies in 2007, behind Amgen, with more than double the sales of its third-place competitor. (See Exhibit 7 for financial data on selected biotech and pharmaceutical companies in 2007.) In the meantime, Roche’s ownership stake in Genentech had been reduced to about 56%, largely due to Genentech employees exercising their options.
Genentech had become an important part of Roche’s business, representing 24% of Roche’s pharmaceutical product sales in 2008. Several of Genentech’s pioneering products achieved very strong market positions due to their medical differentiation, commanding high prices. Products originating from Genentech represented 46% of total sales of Roche’s 20 top-selling drugs on a worldwide basis. (See Exhibit 8 for a list of Roche’s top-selling drugs in 2008, showing which originated from Genentech.) Avastin, for example, accounted for 14% of Roche’s total pharmaceutical sales in 2008. Also, from 1990 to 2008, Genentech’s workforce had increased from approximately 2,000 to more than 11,000 staff.15
Genentech operated in most respects as a fully independent company, and many Genentech employees were not aware that Roche actually owned a majority of the shares. Levinson’s leadership style and focus on science and patients resonated with employees, and he was universally liked and respected throughout the company. Genentech had become famous for its strong culture: “We are committed to excellent science and doing what is right for the patient. Our talented employees work hard, are willing to go the extra mile and work together to achieve results. But we also have fun at work,” said Levinson.
Roche Considers Buying Out Genentech’s Minority Shareholders
By 2007, the global pharmaceuticals market was enjoying rapid growth. Total industry revenues were expected to exceed $767 billion by 2010. However, the market had many “me-too” drugs, which were similar in composition and treatment to existing products, and relatively little innovation. The U.S. Food and Drug Administration (FDA) considered only 14% of drugs introduced between 1998 and 2002 a “significant improvement” over available products.16
Given a lower rate of product introductions and less-innovative products, the trend among major pharmaceuticals companies was to grow through mergers and acquisitions. Pfizer was particularly active on this front, initiating a hostile acquisition of Warner-Lambert in 2000 and a merger with Pharmacia in 2003. Cost cutting after these deals contributed to Pfizer’s earnings growth between 2001 and 2006, but analysts felt that such savings could not make up for a dearth of products in the pipeline.17 Given the lack of success in bringing new and innovative drugs to market, many pharmaceutical companies were also seeking to diversify from the prescription drug business by acquiring generic-drug companies, which sold cheaper version of drugs that were no longer under patent protection, and other adjacent businesses such as medical devices, diagnostics, etc.
The biotechnology sector was much smaller and less mature than pharmaceuticals, but was growing much faster. In 2008, the sector generated $89.7 billion in revenues in the U.S. alone and showed an aggregate profit for the first time.18 The industry was dominated by Amgen and
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Genentech (see Exhibit 7), but there were several hundred smaller biotechnology start-ups engaged in research and development. Many of these were focused on potential cancer medicines.
In 2007, Roche’s managers began to question the structure of the Roche-Genentech relationship. According to Schwan, “The old model that had served both companies so well was beginning to show signs of wear.” As it grew, Genentech was increasingly coming into direct competition with Roche in several U.S. markets. Genentech had also established emerging R&D activities and production facilities outside the U.S. Additionally, in developing small molecular products, Genentech had begun to encroach on Roche’s traditional territory, while Roche was preparing to launch products in the U.S. that would compete with existing Genentech products. Through its phenomenal success, Genentech had grown from a nimble biotechnology firm to a fully integrated biopharmaceutical company, but the existing ownership and operating model left Roche few alternatives in addressing the increasing overlap and duplication between the two firms. A merger of the two companies would create new opportunities, including “the ability to collaborate on a worldwide scale,”19 according to Humer.
Roche’s managers were also aware that the product licensing agreement, put in place in 1999 during the period when Genentech was 100% owned by Roche, was due to expire in 2015. This agreement gave Roche the right to opt in to development and to commercialize Genentech products outside the U.S. This right had given Roche access to many important products from Genentech’s innovative R&D efforts (see Exhibit 8 for Roche’s top-selling products in 2008). To protect Genentech’s minority shareholders, when the present licensing agreement expired, a new agreement would have to be negotiated at arm’s length, possibly in competition with others. Thus, in effect, after 2015, Genentech’s product pipeline could be sold to the highest bidder.
Again, to protect Genentech’s minority shareholders, Roche could not share in Genentech’s intellectual property. Concerns about property rights blocked the flow of information between researchers at the two companies, which might facilitate product development and research. If Roche and Genentech merged, this constraint on possible cross-fertilization between Roche’s and Genentech’s R&D efforts would disappear. However, this benefit had to be balanced with the desire to maintain unique and innovative R&D efforts at Genentech and maintaining a diversity of approaches to research and early development efforts.
Outside of R&D, Roche managers believed there was increasing duplication of effort and facilities at the two companies and, thus, opportunities to create value by cutting costs and streamlining operations. This was largely within manufacturing, G&A, and commercial operations. To see what could be achieved, in the first half of 2008, Roche managers conducted a detailed, strategic analysis of synergies obtainable if Roche’s and Genentech’s operations were combined. They identified $750 million to $850 million in annual savings realizable over five years. (Exhibit 9 presents the results of the study, showing the breakdown of anticipated savings by expense category and by year.) Krognes noted that about 40% of these savings were achievable by Roche alone, even without a merger with Genentech: “Our planning uncovered these opportunities, and we found that we could pursue many of them independently of the transaction.”
Finally, beginning in 2007, Genentech began to generate large amounts of free cash flow. (See Exhibit 10 for estimates of Genentech’s free cash flow for 2006 through 2008 and the company’s forecast for 2009.) Genentech did not pay dividends; thus, cash was building up inside the company. Its cash and marketable securities increased from $4.3 billion in 2006 to $9.5 billion in 2008 (see Exhibit 4). Under the present ownership structure, Roche could not access Genentech’s cash directly, even though it appeared on Roche’s consolidated balance sheet (see Exhibit 2). Cash paid to Roche as a dividend would need to go to all Genentech’s shareholders equally and would be subject to
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dividend taxation; cash obtained through the repurchase of shares held by Roche would decrease Roche’s equity stake; and cash transferred via intercorporate loans would raise questions about potential conflicts of interest. If the two companies were merged, Roche would have unfettered access to Genentech’s cash. Erich Hunziker, Roche’s influential CFO, explained: “We saw that Genentech’s cash flow was set to grow and remain high for some time, and securing full access to this cash would have many advantages to Roche.”
In late 2007, Roche approached Genentech’s directors about the possibility of Roche increasing its ownership stake in the company. Genentech independent directors were reluctant, and Roche’s management did not press the issue.
In March 2008, Humer retired as CEO of Roche and was succeeded by the 40-year-old Schwan. Humer remained as chairman of the board and was actively involved in the strategic management of the company: “Severin and I were fully aligned in our view on a potential transaction with Genentech, and despite me retiring as CEO of Roche, we worked closely together to complete and execute our plans.”
Roche Makes an Offer to Genentech’s Board
In May 2008, Roche retained Greenhill & Co., Inc., to advise the company about a potential acquisition of the outstanding Genentech shares. Greenhill formed a team led by its chairman, Bob Greenhill, and included head of U.S. M&A, Jeff Buckalew, and vice president, Ashish Contractor, all of whom had worked with Roche on its prior acquisition of Ventana Medical Systems. Roche also worked closely with trusted legal counsel Davis Polk, whose team was headed by Arthur Golden, an experienced Wall Street lawyer.
Greenhill stated, “Given our past experience with minority squeeze-outs, we and Davis Polk recognized very early that this could evolve into a protracted and possibly antagonistic process. This was especially true in the case of Genentech, given its iconic status and roster of long-time blue chip shareholders.”
On Monday, July 21, 2008, before the stock market opened in Zurich, Roche announced publicly an offer for all outstanding shares of Genentech that it did not already own. The offer was for $89 per share, in cash, representing an 8.8% premium over the previous Friday’s close, and valuing Genentech at $100 billion.20 Humer had placed calls to Levinson and Charles Sanders (Genentech’s lead director) on Sunday night (California time) to advise them of Roche’s intention. He simultaneously arranged to send a letter to Genentech’s three independent directors (see the section “Genentech’s Response” below).21
Roche planned to finance the transaction through a combination of its own funds and debt financing,22 but many key market players were skeptical that Roche would be able to secure the financing on reasonable terms. On the announcement, Genentech shares jumped $12.06, or 15%, closing at $93.88. In late Monday trading in Zurich, Roche shares dropped CHF 8.6, or 4.8%, to CHF 171.
Analysts immediately expressed concern that Roche’s potential purchase of Genentech would result in vital “intellectual property” walking out of the door with some of Genentech’s scientists, who would leave the company because of fear that Genentech would lose its independence and entrepreneurial spirit. However, Humer stated, “We intend to keep Genentech’s research and early
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development efforts autonomous; they will be able to continue to make their own decisions on which projects to bring forward, which projects not to bring forward.”23
As the majority shareholder of Genentech, under Delaware corporate law, Roche and its appointed directors owed fiduciary duties to Genentech’s minority shareholders. The proposed acquisition created a clear conflict of interest that had to be addressed to protect Roche from potential lawsuits. Thus, simultaneously with the announcement of the offer, Humer sent a letter to Sanders, Debra Reed, and Boyer, acknowledging their role as independent directors who would have to review and make a decision with respect to the offer and urging them to retain independent financial advisers and legal counsel. In the press release announcing the bid, Roche stated that “the precise terms of the transaction, as well as the conditions to its consummation, will be determined through negotiations with the independent directors.”24
Genentech’s Response
On the afternoon of July 21, Genentech issued a press release stating that it had received Roche’s offer and that it expected a special committee of independent directors to be appointed to consider the offer. The independent directors would decide whether to recommend that Genentech’s minority shareholders accept or reject the $89-per-share offer. Several legal considerations were pertinent to their work. Directors of corporations owed their companies duties of care and loyalty. Board members must exercise judgment and care in the operation of the business and could not put their own interests ahead of those of the corporation (or in this case, the minority shareholders). On July 24, Genentech’s board (including the board members Roche appointed) formally appointed the special committee and gave it extensive rights to determine the board’s position regarding the Roche offer. Specifically, the board resolved that “it would not recommend any possible transaction with Roche without the prior favorable recommendation of such transaction by the special committee. The outcome of the process has not been pre-determined, and there can be no assurance that the special committee will approve any transaction with Roche.”25
The special committee retained Goldman Sachs as financial adviser and Latham and Watkins as legal counsel. Their first action was to recommend employee retention and severance plans; Roche quickly agreed, and the plans were enacted and publicly announced on August 13. In the same press release, the committee announced that its members had unanimously determined to reject the $89- per-share proposal as substantially undervaluing the company. However, the committee left the door open for a future offer, saying it “would consider a proposal that recognizes the value of the company and reflects the significant benefits that would accrue to Roche as a result of full ownership.”26
The financial representatives of Roche and Genentech had several meetings and conversations during the fall to discuss the valuation methodology behind the $89 offer and other aspects of the bid. At the first meeting of financial representatives, on August 21, 2009, the Greenhill team presented Roche’s views of the value of the company and the basis on which the $89 price had been determined. As discussed in the section “Valuations of Genentech” below, at the core of Roche’s analysis was Genentech’s own long-range plan (LRP).
On September 12, Humer and Levinson met to discuss operational matters. They agreed that the longer the acquisition process continued, the more likely it was to negatively affect morale and Genentech’s ability to attract and retain key employees. However, Humer reiterated that Roche remained committed to the acquisition and was not prepared to continue the existing arm’s-length
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relationship. In a subsequent discussion between Humer and Sanders, no counterbid or different valuation was presented, however, and the special committee did not indicate what price might change its response. For its part, Roche indicated that it would not be willing to change the price unless the special committee and its advisers explained and justified the basis for a different valuation, thus convincing Roche that the business was worth more. Genentech’s board of directors, apart from the special committee, continued to operate as usual during the fall.
Valuations of Genentech
Prior to the offer in July, Greenhill & Co. used several methods of analysis to assist Roche in estimating a fair value of Genentech’s shares. First, it estimated Genentech’s stand-alone value based on the forecast contained in Genentech’s most recent long-range plan. As was customary practice, this plan had been approved by Genentech’s board in December 2007 and transmitted to Roche in June 2008 (with adjustments to reflect certain important interim events). This so-called June LRP contained detailed projections of revenues, expenses, capital expenditures, and changes in net working capital for 10 years (2009 through 2018). Traditionally, the information provided to Roche included the year-by-year numbers, but excluded the more detailed supporting assumptions and data in the plan itself.
Greenhill used the June LRP and worked with the Roche internal M&A team to estimate Genentech’s free cash flow for 10 years and thereafter in perpetuity. (Exhibit 10 shows the first year of this projection.) Greenhill adjusted these summary numbers to incorporate an assumed tax rate of 35%, but made no other changes in the forecast. Although the LRP provided for changing growth and cost ratios for the first 10 years, its results were closely approximated by the constant rate and ratio assumptions shown in Exhibit 11.
Given the forecast based on the June LRP, Greenhill used a 9% weighted average cost of capital and a 2% long-term growth rate (after 2018) to estimate Genentech’s enterprise value. The weighted average cost of capital was based on interest rates and betas as of June 2008 and a market risk premium of 7.1%. From the estimated enterprise value, Greenhill subtracted Genentech’s short- and long-term debt, added back its cash and marketable securities, and divided by shares outstanding to obtain a value per share. Allowing for different long-term growth rates, they obtained a valuation range of $73.94 to $81.54 per share. Greenhill used a similar DCF-WACC methodology to value the synergies anticipated from the Roche-Genentech combination (see Exhibit 9).
Roche’s managers’ view was that because Roche already owned a majority of Genentech’s shares, the acquisition of the remaining shares did not constitute a change of control. Thus, Roche did not include a control premium in its offer. “Based on the fact that Roche already had paid a control premium to acquire a majority of the Genentech shares, we felt that no control premium was required or appropriate in our current offer,” said Krognes.
In addition to the DCF valuation, Greenhill presented three additional analyses: (1) an overview of offer premiums paid in similar “squeeze-out” transactions; (2) a comparison of EBITDA and earnings multiples for selected comparable companies; and (3) a review of the consensus price target of Wall Street analysts as of July 2008, before the Roche offer was announced. These analyses, shown in Exhibits 12, 13, and 14, tended to confirm the valuation range of $70 to $80 per share. According to Buckalew:
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The proposed offer price of $89 was above anything that standard valuation methodologies would justify, based on the detailed information that was available to us at the time, and given the lack of a control premium due to Roche’s existing majority ownership. Roche was well aware of this but was willing to reflect the benefits of the combination in its offer price in order to gain the recommendation of the Special Committee and achieve a consensual outcome.
Although Greenhill provided valuation analysis to support Roche’s offer, the investment bank did not appraise the value of Genentech, nor did it give an opinion as to the fairness of the offer price.
In November, at a meeting in New York, Genentech’s senior managers presented a new financial forecast to Roche’s senior managers and Sanders, representing the special committee, as well as their financial advisers and legal counsel. The forecast assumed higher future prices of existing drugs, a higher likelihood of success for drugs in the pipeline, lower investment needs, and a lower effective tax rate. This forecast came to be called the November financial model (NFM) to distinguish it from the June LRP on which Roche had based its offer. On December 12, Goldman Sachs provided Greenhill with a new discounted cash flow analysis based on the NFM, resulting in a standalone valuation of $112 to $115 per share. That same day, Sanders called Humer to say, on Goldman Sachs’ advice, the special committee would be willing to recommend the sale at $112 per share.
“I am not sure what was more surprising; the $112 counteroffer, or the assertion that there was not much room for negotiation. We were deeply disappointed,” Humer said.
The NFM, which became the basis for the special committee’s valuation, differed from the June LRP in a number of ways, both large and small. The first year of the forecast began from a higher base: total revenue was $14.118 billion in the NFM vs. $13.535 billion in the LRP. The period of the detailed forecast was extended from 2018 to 2024, with a 6.9% cumulative average growth rate assumed to prevail over the 16-year period. The specific cost and expense ratios differed, but average total cost as a percent of revenue was virtually unchanged. The assumed tax rate, depreciation expense, change in net working capital, and capital expenditures were all lower. There was no charge taken for equity-based compensation in the NFM, but Goldman Sachs’s DCF analysis included a $11.4 billion charge reflecting the capitalized value of this expense. Goldman’s analysis also included an $8.2 billion positive adjustment to enterprise value reflecting the value of “opt-in” rights to the product pipeline when the current licensing agreement expired in 2015. (Exhibit 11 presents a comparison of averages approximating the June LRP and the NFM.)
Roche’s managers felt that the NFM and Goldman’s assumptions significantly overstated Genentech’s prospects with respect to pipeline productivity, development costs, subsequent applications of Avastin (Genentech’s most valuable drug), the tax rate, and other operating assumptions. In their view, it could not serve as the basis for a reasonable valuation of Genentech.
“The NFM was updated after Roche’s offer and was concluded only five months after Genentech submitted its LRP to Roche in June 2008. We felt it was a biased plan and that the LRP was a more reasonable and unbiased view of the future prospects,” commented Krognes.
The Collapse of the Financial System from September 2008–January 2009
On the weekend of September 13-14, 2008, the global financial system went into a tailspin. Merrill Lynch was sold to Bank of America, and the Federal Reserve provided a credit lifeline to the insurance giant, AIG. On Monday morning, Lehman Brothers declared bankruptcy, and banks throughout the world stopped lending to each other. In the weeks that followed, banks in the U.S.,
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Europe, and Japan announced major losses from their exposure to subprime mortgages and other bad loans and derivative contracts. Numerous large banks received capital injections from their governments, and the International Monetary Fund (IMF) provided emergency assistance to Iceland, the Ukraine, and Hungary. Virtually every economy in the world was in recession or suffered substantially diminished growth in the fourth quarter of 2008.
The demand for life-saving drugs was not cyclical; thus, Roche’s and Genentech’s near-term revenues and earnings were not much affected by the financial turmoil. However, the stock prices of the two firms dropped in line with their industry. (Exhibit 15 shows the daily price movements of Genentech and Roche as well as the S&P biotech and pharmaceutical indexes from July 1, 2008 through January 29, 2009.)
Of greater concern to Roche’s management was the availability of credit to finance a $44 billion purchase of Genentech’s shares. In normal times, such an outlay would be financed via a bridge loan from a consortium of banks. The bridge loan would be replaced over time by long-term financing in multiple currencies. But in the midst of the financial crisis, few banks were interested in arranging bridge loans to finance acquisitions.
Roche’s managers were concerned that bridge loan financing might not be available or would be prohibitively expensive. Indeed, the concern that Roche might not be able to finance the deal was one possible reason for the special committee’s reluctance to engage in serious negotiations. Thus, in December 2008, Roche’s CFO Hunziker and Karl Mahler (Roche’s head of investor relations) opened a dialogue with large fixed-income investors. They held discussions with major investors in the U.S. 144A bond market, the Eurobond market, and the Swiss franc bond market.a
“We felt that the banks had lost touch with the market in their quest for survival. I decided that we needed to listen to the lenders directly, and that gave us important insights into what was really happening in the financial markets,” said Hunziker.
The talks had been cordial, but as of the end of January 2009, Roche had not obtained nor asked for any financing commitments. Clearly, both investors and Roche felt it would ideally be better to wait for a deal with Genentech to be struck before setting the terms of the necessary financing agreement. (Exhibit 16 shows selected interest rates by month from January 2007 through January 2009.) Hunziker was responsible for the financing, and he wrestled with a fundamental question: should and could Roche follow industry practice in these unusual times?
The Decision Facing Humer
In early January 2009, the senior managers of Roche and Genentech (including several R&D managers) together with their financial and legal advisers met in New York to discuss the assumptions underlying the NFM. On January 15, Greenhill provided Goldman Sachs a detailed list of the key areas of disagreement between the two companies with respect to the forecast and the valuation. The special committee, responding through Goldman Sachs, refused to revise their assumptions in a meaningful way.
a Securities issued in the U.S. under SEC Rule 144A did not have to file a public registration statement with the Securities and Exchange Commission, but could be sold only to qualified financial institutions. Eurobonds were international bonds denominated in currencies not native to the country in which the bond was issued. London was the center of the Eurobond market. Because of the stability of the Swiss franc as a currency, Swiss franc bonds had traditionally been attractive to investors seeking to protect their fixed-income assets against inflation.
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In a phone conversation between Humer and Sanders on January 23, Sanders stated that he believed $112 was a fair price and $89 was not an appropriate starting point for negotiations. Humer responded that he believed $89 was a fair price and $112 was not an appropriate starting point for negotiations. It appeared that Roche and the special committee had arrived at an impasse.
At this point, Humer faced three alternatives, none of which was ideal. First, he could concede to the special committee’s position and raise the offer price, bringing it closer to $112 per share. For example, if Roche offered $100, the two parties might split the difference, leading Roche to pay $106 per share. Of course, there was no guarantee that the special committee would agree to any compromise; they might simply hold to the $112 price. And their actions to date had clearly showed that they were willing to let the negotiations drag on for a very long time; all pressure for a quick resolution had come from Roche.
Second, on Greenhill’s advice, Roche could make a tender offer for Genetech’s shares. A tender offer would take the issue of valuation directly to Genentech’s shareholders, bypassing the board and the special committee, although the committee would have to issue a recommendation within 10 days of the offer.27 However, there were several drawbacks to this course of action. A tender offer would be viewed as a hostile move and might solidify opposition to Roche among Genentech’s managers and employees. This would make later integration of the two companies more difficult and costly, and might drive some of Genentech’s star scientists and managers into the arms of rivals.
Also, Roche would only be able to purchase the shares actually tendered, and it would still need to comply with the terms of the affiliation agreement in order to “squeeze out” the remaining shareholders in a second-step merger. Unfortunately, because of the specific provisions of the affiliation agreement, some shareholders might decide not to tender their shares, even if they thought the price was fair. Instead they might gamble on a squeeze-out transaction, in which two investment banks, both chosen by the special committee, would provide higher valuations than the tender offer price. This game-playing strategy would be most attractive to investors who perceived that their tendering decision would not affect the likelihood of the tender offer’s success.
As indicated, Roche did not have firm commitments for funds to finance the acquisition, and in January 2009, global markets were still extremely fragile. If Roche desired, its tender offer could be made contingent on obtaining the necessary financing on acceptable terms. However, the more caveats attached to the offer, the less attractive it would be to Genentech’s shareholders. The most effective tender offers were the simplest: all cash for all outstanding shares with no such contingencies.
If Roche decided to go ahead with a tender offer, it had to decide at what price. Following Roche’s offer in July, Genentech’s shares had risen above the offer price, trading as high as $98 in August (see Exhibit 15). As the financial crisis unfolded amid speculation that Roche would not be able to finance the purchase, Genentech’s shares fell, reaching the low $70s in October and November. Humer was informed that during the last week of January, Genentech’s shares had recovered and were trading in the range $82 to $84. But he knew that the price on any trading day reflected the valuations of marginal investors, many of whom were short-term traders. Genentech had many committed and loyal shareholders who demonstrably thought their shares were worth more than the current trading prices. Roche had to convince the majority of these investors to part with their shares, if the tender offer was to have any chance of success. A plan for a tender offer should include a strategy for convincing important investors about the merits of the bid.
Finally, Humer could simply wait. The results of an important set of clinical trials of the extension of Genentech’s blockbuster cancer drug, Avastin, to the treatment of additional forms of cancer could
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be announced as early as April 2009. Early test results had been inconclusive, and there was substantial uncertainty about the likelihood of a positive outcome. Publication of the new results would reduce uncertainty as to Genentech’s future performance and might bring Roche’s and the special committee’s valuations closer together. On the other hand, if successful, the results would likely have a large, positive impact on the stock price, making a deal substantially more expensive and potentially out of reach from a financing perspective.
Humer wondered what his next steps should be. How could he bring Roche’s acquisition of Genentech to a successful conclusion?
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Exhibit 2 Roche Historical Consolidated Financial Data As of December 31, 2008 (in millions of CHF, except amounts per share and nonvoting equity security of parent, which are expressed in CHF, and ratio of earnings to fixed charges) (1 CHF = €0.6720 and $0.9473)
Years Ended
2008 2007 CHF USD CHF USD Income Statement Data
Sales 45,617 43,213 46,133 43,702 Royalties and other operating income 2,287 2,166 2,243 2,125 Cost of sales (13,661) (12,941) (13,743) (13,019) Marketing and distribution (9,170) (8,687) (9,327) (8,835) Research and development (8,845) (8,379) (8,385) (7,943) General and administrative (2,332) (2,209) (2,453) (2,324) Major legal cases 271 257 -- -- Changes in group organization (243) (230) -- -- Operating profit 13,924 13,190 14,468 13,706
Operating profit before exceptional items and cumulative effect of a change in accounting principle 13,896 13,164 1,187 1,124
Associated companies 1 2 Financial income 1,123 1,064 1,805 1,710 Financing costs (887) (840) (971) (920) Profit before tax 14,161 13,415 15,304 14,497 Income taxes (3,317) (3,142) (3,867) (3,663)
Net income 10,844 10,273 11,437 10,834 Cash Flow Statement Data
Net Cash Provided by (Used in): Operating activities 12,177 11,535 11,728 11,110 Investing activities (1,722) (1,631) (5,788) (5,483) Financing activities (9,442) (8,944) (5,270) (4,992) Currency translation 147 139 (125) (118) Increase (decrease) in cash 1,160 1,099 545 516
Balance Sheet Data
Cash and marketable securities 20,771 19,676 24,202 22,927 Current assets 38,604 36,570 42,834 40,577 Property, plant, and equipment, net 18,190 17,231 17,832 16,892 Noncurrent assets 37,485 35,510 35,531 33,659
Total assets 76,089 72,079 78,365 74,235 Total short-term debt (1,117) (1,058) (3,032) (2,872) Current liabilities (12,104) (11,466) (14,454) (13,692) Total long-term debt (2,972) (2,815) (3,834) (3,632) Noncurrent liabilities (10,163) (9,627) (10,468) (9,916)
Total liabilities (22,267) (21,094) (24,922) (23,609) Total equity 53,822 50,986 53,443 50,627
Other Information:
Ratio of earnings to fixed charges 53.10 45.48 Capital expenditures 3,596 3,406 4,697 4,449 Net income per share and nonvoting equity security of parent -- --
Basic 10.43 9.88 11.36 10.76 Diluted 10.23 9.69 11.16 10.57
Book value per share and nonvoting equity security of parent 62.58 59 --
Source: Roche Annual Reports and Greenhill & Co.
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
21 0-
04 0
-
16 -
E xh
ib it
3 G
en en
te ch
’s I
n co
m e
St at
em en
t D
at a,
1 99
8– 20
08 (
u n
au d
it ed
; i n
m il
li o
n s
o f
U S$
, e xc
ep t
p er
s h
ar e,
s to
ck p
ri ce
, a n
d e
m p
lo y
ee d
at a)
Y ea
rs E
n d
ed D
ec em
b er
3 1
19 98
19
99
20 00
20
01
20 02
20
03
20 04
20
05
20 06
20
07
20 08
P ro
d u
ct s
a le
s 7
1 8
1
,0 3
9
1 ,2
7 8
1
,7 4
3
2 ,1
6 4
2
,6 2
1
3 ,7
4 9
5
,4 8
8
7 ,6
4 0
9
,4 4
3
1 0
,5 3
1
R o
ya lti
e s
2 3
0
1 8
9
2 0
7
2 6
4
3 6
6
5 0
1
6 4
1
9 3
5
1 ,3
5 4
1
,9 8
4
2 ,5
3 9
C
o n
tr a
ct r
e ve
n u
e
1 0
5
6 4
2
9
3 7
5
4
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8
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1
2 1
0
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0
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7
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T O
T A
L O
P E
R A
T IN
G R
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( S
A L
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)
1
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3
1 ,2
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4
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2
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4
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0 0
4
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1
6 ,6
3 3
9
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4
1 1
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4
1 3
,4 1
8
C o
st o
f sa
le s
1 3
9
2 8
6
3 6
5
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4
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2
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0
6 7
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1 ,0
1 1
1
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1
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1
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4
R e
se a
rc h
a n
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lo p
m e
n t
3 9
6
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7
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0
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8
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0
M a
rk e
tin g
, g
e n
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l a n
d a
d m
in is
tr a
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2 9
9
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7
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7
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o lla
b o
ra tio
n p
ro fit
s h
a ri n
g
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4
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9
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7
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1
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7
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3
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1
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W
ri te
-o ff
o f
in -p
ro ce
ss r
e se
a rc
h a
n d
d e
ve lo
p m
e n
t re
la te
d t
o a
cq u
is iti
o n
0
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0
0
0
0
0
0
0
7
7
0
G a
in o
n a
cq u
is iti
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0
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0
R
e cu
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h a
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n
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d a
cq u
is iti
o n
0
1 9
8
3 7
5
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2
1 5
6
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4
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5
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3
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5
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2
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2
S p
e ci
a l i
te m
s 0
1
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8
0
0
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4
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T O
T A
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A N
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X P
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S
8
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th e
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t 7
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1
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9
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9
2
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In co
m e
( lo
ss )
b e
fo re
t a
xe s
a n
d c
u m
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e ff
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g c
h a
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In
co m
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a x
p ro
vi si
o n
( b
e n
e fit
) 7
1
-2 0
3
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4
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1
,6 5
7
2 ,0
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In
co m
e (
lo ss
) b
e fo
re c
u m
u la
tiv e
e ff
e ct
o f
a cc
o u
n tin
g
ch a
n g
e
1 8
2
-1 ,1
5 7
-1
6
1 5
6
6 4
6
1 0
7
8 5
1
,2 7
9
2 ,1
1 3
2
,7 6
9
3 ,4
2 7
C
u m
u la
tiv e
e ff
e ct
o f
a cc
o u
n tin
g c
h a
n g
e ,
n e
t o
f ta
x 0
0
-5
8
-6
0
-4 7
0
0
0
0
0
N
e t
in co
m e
( lo
ss )
1 8
2
-1 ,1
5 7
-7
4
1 5
0
6 4
5
6 3
7
8 5
1
,2 7
9
2 ,1
1 3
2
,7 6
9
3 ,4
2 7
S
E L
E C
T E
D R
A T
IO S
G R
O W
T H
I N
T O
T A
L O
P E
R A
T IN
G R
E V
E N
U E
2 3 %
1 7 %
3 5 %
2 6 %
2 8 %
4 0 %
4 4 %
4 0 %
2 6 %
1 4 %
P
ro d
u ct
s a
le s
4
5 %
2
3 %
3
6 %
2
4 %
2
1 %
4
3 %
4
6 %
3
9 %
2
4 %
1
2 %
R
o ya
lti e
s
-1 8
%
1 0
%
2 8
%
3 9
%
3 7
%
2 8
%
4 6
%
4 5
%
4 7
%
2 8
%
C o
n tr
a ct
r e
ve n
u e
-3 9
%
-5 5
%
2 8
%
4 6
%
2 3
0 %
3
0 %
-9
%
3 8
%
2 %
1
7 %
E
F F
IC IE
N C
Y
C
o st
o f
sa le
s/ S
a le
s 1
3 %
2
2 %
2
4 %
1
7 %
1
7 %
1
5 %
1
5 %
1
5 %
1
3 %
1
3 %
1
3 %
R
& D
/S a
le s
3 8
%
2 8
%
3 2
%
2 6
%
2 4
%
2 2
%
2 1
%
1 9
%
1 9
%
2 1
%
2 1
%
M a
rk e
tin g
, g
e n
e ra
l a n
d a
d m
in is
tr a
tiv e
/S a
le s
2 8
%
2 8
%
2 4
%
2 2
%
2 1
%
2 4
%
2 4
%
2 2
%
2 2
%
1 9
%
1 8
%
C o
lla b
o ra
tio n
p ro
fit s
h a
ri n
g /S
a le
s 4
%
6 %
9
%
1 2
%
1 4
%
1 4
%
1 3
%
1 2
%
1 1
%
9 %
9
%
R e
cu rr
in g
a m
o rt
iz a
tio n
c h
a rg
e s /S
a le
s 0
%
1 5
%
2 5
%
1 6
%
6 %
5
%
3 %
2
%
1 %
1
%
1 %
IN
C O
M E
A N
D T
A X
E S
E B
IT /S
a le
s 2
4 %
-1
0 5
%
0 %
1
4 %
1
%
2 7
%
2 6
%
3 0
%
3 7
%
3 8
%
4 0
%
E ff
e ct
iv e
t a
x ra
te (
T a
x/ E
B IT
) 2
8 %
1
5 %
5
0 0
%
4 5
%
-1 1
3 %
3
2 %
3
6 %
3
6 %
3
8 %
3
7 %
3
7 %
N
e t
In co
m e
/S a
le s
1 7
%
-9 0
%
-5 %
7
%
2 %
1
7 %
1
7 %
1
9 %
2
3 %
2
4 %
2
6 %
So u
rc e:
G
en en
te ch
w eb
si te
, h tt
p :/
/ w
w w
.g en
e. co
m /
g en
e/ ir
/ fi
n an
ci al
s/ fi
n an
ci al
-s u
m m
ar y
/ ; a
n d
c as
ew ri
te r
ca lc
u la
ti o
n s.
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
21 0-
04 0
-
17 -
E xh
ib it
4 G
en en
te ch
B al
an ce
S h
ee t
D at
a, 1
99 8–
20 08
( u
n au
d it
ed ; i
n m
il li
o n
s o
f U
S$ , e
xc ep
t p
er s
h ar
e, s
to ck
p ri
ce , a
n d
e m
p lo
y ee
d at
a)
Y ea
rs E
n d
ed D
ec em
b er
3 1
19 98
19
99
20 00
20
01
20 02
20
03
20 04
20
05
20 06
20
07
20 08
S
E L
E C
T E
D B
A L
A N
C E
S H
E E
T D
A T
A
C a sh
, ca
sh e
q u iv
a le
n ts
, sh
o rt
-t e rm
in ve
st m
e n ts
, a n d lo
n g -
te rm
m a rk
e ta
b le
d e b t a n d e
q u ity
s e cu
ri tie
s
$ 1 ,6
0 5
$ 1 ,9
5 7
$ 2 ,4
5 9
$ 2 ,8
6 5
$ 1 ,6
0 2
$ 2 ,9
3 5
$ 2 ,7
8 0
$ 3 ,8
1 4
$ 4 ,3
2 5
$ 6 ,0
6 5
$ 9 ,5
4 5
A cc
o u n
ts r
e ce
iv a
b le
1
5 8
2 3
3
2 7
8
3 2
1
4 3
2
5 8
8
9 4
1
1 ,0
5 0
1 ,6
6 6
1 ,7
6 6
1 ,9
4 1
In ve
n to
ri e s
1 4 9
2 7 5
2 6 6
3 5 7
3 9 4
4 7 0
5 9 0
7 0 3
1 ,1
7 8
1 ,4
9 3
1 ,2
9 9
P ro
p e rt
y, p
la n t, a
n d e
q u ip
m e n t, n
e t
7 0 0
7 3 0
7 5 3
8 6 6
1 ,0
6 9
1 ,6
1 8
2 ,0
9 1
3 ,3
4 9
4 ,1
7 3
4 ,9
8 6
5 ,4
0 4
G o
o d
w ill
0
1
,6 0
9
1 ,4
5 6
1 ,3
0 3
1 ,3
1 5
1 ,3
1 5
1 ,3
1 5
1 ,3
1 5
1 ,3
1 5
1 ,5
7 7
1 ,5
9 0
O th
e r
in ta
n g ib
le a
ss e ts
6 5
1 ,4
5 3
1 ,2
8 0
1 ,1
1 3
9 2 8
8 1 1
6 6 8
5 7 4
4 7 6
1 ,1
6 8
1 ,0
0 8
O th
e r
lo n g -t
e rm
a ss
e ts
1 3 5
2 0 6
1 7 5
1 3 6
8 0 1
8 2 2
8 0 7
1 ,0
7 4
1 ,3
4 2
3 6 6
3 6 5
T O
T A
L A
S S
E T
S
2 ,8
6 8
6 ,5
6 1
6 ,7
3 9
7 ,1
6 2
6 ,7
7 6
8 ,7
5 9
9 ,4
0 3
1 2 ,1
4 7
1 4 ,8
4 2
1 8 ,9
4 0
2 1 ,7
8 7
C
o m
m e
rc ia
l p a p
e r
0
0
0
0
0
0
0
0
0
5
9 9
5 0
0
T o
ta l c
u rr
e n
t lia
b ili
tie s
3 0
3
5 0
3
4 7
5
6 7
7
6 6 1
8 9 3
1 ,2
3 8
1 ,6
6 0
2 ,0
1 0
3 ,9
1 8
3 ,0
9 5
L o n g -t
e rm
d e b t
1 5 0
1 5 0
1 5 0
0
0
4 1 2
4 1 2
2 ,0
8 3
2 ,2
0 4
2 ,4
0 2
2 ,3
2 9
T O
T A
L L
IA B
IL IT
IE S
5 2 4
1 ,2
9 1
1 ,0
6 5
1 ,2
4 2
1 ,4
3 7
2 ,2
3 9
2 ,6
2 1
4 ,6
7 7
5 ,3
6 4
7 ,0
3 5
6 ,1
1 6
T O
T A
L S
H A
R E
H O
L D
E R
E Q
U IT
Y
2 ,3
4 4
5 ,2
7 0
5 ,6
7 4
5 ,9
2 0
5 ,3
3 9
6 ,5
2 0
6 ,7
8 2
7 ,4
7 0
9 ,4
7 8
1 1 ,9
0 5
1 5 ,6
7 1
O
T H
E R
D A
T A
D e
p re
ci a
tio n
a n d
a m
o rt
iz a
tio n
e xp
e n
se
7 8
2
8 1
4 6
3
4 2
8
2 7
5
2 9
5
3 5
3
3 7
0
4 0
7
4 9
2
5 9
2
C a
p it a
l e xp
e n
d itu
re s
8
8
9 5
1
1 3
2 1
3
3 2
3
3 2
2
6 5
0
1 ,4
0 0
1 ,2
1 4
9 7
7
7 5
1
N e
t w
o rk
in g
c a
p ita
l ( e
xc l.
ca sh
a n
d c
o m
m e
rc ia
l p a
p e
r)
4
5
6 9
1
1
6 5
1 6
5
2 9
3
9 3
8
3 4
-6 0
6
4 5
C h
a n g
e in
n e
t w
o rk
in g
c a
p ita
l ( e
xc l.
ca sh
a n
d
co m
m e
rc ia
l p a
p e
r)
1
6
4
-6 8
1
6 4
0
1 2
8
-2 0
0
7 4
1
-8 9
4
7 0
5
G o
o d
w ill
, in
ta n
g ib
le a
n d
o th
e r
a ss
e ts
2
0 0
3 2
6 8
2 9
1 1
2 5
5 2
3 0
4 4
2 9
4 8
2 7
9 0
2 9
6 3
3 1
3 3
3 1
1 1
2 9
6 3
C a sh
m in
u s
sh o rt
- a n d lo
n g -t
e rm
d e b t
1 ,4
5 5
1 ,8
0 7
2 ,3
0 9
2 ,8
6 5
1 ,6
0 2
2 ,5
2 3
2 ,3
6 8
1 ,7
3 1
2 ,1
2 1
3 ,0
6 4
6 ,7
1 6
S H
A R
E I N
F O
R M
A T
IO N
S h a re
s o u ts
ta n d in
g a
t ye
a r-
e n
d
1 ,0
1 7
1 ,0
3 2
1 ,0
5 1
1 ,0
5 7
1 ,0
2 6
1 ,0
4 9
1 ,0
4 7
1 ,0
5 4
1 ,0
5 3
1 ,0
5 2
1 ,0
5 3
P E
R S
H A
R E
D A
T A
M a rk
e t p ri ce
: H
ig h
$ 9 .9
7
$ 1 1 .2
5
$ 6 1 .2
5
$ 4 2 .0
0
$ 2 7 .5
8
$ 4 7 .6
8
$ 6 8 .2
5
$ 1 0 0 .2
0
$ 9 5 .1
6
$ 8 9 .7
3
$ 9 9 .1
4
M a rk
e t p ri ce
: L o w
$ 7 .4
1
$ 9 .3
2
$ 2 1 .1
3
$ 1 9 .0
0
$ 1 2 .5
5
$ 1 5 .7
7
$ 4 1 .0
0
$ 4 3 .9
0
$ 7 5 .5
8
$ 6 5 .3
5
$ 6 5 .6
0
B
o o k
va lu
e p
e r
sh a re
$ 2 .3
0
$ 5 .1
0
$ 5 .4
0
$ 5 .6
0
$ 5 .2
1
$ 6 .2
1
$ 6 .4
8
$ 7 .0
9
$ 9 .0
0
$ 1 1 .3
2
$ 1 4 .8
8
C a sh
v a lu
e p
e r
sh a re
$ 1 .5
8
$ 1 .9
0
$ 2 .3
4
$ 2 .7
1
$ 1 .5
6
$ 2 .8
0
$ 2 .6
6
$ 3 .6
2
$ 4 .1
1
$ 5 .7
7
$ 9 .0
6
N
U M
B E
R O
F E
M P
L O
Y E
E S
A T
Y E
A R
-E N
D
3 ,3
8 9
3 ,8
8 3
4 ,4
5 9
4 ,9
5 0
5 ,2
5 2
6 ,2
2 6
7 ,6
4 6
9 ,5
6 3
1 0 ,5
3 3
1 1 ,1
7 4
1 1 ,1
8 6
S
E L E
C T
E D
R A
T IO
S
D
e p
re ci
a tio
n a
n d
a m
o rt
iz a
tio n
/S a
le s
7 %
2
2 %
3 1 %
2 1 %
1 1 %
9 %
8 %
6 %
4 %
4 %
4 %
C
a p it a
l e xp
e n
d itu
re s/
S a
le s
8 %
7
%
7 %
1
0 %
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3 %
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8
%
6 %
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l/S a le
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%
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P
ro p e rt
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la n t, a
n d e
q u ip
m e n t, n
e t/ S
a le
s 6 6 %
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5 0 %
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4 9 %
4 5 %
5 0 %
4 5 %
4 3 %
4 0 %
G
o o
d w
ill a
n d
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%
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So u
rc e:
G
en en
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si te
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p :/
/ w
w w
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e. co
m /
g en
e/ ir
/ fi
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s/ fi
n an
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m m
ar y
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n d
c as
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te r
ca lc
u la
ti o
n s.
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
210-040 Roche’s Acquisition of Genentech
18
Exhibit 5 Genentech’s Board of Directors, July 2008
Arthur D. Levinson, PhD Chairman of the Board, Chief Executive Officer, Genentech
Herbert W. Boyer, PhDa Cofounder of Genentech and Professor Emeritus of Biochemistry and Biophysics, University of California, San Francisco
William M. Burns Chief Executive Officer of the Pharmaceuticals Division and Member of the Corporate Executive Committee, F. Hoffmann-La Roche Ltd.
Erich Hunziker, PhD Chief Financial Officer and Deputy Head of the Corporate Executive Committee, F. Hoffmann-La Roche Ltd.
Jonathan K. C. Knowles, PhD Head of Group Research and Member of the Corporate Executive Committee, F. Hoffmann-La Roche Ltd.
Debra L. Reeda President and Chief Executive Officer, San Diego Gas & Electric and Southern California Gas Company
Charles A. Sanders, MDa Lead Director of Genentech and former Chairman and Chief Executive Officer, Glaxo, Inc.
Source: Genentech Annual Report 2008.
aSpecial Committee Member.
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
21 0-
04 0
-
19 -
E xh
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6 St
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So u
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T
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te :
A d
ju st
ed f
o r
st o
ck s
p li
ts .
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
21 0-
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So u
rc es
: T
h o
m so
n O
N E
B an
k er
, T h
o m
so n
F in
an ci
al D
at as
tr ea
m , B
lo o
m b
er g
L P
, a cc
es se
d D
ec em
b er
2 00
9.
N o
te :
E xc
h an
g e
ra te
s u
se d
: S w
is s
F ra
n c
to U
S D
o ll
ar , 1
2/ 31
/ 20
07 , 1
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; 7 /
18 /
20 08
, 1 .0
22 8;
1 /
29 /
20 09
1 .5
45 ; U
K P
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n d
t o
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D o
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31 /
20 07
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34 ; 7
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50 04
; 1 /
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9.
a M
ar k
et C
ap it
al iz
at io
n =
T h
e to
ta l
m ar
k et
v al
u e
o f
al l
o f
a co
m p
an y
's o
u ts
ta n
d in
g s
h ar
es . M
ar k
et c
ap it
al iz
at io
n i
s ca
lc u
la te
d b
y m
u lt
ip ly
in g
a c
o m
p an
y 's
s h
ar es
o u
ts ta
n d
in g
b y
t h
e cu
rr en
t m
ar k
et p
ri ce
o f
o n
e sh
ar e.
T h
e in
v es
tm en
t co
m m
u n
it y
u se
s th
is f
ig u
re t
o d
et er
m in
in g
a c
o m
p an
y 's
s iz
e, a
s o
p p
o se
d t
o s
al es
o r
to ta
l a ss
et f
ig u
re s.
b P
ri ce
-E ar
n in
g s
R at
io =
M ar
k et
v al
u e
p er
s h
ar e
/ E
ar n
in g
s p
er s
h ar
e. F
o r
G en
en te
ch P
-E w
as c
al cu
la te
d a
s M
ar k
et c
ap d
iv id
ed b
y y
ea r
en d
n et
e ar
n in
g s
fo r
20 07
a n
d 2
00 8
re sp
ec ti
v el
y
c E
n te
rp ri
se V
al u
e (E
V )
is c
al cu
la te
d a
s m
ar k
et c
ap it
al iz
at io
n p
lu s
d eb
t, m
in o
ri ty
i n
te re
st a
n d
p re
fe rr
ed s
h ar
es ,
m in
u s
to ta
l ca
sh a
n d
c as
h e
q u
iv al
en ts
. F
o r
N o
v ar
ti s
fi g
u re
o f
Ja n
u ar
y 2
9, 2
00 9
E n
te rp
ri se
V
al u
e w
as c
al cu
la te
d u
si n
g E
V /
E B
IT r
at io
x E
B IT
2 00
7 (s
o u
rc e:
N at
ix is
S ec
u ri
ti es
M o
rn in
g N
ew s,
J an
2 9
20 09
, a cc
es se
d v
ia T
h o
m so
n O
n e
B an
k er
)
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
Roche’s Acquisition of Genentech 210-040
21
Exhibit 8 Roche’s Top-Selling Pharmaceutical Products in 2008
Product Active Substance Indication
Sales (in millions
of CHF)
% Change in Local
Currencies vs. 2007
MabThera/Rituxan rituximab non-Hodgkin’s lymphoma, chronic lymphocytic leukemia, rheumatoid arthritis
5,923 16
Avastin bevacizumab colorectal cancer, breast cancer, non- small cell lung cancer, kidney cancer
5,207 37
Herceptin trastuzumab HER2-positive breast cancer 5,092 12
CellCept mycophenolate mofetil
transplantation 2,099 13
NeoRecormon, Epogin epoetin beta anemia 1,774 -13
Pegasys peginterferon alfa-2a
hepatitis B and C 1,635 6
Tarcevaa erlotinib advanced non-small cell lung cancer, advanced pancreatic cancer
1,215 23
Xeloda capecitabine colorectal cancer, breast cancer, stomach cancer
1,211 13
Bonviva/Boniva ibandronic acid osteoporosis 1,108 35
Lucentis ranibizumab wet age-related macular degeneration 960 7
Tamiflu oseltamivir treatment and prevention of influenza A and B
609 -68
Xolair omalizumab asthma 560 10
Valcyte, Cymevene valganciclovir, ganciclovir
cytomegalovirus infection 553 10
Xenical orlistat weight loss, weight control 502 -13
Pulmozyme dornase alfa/DNase cystic fibrosis 496 12
Nutropin somatropin growth hormone deficiency 413 -2
Neutrogin lenograstim neutropenia associated with chemotherapy
404 -3
Rocephin ceftriaxone bacterial infections 344 -10
Activase, TNKase alteplase, tenecteplase
acute myocardial infarction (heart attack)
342 -1
Madopar levodopa + benserazide
Parkinson’s disease 311 4
Source: Roche Group, Annual Report 2008.
Note: Genentech-originated products are shaded.
a Roche and Genentech separately contracted with Tarceva’s developer, OSI, hence, shared credit for origination.
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210-040 Roche’s Acquisition of Genentech
22
Exhibit 9 Roche Estimates of Achievable Synergies by Expense Category and Year (in millions of US$)
Year 2009 2010 2011 2012 2013 and
Thereafter
% Dependent Merger with Genentech
Manufacturing 0 102 205 256 270 50%
Research 44 114 118 121 125 0%
Development 38 98 109 111 112 100%
Marketing & distribution 38 98 101 104 107 100%
Roche G&A 63 103 113 123 124 75%
Genentech G&A 40 103 106 109 113 37%
Total 223 618 752 824 851
Source: Roche Group.
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Roche’s Acquisition of Genentech 210-040
23
Exhibit 10 Genentech’s Actual and Forecast Free Cash Flow, 2006–2009 (in millions of US$)
2006
Actual 2007
Actual 2008
Actual 2009
Forecast Revenues
Product sales 7,640 9,443 10,531 10,868
Royalties 1,354 1,984 2,539 2,409
Contract and other 290 297 348 258
Total Revenue 9,284 11,724 13,418 13,535 Costs and expenses
Cost of sales 1,181 1,571 1,744 1,792
Research and development 1,773 2,446 2,800 2,644
Marketing, selling, general and administrative 2,014 2,256 2,405 2,058
Profit sharing 1,005 1,080 1,228 1,403
Other expenses 159 142 (88) 0
Total costs and expenses 6,132 7,495 8,089 7,897
Operating income 3,152 4,229 5,329 5,638
Less: Taxesa (1,290) (1,657) (2,004) (1,973)
After-tax operating income 1,862 2,572 3,325 3,665
Plus: Depreciation and amortization 407 492 592 577
Less: Increase (decrease) in net working capital (741) 894 (705) (457)
Cash flow from operations 1,528 3,958 3,212 3,785
Less: Capital expenditures (1,214) (977) (751) (672)
Free cash flow 314 2,981 2,461 3,113
Less: Charge for equity settled equity compensation 0 0 0 (1,567)
Free cash flow after equity settled equity compensation 314 2,981 2,461 1,546
Source: Actuals from casewriter estimates based on Exhibits 3 and 4. Forecast based on Genentech, June 2008 long-range plan summary, prepared by Greenhill & Co. for Roche.
a Actual equals income tax provision from Genentech Income Statements. Forecast assumes a 35% tax rate.
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210-040 Roche’s Acquisition of Genentech
24
Exhibit 11 Comparison of Assumptions Approximating the June Long-Range Plan (LRP) and November Financial Model (NFM)
Growth LRP NFM Annual growth rate of total revenue (2010–2018) 7.0% 6.9%
Period of year-by-year free cash flows 2009–2018 2009–2024 Operating Ratios (2010–2018)
Cost of sales / Revenue 9.5% 10.2%
R&D / Revenue 18.5% 19.9%
Marketing, G&A / Revenue 15.1% 14.3%
Profit sharing / Revenue 9.0% 7.8%
Other costs / Revenue 0.0% 0.0%
Total costs / Revenue 52.1% 52.3%
Operating income (EBIT) / Revenue 47.9% 47.7%
Tax rate 35.0% 30.7%
Depreciation / Revenue 3.3% 2.9%
Ch. net working capital / Revenue 1.3% 0.7%
Capex / Revenue 3.9% 3.1%
Equity-based compensation
1.3% of Revenue 2010-2018
0%
Adjustments to Enterprise Value
Capitalized equity stock option (ESO) expense $0.00 -$11.42 billion
Capitalized value of 2015 opt-in rights $0.00 $8.19 billion
Source: Casewriter estimates.
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21 0-
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tio n
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in a
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% )
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S B
I E
*T ra
d e
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c u
ri tie
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ld in
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2 .0
(5
.0 %
) (2
.0 %
) (1
0 .5
% )
(4 9
.3 %
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6 .7
% )
S ta
ti s ti
c s a
s o
f 1 /2
9 /2
0 0 9 :
M e
a n
1
7 .1
%
1 8
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1
9 .9
%
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.6 %
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(1 1 .6
% )
So u
rc e:
G
re en
h il
l & C
o .
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
21 0-
04 0
-
26 -
E xh
ib it
1 3
T ra
d in
g M
u lt
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r C
o m
p ar
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n s,
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p er
-s h
ar e
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a)
D is
co u
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F u
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rp ri
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P
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E
q u
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W ee
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V al
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w th
20
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20
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09 E
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20
09 E
A m
g e n
$ 5 2 .5
6
(1 1 .0
% )
$ 5 7 ,2
2 2
$ 5 9 ,7
5 2
1 0 .5
%
4 .1
x 4 .0
x 9 .5
x 9 .3
x 1 2 .6
x 1 2 .1
x 1 .2
x 1 .2
x
G ile
a d S
c ie
n c e
s
4 9 .5
3
(1 3 .0
% )
4 8 ,9
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4 8 ,1
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9 .3
x 7 .8
x 1 8 .3
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x 1 .0
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e
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(6 .1
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%
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x 3 8 .8
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2 1 ,4
1 6
1 8 .6
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4 .7
x 4 .1
x 1 2 .0
x n .a
. 1 9 .9
x 1 6 .5
x 1 .1
x 0 .9
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g e n I
d e c
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(2 3 .7
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1 8 ,9
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x 4 .4
x 1 2 .0
x 1 1 .3
x 1 8 .6
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x 1 .4
x 1 .2
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5
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5 ,9
8 2
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3 .2
x 2 .8
x 9 .7
x 8 .3
x 1 9 .6
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x 0 .9
x
A ll
C o m
p a ra
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s:
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2 0 .1
%
6 .7
x
5 .6
x
1 6 .7
x
1 4 .0
x
2 4 .1
x
1 8 .8
x
1 .2
x
1 .0
x
M e d
ia n
1 7 .7
%
4 .8
x
4 .3
x
1 2 .0
x
1 1 .3
x
1 9 .7
x
1 6 .5
x
1 .2
x
0 .9
x
C o re
C o m
p a ra
b le
s:
M e a n
1 3 .5
%
4 .1
x
3 .7
x
1 0 .4
x
9 .6
x
1 6 .9
x
1 4 .8
x
1 .3
x
1 .1
x
M e d
ia n
1 3 .2
%
4 .1
x
4 .0
x
9 .7
x
9 .3
x
1 8 .6
x
1 5 .8
x
1 .2
x
1 .2
x
G e n e n te
c h (
A ct
u a l)
$ 8 1 .8
2
(0 .8
% )
$ 8 7 ,8
3 3
$ 8 4 ,5
7 0
1 9 .2
%
6 .4
x 5 .9
x 1 5 .1
x 1 4 .1
x 2 3 .9
x 2 1 .1
x 1 .2
x 1 .1
x
G e n e n te
c h
(R o ch
e P
ro p o s a l)
$ 8 9 .0
0
7 .9
%
$ 9 5 ,9
3 9
$ 9 2 ,6
7 6
1 9 .2
%
7 .0
x 6 .5
x 1 6 .5
x 1 5 .5
x 2 6 .1
x 2 3 .1
x 1 .4
x 1 .2
x
So u
rc e:
G
re en
h il
l & C
o .
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
21 0-
04 0
-
27 -
E xh
ib it
1 4
A n
al y
st P
ri ce
T ar
g et
s
So
u rc
e:
G re
en h
il l &
C o
.
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
21 0-
04 0
-
28 -
E xh
ib it
1 5
R oc
h e
an d
G en
en te
ch D
ai ly
S to
ck P
ri ce
s, J
u ly
1 , 2
00 8–
Ja n
u ar
y 2
9, 2
00 9
So u
rc e:
T
h o
m so
n F
in an
ci al
, D at
as tr
ea m
, a cc
es se
d N
o v
em b
er 2
00 9.
D o
N ot
C op
y or
P os
t
This document is authorized for use only by Andrianos Tsekrekos at Athens University of Economics & Business until January 2014. Copying or posting is an infringement of copyright. [email protected] or
617.783.7860.
Roche’s Acquisition of Genentech 210-040
29
Exhibit 16 Treasury and Corporate Interest Rates, January 2007–January 2009 (in percent)
Treasury Yields Bonds Commercial Date 1 Mo. 3 Mo. 1 year 5 year 10 year 20 year 30 year AAA BBB Paper Apr-08 1.07 1.58 1.74 2.84 3.68 4.44 4.44 5.55 6.97 2.10 Jul-08 1.60 1.98 2.28 3.30 4.01 4.62 4.57 5.67 7.16 2.08 Oct-08 0.29 1.23 1.42 2.73 3.81 4.45 4.17 6.28 8.88 1.55 Jan-09 0.05 0.30 0.44 1.60 2.52 3.46 3.13 5.05 8.14 0.15
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Exhibit 16 (continued)
Source: Federal Reserve Board, accessed through WRDS, November 2009.
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Endnotes
1 Early history of Roche from “Roche History: Traditionally Ahead of Our Time,” Roche company website, http://www.roche.com/about_roche/at_a_glance/corporate_publications.htm, accessed August 2009.
2 Tom Abate, “The Birth of Biotech/How the Germ of an Idea Became the Genius of Genentech,” San Francisco Chronicle, April 1, 2001, accessed via Factiva, August 2009.
3 Marilyn Chase, “Switzerland’s Roche to Buy Syntex Corp. for $5.3 Billion,” Wall Street Journal, May 3, 1994, accessed via Factiva, August 2009.
4 “Roche’s Boehringer Mannheim Acquisition,” Chemist & Druggist, May 31, 1997; William Hall and Clive Cookson, “Roche Confounds the Analysts—Acquisition Will Make Swiss Group Joint Leader in World Diagnostics,” Financial Times, May 27, 1997, both accessed via Factiva, August 2009.
5 Peter Landers and Anita Raghavan, “Leading the News: Novartis Sets Stage to Take Over Roche Holding,” Wall Street Journal, January 24, 2003, accessed via Factiva, August 2009.
6 Gene Bylinsky, “Spawn of Genentech (Spin-Off Companies Continue to Develop New Products),” Fortune, August 12, 1991, accessed via Factiva, August 2009.
7“Corporate Chronology,” Genentech website, http://www.gene.com/gene/about/corporate/history/ timeline.html, accessed August 2009.
8 Melanie Trottman, “Roche, Not Holders, Seen Gaining Premium In Genentech Deal,” Dow Jones News Service, June 3 1999.
9 Alan Friedman, Louise Kehoe, and Peter Marsh, “Hoffmann-La Roche to acquire Genentech,” Financial Times, February 3, 1990, accessed via Factiva, August 2009; “Genentech Inc., Roche Holding Complete $2.1 Billion Merger,” Dow Jones News Service—Ticker, September 7, 1990, accessed via Factiva, September 2009; and “Genentech and Roche Merger Transaction Completed,” Genentech website, http://www.gene.com/gene/ news/press-releases/display.do?method=detail&id=4325, accessed October 2009.
10 Roger Lowenstein, “Genentech’s Pact with Roche Holding Ltd. Riles Some Holders Who Say It Caps Profits,” Wall Street Journal, February 16, 1990; “Genentech and Roche Change Form of Transaction to Accommodate New Schedule for Stockholder Vote,” Genentech website, http://www.gene.com/gene/ news/press-releases/display.do?method=detail&id=4738, accessed October 2009.
11 Lawrence M. Fisher, “Roche Exercises its Option for all Genentech shares,” New York Times, June 4, 1999; Victoria Griffith and William Hall, “Roche shares rise on Genentech buy-out,” Financial Times, June 4, 1999, accessed via Factiva, August 2009.
12 “Corporate Chronology,” Genentech website, http://www.gene.com/gene/about/corporate/history/ timeline.html, accessed August 2009.
13 “Roche prices the offering of Genentech shares,” Roche Media Release, March 24, 2000, Roche website, http://www.roche.com/static/app/news/media-news-2000-03-24-e.pdf, accessed September 2009; “Roche Holdings Inc.,” Med Ad News, May 1, 2000, accessed via Factiva, September 2009.
14 Andrew Pollack, “Roche Offers $43.7 Billion for Shares in Genentech It Does Not Already Own,” New York Times, July 22, 2008, accessed via Factiva, August 2009.
15 From “Roche History: Traditionally Ahead of Our Time,” Roche company website, http:// www.roche.com/about_roche/at_a_glance/corporate_publications.htm, accessed August 2009.
16 David Collis and Troy Smith, “Strategy in the Twenty-First Century Pharmaceutical Industry: Merck & Co. and Pfizer Inc.,” HBS No. 707-487 (Boston: Harvard Business School Publishing, November 2007).
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17 Amy Barrett, “Pfizer’s Funk; Hank McKinnell helped pioneer the age of blockbuster drugs. But a dearth of new products and fears over drug safety are hurting the entire industry. Is there a fix?” BusinessWeek, February 28, 2005, p. 72, via Factiva, accessed December 2009; Kirsty Barnes, “Pfizer cost-cutting focus no ‘Kindler surprise’,” http://www.drugresearcher.com/content/view/print/179915, accessed December 2009.
18 Ernst & Young Global Biotechnology Report 2009 Overview, http://www.ey.com/CH/en/Newsroom/ News-releases/20090505, accessed December 2009.
19 Quote from Cantos interview transcript, “Roche offers to acquire all outstanding Genentech shares,” Cantos website, w3.cantos.com/09/milos-902-d3zji/video/transcript.php, accessed August 2009.
20 Roche press release, July 21, 2008.
21 “Roche Bid Blindsided Genentech,” Wall Street Journal, July 22, 2008.
22 Roche press release, July 21, 2008.
23 Quote from Cantos interview transcript, “Roche offers to acquire all outstanding Genentech shares.”
24 Roche press release, July 21, 2008.
25 Genentech 10-Q filing for the quarterly filing period ended June 30, 2009.
26 Genentech press release, August 13, 2008.
27 Carliss Y. Baldwin, Constance E. Bagley, and James Quinn, “M&A Legal Context: Hostile Takeovers,” HBS No. 904-005 (Boston: Harvard Business School Publishing, February 2004).
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Mandatory Assignment Resources/Role of leadership in leading successful change.pdf
ROLE OF LEADERSHIP IN LEADING SUCCESSFUL CHANGE: AN EMPIRICAL STUDY
Dr. Sunita Mehta * Dr. G C Maheshwari** Dr. S.K. Sharma***
If you are still doing things now the same way you did them five years ago, you are doing something wrong”, by Jack Welch, GE’s former CEO.
ABSTRACT Purpose The aim of this paper is to examine the role of leadership in managing change and formulate relationships between leadership behaviors and context of change. The interplay between leadership behaviors and success of change has also been examined. Design/methodology/approach A quantitative methodology was adopted to establish relationship between the variables: leadership behaviors, context of change and change success. Towards this a review of literature on the role of leadership in managing change is carried out to understand and analyze the leadership behaviors in a specific change context and also its impact on change success. Findings It was found that a balance of both, task-oriented and people-oriented leadership behaviors are required for incremental changes in different contexts and to ensure that change initiatives are successful. It has been found that most of the initiatives are technology-driven and the nature of change is process or system driven. Practical Implications This paper provides insights into the process of successful change initiatives to the practitioners of change implementation. This paper reinforces that change management requires a combination of both people-oriented as well as task-oriented leadership behaviors. Originality/value This paper reinforces the previous studies on the issue that effective change leaders need to not only concentrate on the technical aspect of the change programmes but also on the people/softer side in Indian context. Key words: Leadership, Organizational Change, Managing Organizational Change, leadership behaviors, change context, change success.
© The Journal Contemporary Management Research 2014, Vol.8, Issue No. 2, 1 - 22.
*) Hyderabad Business School, GITAM University, HR Department, Hyderabad-502324 E-mail: [email protected]. **) Former Dean, Faculty of Management Studies, M S University of Baroda, Vadodara-390002 E-mail: [email protected] ***) Research Scholar, XLRI Jamshedpur, Jamshepur-831001 E-mail: [email protected].
September2 The Journal Contemporary Management Research
1. INTRODUCTION
In present times change is an inevitable aspect of life. It is essential for all living beings to change to survive in the ever changing environment. Change represents the struggle between ‘what is’ and ‘what is desired’. In fact, it is a complex process that requires thorough strategic planning in order to achieve the goals of the desired change. As per Fullan (2001), “change is a double- edged sword. Its relentless pace these days runs us off our feet. Yet when things are unsettled, we can find new ways to move ahead and to create breakthroughs not possible in stagnant societies”.
In this era of globalization, with fast changing technology, instant communication and changing social, economic, political and legal aspects, the environment has become increasingly complex, unpredictable and dynamic. The organizations are faced with unprecedented competition and also customers have become highly conscious and demanding. The organizational alliances and structures are rapidly shifting and the strongly held values, beliefs and assumptions are being challenged. Organizations have been greatly affected by this volatile environment. Since the rate of change today is greater than any time in history, it has become increasingly important for organizations to manage and handle the change process to remain relevant
and be sustainable. Due to the high rate of change the risk of failure is greater than ever before which leads to a high level of turbulence within the organization and this constant change needs immediate attention.
Although researchers and practitioners of change management have brought out many new theories, models and approaches, but managers still struggle with the practicalities of leading change. The role of change leaders in managing and leading change cannot be undermined. The fact that effective management of change in organizations depends upon effective leadership styles and behaviors has been accepted by most organizations and is the rationale for this study.
2. AIM OF THE STUDY
The study primarily aims to understand the role of leadership in managing change in Indian organizations. The specific objectives of this study are to identify the leadership behaviors that change leaders employ considering the context of change to maximize the probability of success of organizational change initiative. Also, the details of the change context are analyzed to examine the types of change initiatives taking place in different organizations in India. Towards this, a review of literature on the role of leadership in managing
32014 Sunita Mehta, G C Maheshwari and S.K. Sharma
change is carried out to understand and analyze the leadership behaviors in a specific change context and also its impact on change success.
3. LEADERSHIP AND CHANGE MANAGEMENT
While a vast array of literature exists on the subject of leadership and much has been written on change management, however, little attempt has been made to integrate the fields of study (Eisenbach, Watson and Pillai, 1999). We can no longer discuss leadership in general terms with no reference to the changing environment. The approach to leadership is situational, as it is the situation which determines who emerges as the leader and what style of leadership one has to adopt. Edvinsson (2002) opined that leading an organization in a volatile and uncertain environment is very different from leading an orderly hierarchical organization in which everyone is aware about their roles and responsibilities which do not change often. Effective leaders need to recognize the fundamental issues surrounding change management in their organizations. The challenge for a leader is to comprehend all the forces that exist in the environment which may affect an organization and to manage those, so as to be able to influence the required transformations.
Successful change management is a function of effective leadership. The leaders are necessary to encourage experimentation and risk taking; to keep the people together and connected; to have and to provide to all concerned the information of the external and internal environment from multiple sources and also helping everyone stay focused on what must be accomplished. Maxwell (1996) opined that a leader must lead from the front to show the way to bring about the change and encourage change and growth. He must understand the attitude and motivational demands of change to bring about the change. The requirement of an effective leader in situations of change is made all the more important by the fact that change, by its very definition, requires the creation of a new system and to institutionalize the new approaches necessary to achieve organizational objectives (Kotter, 1995). Therefore, it is change leader’s responsibility to ‘manage’ the change effort by ensuring that the gap between the present situation and the future vision is wide enough to challenge the organization and not too wide to demoralize the change effort. Thus, not only must all employees in the organization ‘find the goal emotionally compelling’, they must also clearly understand how they will contribute to achieving that goal (Jackson, 1997; Hamel and Prahalad, 1994).
September4 The Journal Contemporary Management Research
The most critical issue in managing change is essentially people’s issues as it is the people who bring about the changes. Organizations are complex systems comprising of people so any change intervention needs to be handled delicately. Most change initiatives fail, not because they lack grand visions, but because the people who initiate the change do not see the realities people affected by change would face. It is difficult to bring about change in organizations without connecting with the people emotionally or without getting buy-in from the people who would execute those changes. As an organization moves from the known to the unknown, the direct benefits of change must be explicitly stated to people at all levels. Otherwise employees would resist the change initiative or will go back to their comfort zone.
Kotter (1995) identified eight core reasons for change failures. These were, becoming complacent with status quo; failing to find champions who identify with the change; moving ahead without a clear vision, not involving and communicating with the people; allowing obstacles to block the new vision; failing to create short-term wins; declaring victory too soon and neglecting to anchor changes firmly in the corporate culture. In addition, Collins (2009) stated that companies that change constantly but without any consistent rationale to change
are also liable to collapse just as those that do not change.
4. TYPE OF LEADERSHIP FOR TRANSFORMATION AND CHANGE
Bass (1985) acknowledged that change is the order of the day and leadership needs to move beyond transactional terms. He opined that “to achieve follower performance beyond the ordinary limits, leadership must be transformational”. The followers’ attitude, beliefs, motives, and confidence need to be transformed to achieve performance which is extraordinary and it certainly requires leadership which aligns those values and beliefs with the organizational objectives. Posner and Schmidt (1984) supported this claim with a study of more than 1000 managers in a range of different companies and industries. They discovered that the employees who experienced congruency between their personal values and those of their company reported significantly more engagement to their work and organization than those who felt that little relationship existed.
Bass (1985) suggested that lower-order changes, such as those experienced in more stable conditions can be handled
52014 Sunita Mehta, G C Maheshwari and S.K. Sharma
adequately by leadership as an exchange process, a transactional relationship, however, higher-order changes require an accelerated increase in effort and may involve large changes in attitudes, beliefs, values, and needs. The higher order changes and increased performance may result when a leader with innovative or revolutionary ideas and a vision of the future arouses a group. Thus, transformational leaders may help bring about a radical shift in attitude and motivation of the people which would result in higher performance.
The development of a transformational leadership theory owes much to the fact that organizations over the past twenty five years had to face rapidly changing environments that required leaders to articulate new visions, foster new cultures, and breed new mindsets involving changes in basic values, belief and attitudes of subordinates (Eisenbach et al., 1999). Transformational leadership behaviors go beyond transactional relationships and motivate followers to identify with a leader’s vision and sacrifice their self-interest for that of the group or the organization (Eisenbach et al., 1999).
Dulewicz and Higgs (2005) carried out a study to establish relationship between leadership style and change context using Leadership Dimensions Questionnaire (LDQ) developed by them. The study
provided evidence that the “fit” between leadership style and change context is a predictor of leadership performance. However, the LDQ is based on a sound review of the literature but it does not have much empirical evidence. A study conducted by Wren & Dulewicz (2005) on 36 leaders of the UK Royal Air Force suggested that success in organizational transformation has significant relationship with the leadership competencies and leadership behaviors. They found that leadership dimensions which were most strongly related to successful change were managing resources, engaging communication and empowering followers. In addition, they found that developing followers, motivation and critical analysis were the leadership dimensions which were also statistically significantly related to change success.
In an empirical study carried out by Higgs and Rowland (2005), there were clear indications of a relationship between change success, leader behaviors and organizational culture. Higgs and Rowland (2005) emphasized that the success of a change depends on the behaviors of leaders in a change process and these behaviors also influenced the leader’s approach to change.
Thus, there is growing evidence that change agents' leadership characteristics
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and behaviors have a significant impact on the success or failure of organizational change initiatives (Eisenbach, Watson, & Pillai, 1999; Higgs & Rowland, 2000, 2005).
5. RELATIONSHIP BETWEEN VARIABLES
This research was carried out to study three variables, viz., leadership behaviors, context of change and change success so as to analyze the role of leadership behaviors while managing change. The context of change is taken as an independent variable to examine the leadership behaviors required to lead a particular change initiative. The relationship between leadership behaviors and change success is also examined and in this leadership behaviors are taken as an independent variable to analyze its impact on change success.
6. HYPOTHESES
The ever changing internal and external environment of the organization requires leaders to not only adapt to changing circumstances, but also to create the changed circumstances necessary to achieve organizational objectives. Thus, leaders and leadership behaviors required in a stable organization will differ from what is required in an organization undergoing change. The context of change determines
the qualities, characteristics, and skills of a leader and also vice versa. Hence the null hypothesis to be tested is:
H01: There is no relationship between leadership behavior and context of change. Ha1: There is a relationship between leadership behavior and context of change.
Leaderless organization is like a rudderless boat on the turbulent high sea. According to Kotter and Heskett (1992) the distinguishing factor between successful and unsuccessful organizational change is competent leadership at the top. Leadership is the key success factor in reducing barriers, nurturing staff in an environment conducive to change and producing positive change in all types of organizations. Therefore, it is hypothesized that leadership has a critical role to (un)successfully steer the organization through the change process to its desired destination. Hence, the research hypothesis needs to be tested to unravel the role of leadership is:
H02: There is no relationship between leadership behavior and overall change success.
Ha2: There is a relationship between leadership behavior and overall change success.
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7. RESEARCH DESIGN
A quantitative methodology was adopted to establish relationship between the variables: leadership behaviors, context of change and change success. A survey was conducted using questionnaire. The questionnaire included 9 items to collect the demographic information of the employees in different organizations in India. Section-I of the questionnaire contained 13 items which are concerned with leadership behaviors. Section-II contained 5 items which deal with the context of change. Section-III contained 11 items which are related to the details of the change initiative. Section-IV contained 3 items which deal with the overall change success. A 5-point Likert scale was used having responses ranging from Strongly Disagree to Strongly Agree.
8. DATA COLLECTION
An online survey was made using Google forms, the link of which was sent out to managerial level employees of selected organizations wherein an organization change endeavor was carried out. As the sampling method used was convenient and judgmental, before sending the link of the survey the respondents were contacted on phone and explained the aim of the study. Then an e-mail was send which included a link to an online survey. The e-mail was sent
to 1405 participants out of which 742 were valid responses accounting for a response rate of 52.8%. To increase participation and interest, the respondents’ anonymity as well as their confidentiality was assured. 77.1% of the respondents were male and 22.9% of the respondents were females. The respondents were categorized as Category I who had 1 to 5 years managerial experience, Category II who had 5-15years managerial experience and beyond 15 years as Category III. 40.7% of the respondents belonged to Category I, 51.3% of the respondents belonged to Category II and 8% of the respondents belonged to Category III.
9. DATA ANALYSIS
The data pertaining to the survey was exported to Microsoft Office Excel 2007 for analysis. The data collected were then statistically processed and analysed using SPSS 20.
9.1. Assessment of reliability
To ensure reliability of the data, the responses from the questionnaire were tested using Cronbach’s Alpha. The Cronbach’s alpha coefficient was calculated to determine the reliability and internal consistency of the items. The Cronbach’s alpha coefficient value obtained is 0.672.
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9.2. Frequency Statistics Frequency statistics was used to analyze the context of change. 58.8% of the respondents in public organizations stated that the reason of change was technological and 26.5% stated that the reason of change was economic. Also, 83.2% of the respondents in private organizations stated that the reason for change was technological and 8.9% stated that the reason for change was economic (Table 1). 75.6% of the respondents stated that the nature of change was Process/System Oriented and 24.4% stated that the nature of change was People Oriented. 60.6% of the respondents stated that the change was driven by the internal forces and 39.4% stated that the change was driven by the external forces. 76.8% of the respondents stated that the change initiatives in their organizations had an impact at the department level, 20.1% stated that the change initiatives in their organizations had an impact at the strategic business unit level and only 3.1% stated that the change initiatives in their organizations had an impact at the entire organization level. Only 13.1% of the respondents perceived the degree of change was simple and 86.9% perceived the degree of change was complex.
The respondents’ responses with respect to whether the change program met its objectives was also analyzed using frequency statistics. 47.98% of the
respondents were neutral about the change program meeting its objective, 30.73% agreed on the change program meeting its objective and 17.92% disagreed on the change program meeting its objective. Only 2.96% of the respondents strongly agreed on the change program meeting its objective (Table 2). Thus, it clearly shows that more than 50% of the respondents were not sure of the change initiatives meeting their objectives.
9.3 Factor Analysis
Factor analysis was used for data reduction to identify a small number of factors that explain most of the variance observed in a much larger number of variables. The factors should have an eigenvalue of 1.00 or greater, for the factor relationship to be considered worth analysis. Factor relationships returning a small or negative eigenvalues are not considered suitable for analysis (Brown, 2001). Before doing factor analysis, Bartlett’s test was used to assess that the correlational matrix is an identity matrix so that items are correlated with other items. KMO (Kaiser-Meyer- Olkin) was also used to measure the sampling adequacy.
The factor analysis of the variables: context of change and leadership behaviors are given below:
92014 Sunita Mehta, G C Maheshwari and S.K. Sharma
9.3.1 Variable 1: Context of change
The Bartlett's Test of Sphericity, the value of p = 0.000 thus it is highly significant, showing appropriateness for Factor Analysis. The value of KMO for the variable Context of change is 0.578 which is more than 0.5, thus there is sample adequacy (Table 3).
Table 4 shows the factors extractable from the analysis along with their eigenvalues, the percent of variance attributable to each factor, and the cumulative variance of the factor and the previous factors. The SPSS extracts all factors with eigenvalues greater than 1 and reduces the variable ‘Context of Change’ into two factors. The Total Variance explained is 63.466%. The Rotated Component Matrix for variable ‘Leadership Behavior’ is shown in Table 5. Naming the factors: The two factors extracted are named as given below: Factor 1: Incremental Change Factor 2: Internal force of change
9.3.2 Variable 2: Leadership Behavior
The Bartlett's Test of Sphericity, the value of p = 0.000 thus it is highly significant showing appropriateness for Factor Analysis. The value of KMO is 0.901 thus there is sample adequacy (Table 6).
Table 7 shows the factors extractable from the analysis along with their eigenvalues, the percent of variance attributable to each factor, and the cumulative variance of the factor and the previous factors. The SPSS extracts all factors with eigenvalues greater than 1 and reduces the variable ‘Leadership behavior’ into two factors. The Total Variance explained is 61.108%. The Rotated Component Matrix for variable ‘Leadership Behavior’ is shown in Table 8.
Naming the factors: The two factors extracted and named as given below: Factor 1: People Oriented Leadership behavior Factor 2: Task Oriented Leadership behavior
9.4 Relationship between Context of Change and Leadership Behavior
The correlation between leadership behavior and context of change is shown in Table 9. Both factors of Leadership Behavior (People Oriented and Task Oriented) and Context of Change (Incremental change and Internal force of change) were tested for significance of the correlation. As the p-value is less than 0.05 for all the cases, it is found that
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relationship between ‘People oriented leadership behavior’ and ‘Incremental Change’; ‘People oriented leadership behavior’ and ‘Internal force of change’; ‘Task oriented leadership behavior’ and ‘Incremental change’; ‘Task oriented leadership behavior’ and ‘Internal force of change’ are statistically significant. Thus, the null hypothesis that there is no relationship between ‘Leadership behavior’ and ‘Context of Change’ is rejected and the alternate hypothesis is accepted.
As r = 0.346, there is a positive correlation between People oriented leadership behavior and Incremental change and as r=-0.141, there is a weak negative correlation between People oriented behavior and internal force of change. Thus, incremental changes have a positive relationship with people oriented leadership behaviors; however, changes due to internal forces have a negative relationship with people oriented behaviors. Also, as r=0.375, Task oriented leadership behaviors are positively related to incremental change and as r= - 0.146, Task oriented behaviors are negatively related to internal force of change. The incremental changes have a positive relationship with task oriented leadership behaviors; however, changes due to internal forces have a negative relationship with task oriented behaviors. Thus, incremental changes in an
organization require both task oriented and people oriented leadership behaviors.
9.5 Regression Model for Change Context with People oriented leadership behavior
People oriented leadership behavior is taken as a dependent variable and Incremental Change and Internal force of Change are taken as independent variables. The R value is 0.354 and R2 is 0.125 and Adjusted R2 is 0.123 indicating a good association for regression model (Table 10). The regression model is significant at F= 52.814 (Table 11). The constant beta value is 20.946 and all factors are significantly associated (Table 12).
Table 12 helps to construct the multiple regression model for measuring People oriented behaviors. The Multiple regression equation of the variables explained from the table is:
Y = β + β1 X1+β2…..….equation no. 1
People oriented behavior = 20.946 + 0.613*Incremental Change - 0.498*Internal force of Change
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9.6 Regression Model for Change Context with Task oriented leadership behavior Task oriented behavior is taken as a dependent variable and Incremental Change and Internal force of Change are taken as independent variables. The R value is 0.383 and R2 is 0.146 and Adjusted R2 is 0.144 indicating a good association for regression model (Table 13). The regression model is significant at F= 63.360 (Table 14). The constant beta value is 14.947 and all factors are significantly associated (Table 15).
Table 15 helps to construct the multiple regression model for measuring Task oriented leadership behavior. The Multiple regression equation of the variables explained from the table is:
Y = β + β1 X1+β2X2…….equation no. 2
Task oriented behavior = 14.947 + 0.649* Incremental Change - 0.482* Internal force of Change.
9.7 Relationship between Leadership Behavior and Change Success
The correlation between ‘leadership behavior’ and ‘overall change success’ is shown in Table 16. Both factors of leadership behavior (people oriented and
task oriented) and overall change success were tested for the significance of the correlation. As the p-value is less than 0.05, it is found that relationships between People oriented leadership behavior and Overall Change Success; Task oriented leadership behavior and Overall Change Success are statistically significant. Thus, the null hypothesis that there is no relationship between ‘Leadership behavior’ and ‘Overall Change Success’ is rejected and the alternate hypothesis is accepted.
There is a high positive correlation between People oriented leadership behavior and Overall Change Success as r = 0.616. Also, there is a high positive correlation between Task oriented leadership behavior and Overall Change Success as r = 0.711. Thus, a balance of both People oriented and Task oriented leadership behaviors are required for change initiatives to be successful.
9.8 Regression Model for Overall Change Success with Leadership Behavior
Overall change success is taken as a dependent variable and People oriented and Task oriented leadership behaviors are taken as independent variables. The R value is 0.541 and R2 is 0.292 and
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Adjusted R2 is 0.290 indicating a very good association for regression model (Table 17). The regression model is significant at F = 152.542 (Table 18).The constant beta value is 8.010 and all factors are significantly associated (Table 19).
Table 18 helps to construct the multiple regression model for measuring Overall Change Success. The Multiple regression equation of the variables explained from the table is:
Y = β + β1 X1+β2X2….equation no. 3
Overall Change Success = 8.010 + 0.285* People Oriented + 0.539* Task Oriented.
10. FINDINGS
Some of the important findings of this empirical research on role of leadership in managing change in organizations are as follows:
1. 60.6% of the respondents stated that the change was driven by internal forces of change. 81.0% of the respondents stated that the Technological forces were the reason for change. This clearly implies that most of the organizational changes in present times are driven by internal forces of change and due to technological reasons.
2. 75.6 % of the respondents stated that the nature of change was Process/System Oriented. This shows that most of the change initiatives in various organizations focused on changing the processes or systems in the organizations.
3. 76.8 % of the respondents stated that the change initiatives in their organizations had an impact at the department level. Thus, most of the change initiatives targeted organizations at the department level.
4. Only 30.73% of the respondents agreed on the change program meeting its objective. Others either were neutral or disagreed on the change program meetings its objectives. Change being the only constant and even after organizations recognizing the need to change, there are still very few change initiatives which are highly successful.
5. Context of change and leadership behaviors – It was found that there is a positive correlation between Incremental change and people oriented leadership behaviors (r = 0.346) and incremental change and task oriented leadership behaviors (r = 0.375). It implies that a balance of both task oriented and people oriented leadership behaviors are required for managing incremental changes.
132014 Sunita Mehta, G C Maheshwari and S.K. Sharma
6. Leadership behaviors and change success: There is a high positive correlation (r = 0.616) between people oriented leadership behaviors and overall change success. Also, there is a high positive correlation (r = 0.711) between task oriented leadership behaviors and overall change success. It implies that a balance of both task oriented and people oriented leadership behaviors are required for successful change initiatives. Thus, effective change leaders need to not only concentrate on the technical aspect of the change programs but also on the people/softer side.
11. SUGGESTIONS FOR FUTURE RESEARCH
Future research can determine relationships between leadership styles and leadership competencies with different types of changes in different organizations in diverse sectors. Also, longitudinal studies in organizations specific to industries/sectors will provide more insight into the people aspect of change management issues.
12. CONCLUSIONS
In a fast changing world and complex work environment, the change and change management strategies followed by organizations are vital to meet the needs of all stakeholders. Effective leaders should constantly strive towards creating acceptable
change processes and practices to enhance employee participation and involvement. The single biggest challenge in a transformational change is changing people’s behavior. The key to this behavioral shift is not only through analysis and thinking (task oriented behaviors) but also through seeing and feeling (people oriented behaviors). Thus, in today’s times of continuous change it has become inevitable for organizations to develop leaders who can steer the process of change management. The prospect of successful organizational transformation would be enhanced by selecting the people with the right competencies, and then empowering these individuals to ensure the initiative he successful.
REFERENCES
Bass, B. M. (1985). Leadership and performance beyond expectations. NewYork: Free Press.
Brown, J. D., 2001. What is an eigenvalue, Japan Association for Language Teaching's Testing and Evaluation SIG Newsletter, 5 (1) April 2001 (p. 15 – 19)
Collins, J. (2009). How the mighty fall and Why Some Companies Never Give in, Harper Collins Publisher.
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Dulewicz, V. and Higgs, M. (2005). Assessing leadership styles and organizational context, Vol. 20 No.2, 2005 pp.105-123.
Edvinsson, L. (2002). Corporate longitude. London: Pearson Education.
Eisenbach, R., Watson, K. and Pillai, R. (1999). Transformational Leadership in the context of organizational change. Journal of Organizational Change Management, 12(2): 80-88.
Fullan, M. (2001). Leading in a culture of change. San Francisco: Jossey-Bass.
Hamel, G., & Prahalad, C. K. (1994). Competing for the Future. Harvard Business Review, July- August, 122– 128.
Higgs,M. and Rowland, D. (2000). Building change leadership capability: ‘The quest for change competence’. Journal of change Management, 1(2), 116-130.
Higgs,M. and Rowland, D. (2005). All Changes great and small: Exploring approaches to change and its
leadership. Journal of change Management, 5(2), 121-151.
Jackson, D. (1997). Dynamic Organisations: The Challenge of Change, Macmillan Business, London.
Kotter, J. P. (1995). Leading Change: Why transformation Efforts Fail. Harvard Business Review, (March- April): 59-67.
Kotter, J.P. and Heskett, J.L. (1992). Corporate Culture and Performance. The Free Press, New York, NY.
Maxwell, J. A. (1996). Qualitative research design: An interactive approach. Thousand Oaks, CA: Sage publications.
Posner, B. Z. and Schmidt W. H. (1984). Values and the American Manager: An Update, California Management Review, 26.
Wren, J D., and Dulewicz, V. (2005). Successful Change in the Royal Air Force: Leader Competencies and Activities, Henley Working Paper 0502.
152014 Sunita Mehta, G C Maheshwari and S.K. Sharma
Table 1 Cross tabulation of the type of organization and reason for change What was the reason for change
TotalEcono mic Social
Techno logical
Legisla tive
Environ mental
Type of Organizat ion
Public Count 18 0 40 4 6 68
% Rs.0.26 0.00% 58.80% 5.90% 8.80% 100.00%
Private Count 60 14 561 25 14 674
% 8.90% 2.10% 83.20% 3.70% 2.10% 100.00%
Total Count 78 14 601 29 20 742
% 10.50% 1.90% 81.00% 3.90% 2.70% 100.00%
Table 2 Frequency Statistics for success of change initiative.
Frequency Percent ValidPercent Cumulative
Percent
Valid
Strongly Disagree 3 0.4 Rs.0.40 0.4
Disagree 133 17.92 17.92 18.32 Neutral 356 47.98 47.98 66.3 Agree 228 30.73 30.73 97.03 Strongly Agree 22 2.96 2.96 100
Total 742 100 100
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Table:3 KMO and Bartlett’s Tests for the Variable: Context of change KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy 0.578
Bartlett's Test of Sphericity Approx. Chi-Square 879.826
df 10 Sig. 0
Table 4 Total variance for variable ‘Context of Change’. Total Variance Explained
Compon ent
Initial Eigenvalues Extraction Sums ofSquared Loadings Rotation Sums of Squared Loadings
Total % of Varia
nce
Cumu lative
% Total
% of Varia
nce
Cumula tive % Total
% of Varia
nce
Cumul ative %
1 2.063 41.262 Rs.41.26 2.063 41.26
2 41.262 1.996 39.926 39.926
2 1.11 22.204 63.466 Rs.1.11 22.20
4 63.466 1.177 23.54 63.466
Extraction Method: Principal Component Analysis.
Table 5 Rotated Component Matrix for variable ‘Context of Change’. Item Description Component 1 Component 2
The change impacted the whole organization. (Rs.0.90)
The change initiatives in my organization are incremental in nature. 0.899
The change initiatives in the organization were due to internal forces. 0.146 0.763
The degree of change implemented in my organization is simple in nature. 0.428 0.523
The change initiatives took into consideration the external environment of the organization. Rs.0.40 (Rs.0.55)
a. Rotation converged in 3 iterations.
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Table 6 KMO and Bartlett’s Tests for the Variable ‘Leadership Behavior.’ KMO and Bartlett's Test
Kaiser-Meyer-Olkin Measure of Sampling Adequacy. 0.901
Bartlett's Test of Sphericity Approx. Chi-Square 6010.76
Df 78 Sig. 0
Table 7 Total variance for variable ‘Leadership Behavior.’ Total Variance Explained
Initial Eigenvalues Extraction Sums ofSquared Loadings Rotation Sums of Squared Loadings
Co mpo nent
Total % of Varia
nce
Cumulat ive % Total
% of Varia
nce
Cumul ative
% Total
% of Varia
nce
Cumu lative
%
1 6.714 51.645 51.645 6.714 51.645 51.645 3.988 30.674 30.674
2 1.23 9.464 61.108 1.23 9.464 61.108 3.956 30.435 61.108
Extraction Method: Principal Component Analysis.
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Table 8 Rotated Component Matrix for variable ‘Leadership Behavior’.
Rotated Component Matrixa
Component 1 2
The leader fully communicated the benefits of the change. 0.668
The leader motivated followers to embrace the change. 0.669
The leader rewarded employees to motivate them to implement the change process.
0.617
The leaders acted as a role model and led by example. 0.813
The leader recognized the follower needs. 0.861
The leader’s role was crucial for the change to be successful. 0.35
Apart from change implementation, the leaders were also involved in developing people.
0.608
The leader took responsibility for his/her decisions. (Rs.0.05) 0.634
The leader created a clear vision of the future. 0.561 0.639
The leader directed all activities towards achievement of the vision. 0.268 0.743
The leader gave followers the authority to deal with the change. Rs.0.45 0.692
The leader gave adequate feedback during the implementation of change. 0.301 0.777
The leader developed clear strategies to advance the vision. 0.372 0.751
a. Rotation converged in 3 iterations.
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Table 9 Correlation between ‘Leadership Behavior’ and ‘Context of Change’ Correlations
People Oriented Task Oriented Incremental Change Pearson Correlation .346** .375**
Sig. (2-tailed) 0 0
Internal Force of change Pearson Correlation -.141** -.146**
Sig. (2-tailed) 0 0
N 742 742 **. Correlation is significant at the 0.01 level (2-tailed).
Table 10 Table of Model Summary for Hypothesis Ia
Model R R Square Adjusted RSquare Std. Error of the Estimate
1 .354a 0.125 0.123 3.99424
a. Predictors: (Constant), Internal Force of change, Incremental Change
Table 11 ANOVAa Table for Hypothesis Ia
Model Sum ofSquares df Mean
Square F Sig.
1
Regression Rs.1685.19 2 842.597 52.814 .000b
Residual 11789.96 739 Rs.15.95
Total 13475.16 741
a. Dependent Variable: People Oriented b. Predictors: (Constant), Internal Force of change , Incremental Change
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Table 12: Table of Coefficientsa for Hypothesis Ia
Model
Unstandardized Coefficients
Standardized Coefficients
t Sig. B Std.Error Beta
1
(Constant) 20.946 1.735 12.074 0
Incremental Change 0.613 0.065 Rs.0.33 9.431 0
Internal Force of change -0.498 Rs.0.22 -0.077 -2.185 0.029
a. Dependent Variable: People Oriented
Table 13 Table of Model Summary for Hypothesis Ib
Model R R Square Adjusted RSquare Std. Error of the
Estimate 1 .383a Rs.0.14 0.144 Rs.3.83
a. Predictors: (Constant), Internal Force of change , Incremental Change
Table 14 ANOVAa Table for Hypothesis Ib
Model Sum ofSquares df Mean
Square F Sig.
1
Regression 1860.534 2 930.267 63.36 .000b
Residual 10850.24 739 14.682
Total Rs.12710.77 741
a. Dependent Variable: Task Oriented b. Predictors: (Constant), Internal Force of change , Incremental Change
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Table 15 Table of Coefficientsa for Hypothesis IIb
Model
Unstandardized Coefficients
Standardized Coefficients
t Sig. B Std.Error Beta
1
(Constant) 14.947 1.664 8.981 0 Incremental Change 0.649 0.062 0.36 10.405 0
Internal Force of change (Rs.0.48) 0.219 -0.076 -2.204 0.028
a. Dependent Variable: Task Oriented
Table 16: Correlation between ‘leadership behavior’ and ‘overall change success’.
Correlations Overall Change Success
People Oriented Pearson Correlation .616** Sig. (2-tailed) 0 N 742
Task Oriented Pearson Correlation .711** Sig. (2-tailed) 0 N 742
Overall Change Success
Pearson Correlation 1 Sig. (2-tailed)
**. Correlation is significant at the 0.01 level (2-tailed).
Table 17 Table of Model Summary for Hypothesis II
Model R R Square Adjusted RSquare Std. Error of the
Estimate
1 .541a 0.292 0.29 1.05848
a. Predictors: (Constant), Task Oriented, People Oriented
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Table 18 ANOVAa Table for Hypothesis II
Model Sum ofSquares df Mean
Square F Sig.
1
Regression Rs.341.80 2 170.904 152.542 .000b
Residual Rs.827.95 739 1.12
Total 1169.763 741
a. Dependent Variable: Overall Change Success b. Predictors: (Constant), Task Oriented, People Oriented
Table 19 Table of Coefficientsa for Hypothesis II
Model Unstandardized
Coefficients Standardized Coefficients t Sig.
B Std. Error Beta
1
(Constant) 8.01 0.236 33.924 0 People Oriented 0.037 0.014 Rs.0.28 2.608 0.009
Task Oriented 0.133 0.015 0.539 9.167 0
a. Dependent Variable: Overall Change Success
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