Aravind Eye Care System Retaining The Legacy Case Study Help


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Aravind Eye Care System Retaining The Legacy Case Study Solution

Background and Facts

Aravind Eye Care System Retaining The Legacy an office supplies seller for tiny and also average sized businesses has actually recently been associated with planning for a merging with its competitor House Deport, which has actually influenced effectiveness levels in departmentswith the elderly supervisor associated with legal difficulties put forth by the federal Profession Compensation. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the function in the near future. With difficulties in the type of a possible social modification and also low staff member spirits, the organization wants a complete reengineering effort at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The prospective social modification at the marketing division of Aravind Eye Care System Retaining The Legacy is increasing uncertainty in the workplace leading to numerous obstacles for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing strategic decisions considering that Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Trade Compensation's treatment while doing so. Offered the reality that the store has an international presence with branches in UK, USA, Canada as well as Germany, political consider each of these countries may have the ability to affect efficiency or tactical objectives. Federal Profession Compensation's antitrust fit versus the merging occupied important time of the organization's senior management recommending that 'political' factors can have serious effects for a worldwide company.

Economic Factors: Financial factors such as the development of local business in the global scenario suggest that Aravind Eye Care System Retaining The Legacy is growing in an atmosphere where there is potential growth of organisations. Truth that shop clients are mainly looking for workplace products for home workplaces recommends that the market has a rising fad of business owners and also home based companies.

Social factors: Social trends in the economy show that customers are searching for convenience along with attractive prices. Marketing research shows how the client for Aravind Eye Care System Retaining The Legacy does not have awareness about finding options which can offer a combination of ease as well as low costs.

Technological factors: Innovation plays an essential function in Aravind Eye Care System Retaining The Legacy's company method specifically as the organization is piloting Modern technology centers which would certainly use innovation sales and also support in the form of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Behavior concerns can be seen in Aravind Eye Care System Retaining The Legacy's case as highlighted in this area.

Worries concerning cultural adjustment: There is uneasiness about a cultural modification that would certainly occur as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with a lot of the personnel currently showing discontent over this prospective move. This predicted change has developed stress in the workplace which has been coupled with the previous tension of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is scarcity of personnel that can match the demanding environment of a fast-paced company. Not just does this result in problem in discovering the best individuals, it places stress and anxiety on new hires as can not stand up to the speed as well as stress that the company anticipates them to birth.

Double Coverage Lines: Beginners discover this organizational culture troublesome and tough to cope with specifically as populated line relationships are indicated to be weak generally as well as objective setup and also efficiency assessment is still done by the solid line supervisor. This means that newbies can shed quality regarding their particular functions as well as goals particularly as dotted line coverage does not maintain them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been guessed that the latter would certainly take Krasnow's setting came as a blow to her morale. Lewis might have been qualified and ideal for the task yet the fact that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Job Instability: Concern and instability can be recognized as two significant concerns that Lewis would be handling particularly as the merging has actually currently be cancelled and two senior execs of the advertising and marketing department would be leaving. The entire duty of the division would certainly be dropping on Lewis's shoulders that would certainly not just be in charge of brining concerning a social change but would certainly likewise have to show herself in her brand-new role.

Inappropriate Administration Style of Leader: Lewis's monitoring design and also its conflict with the marketing department's duty can additionally be seen as an OB challenge particularly as she has been utilized to taking care of issues in the procedures department where workers are instructed to concentrate on processes and also obtain them. The advertising department on the various other hand can be seen as a team of individuals who are used to being supported by Krasnow who focused more on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between 3 departments, advertising, merchandizing and procedures respectively over the appropriation of the advertising mix can be determined as one more OB issue. Although the advertising department does not share the exact same vision as the other 2 departments relating to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also procedures departments do not agree over the advertising mix allocation among one another either.

Fragmentation in Marketing Department: Disintegration between the marketing and advertising departments can be identified as another OB issue which might need further attention. The reality that the marketing and advertising areas in the advertising and marketing department are separated is protecting against both departments from gaining from each other's experience as well as expertise. Integration of advertising and marketing with retailing and procedures would become harder if the advertising and marketing division itself is broken down which can be another possible OB concern.

Aravind Eye Care System Retaining The Legacy Analysis

Various concepts have been used to explain the scenarios to get further clearness about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that subordinates are easy and careless, have little passion and also stand up to modification. The difficult version of this concept emphasized threat, limited controls, dangers as well as penalties. Gradually it creates reduced performance, refined sabotage as well as competition (Deal, 2003). The scenario at Aravind Eye Care System Retaining The Legacy is not totally complying with Concept X, it can be seen that brand-new hires are locating this environment instead stressful which may eventually lead to a greater disposition of the administration in the direction of Concept X. As per McGregor's advocated view, which he called Theory Y, the crucial task of the administration is to set up organizational conditions to make sure that individuals can attain their own goals best by routing their initiatives in the direction of organizational rewards. If individuals locate no satisfaction in their work, the monitoring would have little choice yet to rely upon theory X and also exterior control (Bargain, 2003). Even while analyzing Lewis's administration style, concept X may have appropriated in the operations division to some extent yet the Marketing division would certainly call for dependence on Theory Y to get the imagination and also creativity from the teams.

Tuckman's Synergy Theory: As far as Lewis's problem about bringing consistency in between the marketing and also marketing department is worried, this would originally lead to contrast as talked about by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising and marketing and advertising division's work, there might be the very same first detach which can lead to the 2nd stage of 'storming' where the teams test one another.

Bridges' Shift Model: As per William Bridge's theory (appendix 4), people are quite uncomfortable with modification, which is noticeable by the scenario at Aravind Eye Care System Retaining The Legacy The circumstance can be viewed as a regular program of life if is researched as per Bridge's concept where he discusses that individuals go through three phases of shift when they experience change. 'Ending, shedding and also Releasing', The Neutral Zone and 'The New Starting' (Bridges, 2004). When individuals are presented with change, they get in phase one therefore there may be feelings like sadness, uncertainty, disappointment, rage, anxiety, denial and disorientation.The circumstance at the advertising and marketing division of Aravind Eye Care System Retaining The Legacy is similar so Lewis can obtain comfy with the suggestion that it is not extraordinary actions. In the 2nd stage, there might be a demand to connect the gap between the new and old society so Lewis might have to encounter this experience when Krasnow leaves. There may be reduced morale and reduced performance at this stage which must not be taken as an obstacle. It is throughout this stage that Lewis will have to offer assistance to the department to make sure that they can find an orientation. It can be seen just how Krasnow has actually already made this transition less complicated by making Lewis obtain involved in the department a year before his actual departure. As per Bridges' Design, phase 3 will bring about openness to discovering, High power and dedication as people will welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the importance of 'safety and security needs as being a reduced degree demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel protected and also out of danger' is at the 2nd degree of requirements. Prior to a staff member can be made to establish emotionally, he requires to have his 'Physiological 'and also 'Security' requires satisfied.

SWOT Analysis for Aravind Eye Care System Retaining The Legacy Case Study

Implication of Analysis.

The OB analysis has considered various theories to recognize exactly how to manage the present situation available. The adhering to three options have actually been proposed to help Lewis handle the business difficulties in the advertising and marketing department. Each of these options has been suggested for alleviating the transition needed to bring the advertising and marketing division according to the requirements of the marketplace and also for making the social adjustment that would comply with as soon as the existing leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting and Manufacturing features. Assimilation of Marketing with Procedures.

Analysis of Alternatives.

Integration of Marketing & Advertising And Marketing Functions: The in-house advertising agency of Aravind Eye Care System Retaining The Legacy is currently stamina for the company in regards to saving up on expenses connected to advertising as well as promo. Given that no brand-new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the advertising and marketing function, this is a favorable opportunity for incorporating the marketing and advertising functions. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business marketing in addition to firm as well as retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing features.

The benefit of this technique is that it will certainly incorporate both functions while decreasing the demand for working with an added resource for marketing. Lewis would certainly be heading the marketing division and in any type of case her replacement would certainly be required for the current duty that she is doing. The drawback of this option is that external hiring may cause animosity from internal personnel who might be eying the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and Production: Given the affordable stress and also high quality job required from the advertising and marketing company, it is recommended that Lewis must enable the manufacturing device to be a separate function from the marketing system. Since a lot of advertising and marketing agencies had these two functions as different units, it makes more feeling to adhere to the norm.

Integration of Advertising And Marketing with Operations: Since Lewis is currently taking treatment of the advertising and also procedures departments at the same time; it makes feeling to integrate the two functions since she has actually been successfully taking treatment of both ends. The fact that Lewis has to adapt her management style for the advertising department suggests that these two divisions would certainly be culturally diverse.


An examination of the 3 alternatives shows that integration of advertising and marketing and procedures would certainly not be a viable relocation because of the huge differences in between both divisions although that presently Lewis is managing both. While separation of the manufacturing feature might have been a positive step for the advertising division, the fact that it would certainly indicate placing a 3rd feature under Lewis's wing indicates this should be avoided too. The combination of the advertising division is the best alternative in regards to obtaining the ideal results from the department. An action plan for this alternative is reviewed listed below.

Activity Plan.
Lewis will take over the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

Production function will remain part of advertising under marketing function.

Lewis will certainly divide herself from procedures.

A democratic management style with staff member empowerment will certainly be utilized in advertising and marketing department.

Open door policy and focus on cross department communication will certainly be targeted at removing discord.

Backup plan.

If the assimilation does not exercise as prepared, a contingency strategy would certainly follow which would certainly separate the manufacturing feature from the advertising and marketing feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing feature will most definitely be divided by placing it under an SVP production.