A High Performance Computing Cluster Under Attack The Titan Incident Case Study Help


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A High Performance Computing Cluster Under Attack The Titan Incident Case Study Solution

Background and Facts

A High Performance Computing Cluster Under Attack The Titan Incident an office products merchant for small and also moderate sized services has lately been involved in planning for a merger with its rival Home Deport, which has affected effectiveness degrees in departmentswith the senior supervisor associated with legal complications put forth by the government Trade Compensation. With the Advertising and marketing Head advancing the information of his departure from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the near future. With obstacles in the type of a potential social modification and also reduced worker spirits, the company requires a total reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The prospective social modification at the marketing division of A High Performance Computing Cluster Under Attack The Titan Incident is raising uncertainty in the working environment leading to various obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing critical decisions considering that Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Payment's intervention at the same time. Provided the fact that the shop has a worldwide presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations might be able to affect performance or strategic objectives. Federal Trade Compensation's antitrust match versus the merger used up useful time of the company's senior monitoring suggesting that 'political' factors can have major implications for an international business.

Economic Factors: Economic factors such as the introduction of small businesses in the international scenario recommend that A High Performance Computing Cluster Under Attack The Titan Incident is growing in a setting where there is prospective growth of services. Truth that store consumers are mostly looking for office materials for home offices recommends that the market has a rising pattern of entrepreneurs and home based organisations.

Social factors: Social fads in the economy show that consumers are looking for ease in addition to attractive prices. Marketing research demonstrates how the consumer for A High Performance Computing Cluster Under Attack The Titan Incident does not have understanding concerning discovering remedies which can provide a combination of benefit and affordable.

Technological factors: Technology plays a vital duty in A High Performance Computing Cluster Under Attack The Titan Incident's organisation approach especially as the organization is piloting Innovation centers which would supply technology sales and assistance in the form of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Actions problems can be seen in A High Performance Computing Cluster Under Attack The Titan Incident's case as highlighted in this area.

Worries concerning cultural change: There is apprehension regarding a cultural modification that would certainly happen when Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with most of the personnel already revealing discontent over this possible step. This expected modification has actually created stress in the work environment which has been coupled with the past stress of preparing the company for a prospective merger with House Deport.
Pest Analysis
Difficult Work Environment for Newcomers: There is shortage of employees that can match the demanding setting of a busy organization. Not just does this result in problem in finding the best people, it puts anxiety on new hires as can not endure the speed and also stress that the organization anticipates them to birth.

Twin Coverage Lines: Newbies locate this business culture difficult and tough to handle especially as dotted line connections are indicated to be weak generally as well as objective setup and performance analysis is still done by the strong line supervisor. This means that novices might lose clearness about their corresponding functions as well as goals specifically as populated line coverage does not keep them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had been speculated that the last would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and appropriate for the task but the fact that Kransnow's departure would make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Fear & Job Instability: Anxiety as well as insecurity can be determined as 2 major problems that Lewis would certainly be taking care of especially as the merging has actually currently be cancelled and 2 senior execs of the marketing division would certainly be leaving. The entire duty of the division would certainly be dropping on Lewis's shoulders who would not simply supervise of brining concerning a cultural change however would certainly additionally need to prove herself in her brand-new function.

Incompatible Monitoring Design of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing department's function can additionally be seen as an OB challenge especially as she has been utilized to managing problems in the operations division where personnel are taught to focus on procedures and get them right. The advertising and marketing department on the various other hand can be seen as a group of individuals that are utilized to being nurtured by Krasnow that concentrated a lot more on output than processes.

Interdepartmental Arguments: Interdepartmental disputes in between 3 divisions, advertising and marketing, merchandizing and also procedures specifically over the allocation of the advertising mix can be determined as another OB concern. Although the advertising and marketing division does not share the exact same vision as the various other two departments relating to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as procedures departments do not agree over the advertising and marketing mix allocation amongst each other either.

Fragmentation in Marketing Division: Disintegration in between the advertising and marketing divisions can be determined as another OB concern which might require more focus. The truth that the advertising and marketing areas in the advertising department are detached is preventing both divisions from obtaining from each various other's experience and competence. Combination of advertising with retailing and operations would end up being harder if the advertising division itself is degenerated which can be one more potential OB worry.

A High Performance Computing Cluster Under Attack The Titan Incident Analysis

Different concepts have actually been made use of to describe the circumstances to obtain further quality concerning the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors believe that juniors are easy and also lazy, have little passion and also withstand modification. The tough version of this theory emphasized browbeating, limited controls, threats and punishments. Gradually it generates reduced productivity, subtle sabotage as well as competition (Deal, 2003). The circumstance at A High Performance Computing Cluster Under Attack The Titan Incident is not completely adhering to Theory X, it can be seen that brand-new hires are locating this environment instead stressful which might eventually lead to a better inclination of the management in the direction of Theory X. As per McGregor's promoted sight, which he called Theory Y, the necessary task of the monitoring is to arrange organizational conditions to ensure that individuals can attain their own goals best by guiding their efforts towards business incentives. If individuals find no satisfaction in their job, the monitoring would certainly have little selection but to count on theory X and outside control (Offer, 2003). Even while analyzing Lewis's management style, theory X might have been suitable in the procedures department to some extent however the Advertising and marketing division would need reliance on Theory Y in order to get the creative thinking and originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's worry concerning bringing harmony in between the advertising and marketing department is concerned, this would at first cause clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the preliminary stage of team development, people may not bond, as they are active discovering their place in the team. By incorporating the marketing and advertising division's work, there may coincide first disconnect which can result in the 2nd phase of 'storming' where the teams challenge each other. Nevertheless, it is just throughout the 3rd phase or 'norming' when they would collaborate to share ideas before the team can produce harmony in the fourth phase 'doing'.

When people are presented with adjustment, they go into phase one and so there might be emotions like unhappiness, unpredictability, irritation, temper, anxiety, rejection as well as disorientation.The scenario at the advertising division of A High Performance Computing Cluster Under Attack The Titan Incident is similar so Lewis can obtain comfortable with the idea that it is not amazing behavior. It is during this phase that Lewis will certainly have to offer guidance to the division so that they can locate a sense of direction. It can be seen just how Krasnow has currently made this transition easier by making Lewis obtain included in the department a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has goes over the value of 'security needs as being a lower degree requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel safe and out of threat' is at the 2nd level of needs. Prior to a staff member can be made to develop mentally, he requires to have his 'Physical 'and 'Safety and security' requires fulfilled.

SWOT Analysis for A High Performance Computing Cluster Under Attack The Titan Incident Case Study

Implication of Analysis.

The OB analysis has looked at numerous concepts to comprehend exactly how to deal with the current scenario handy. The complying with 3 choices have been proposed to help Lewis manage the business difficulties in the marketing division. Each of these options has been suggested for relieving the shift required to bring the advertising and marketing division in line with the requirements of the market as well as for making the social modification that would certainly follow as soon as the present leader leaves.

Assimilation of marketing and advertising features. Separating Adverting as well as Production features. Combination of Advertising with Operations.

Analysis of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business marketing along with agency and also retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing as well as advertising functions.

The advantage of this method is that it will integrate the two functions while reducing the requirement for employing an extra source for marketing. Lewis would certainly be heading the marketing division and also in any type of case her substitute would certainly be needed for the present role that she is carrying out. The downside of this alternative is that outside hiring may cause resentment from inner employees who might be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting as well as Manufacturing: Provided the affordable pressures and excellent quality work needed from the ad agency, it is suggested that Lewis should permit the manufacturing device to be a different function from the advertising and marketing system. Given that the majority of ad agency had these two features as different systems, it makes more feeling to comply with the norm. Both features might be able to focus on their core turns on more successfully. The drawback of this technique would certainly be that added expenses would certainly have to be birthed for establishing up different production features. In addition to this, a manufacturing head may need to be worked with which might raise overheads for the company.

Integration of Advertising with Operations: Considering that Lewis is currently taking treatment of the advertising and marketing and procedures departments all at once; it makes feeling to incorporate the two features because she has been successfully taking treatment of both ends. The truth that Lewis has to adapt her monitoring style for the marketing department suggests that these 2 divisions would certainly be culturally varied.


An examination of the 3 choices shows that assimilation of marketing and also procedures would certainly not be a possible step due to the huge distinctions between the two departments despite the reality that currently Lewis is handling both. While splitting up of the manufacturing function may have been a beneficial move for the advertising and marketing division, the truth that it would indicate positioning a third feature under Lewis's wing implies this should be stayed clear of.

Activity Strategy.
Lewis will take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

Judith Shapiro will certainly be employed to take Lewis's location as SVP of marketing and advertising.

Manufacturing function will certainly remain component of marketing under advertising function.

Lewis will certainly separate herself from procedures.

A democratic leadership design with employee empowerment will certainly be used in advertising and marketing department.

Open door plan and also focus on cross departmental interaction will be aimed at removing disharmony.

Backup strategy.

If the assimilation does not exercise as planned, a contingency strategy would certainly comply with which would separate the manufacturing function from the marketing function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the production function will most definitely be divided by putting it under an SVP manufacturing.