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Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle Case Study Solution

CASE ANALYSIS

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Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle Case Study Analysis

Background and Facts

Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle a workplace supplies seller for tiny and average sized businesses has recently been involved in planning for a merger with its rival House Deport, which has actually affected effectiveness degrees in departmentswith the elderly supervisor involved in legal issues put forth by the federal Profession Commission. With the Advertising Head advancing the information of his separation from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the near future. With challenges in the form of a potential social change and also reduced employee morale, the organization is in need of a complete reengineering effort at the advertising division.

Trouble Statement

The prospective social change at the advertising department of Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle is increasing uncertainty in the workplace leading to various difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing critical decisions since Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Trade Commission's intervention while doing so. Offered the reality that the shop has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations may have the ability to influence efficiency or strategic goals. Federal Trade Commission's antitrust suit against the merger took up beneficial time of the company's senior monitoring recommending that 'political' factors can have major effects for an international company.

Economic Factors: Economic factors such as the appearance of local business in the worldwide circumstance suggest that Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle is flourishing in an atmosphere where there is prospective growth of services. Along with this, reality that store clients are mostly looking for office materials for office recommends that the market has a rising fad of business owners and home based services.

Social factors: Social fads in the economy show that customers are searching for comfort as well as attractive prices. Market research demonstrates how the client for Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle lacks recognition regarding locating options which can use a combination of benefit and also inexpensive.

Technological factors: Modern technology plays a vital role in Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle's business strategy specifically as the company is piloting Innovation centers which would certainly provide innovation sales and support in the kind of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Actions issues can be seen in Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle's case as highlighted in this section.

Concerns about social change: There is apprehension about a social modification that would certainly happen when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with most of the employee currently revealing discontent over this prospective relocation. This anticipated change has developed anxiety in the work environment which has been coupled with the past anxiety of preparing the company for a prospective merging with Home Deport.

Demanding Work Environment for Newcomers: There is lack of employees that can match the stressful environment of a busy company. Not only does this result in problem in discovering the best individuals, it puts stress on brand-new hires as can not withstand the pace and also pressure that the organization anticipates them to bear.

Dual Coverage Lines: Newbies discover this organizational culture cumbersome and tough to deal with particularly as populated line relationships are implied to be weak as a whole as well as unbiased setting as well as performance analysis is still done by the strong line supervisor. This suggests that beginners might lose clarity concerning their respective duties and also goals specifically as populated line reporting does not maintain them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had been hypothesized that the last would take Krasnow's position came as an impact to her spirits. Lewis might have been qualified as well as appropriate for the work yet the reality that Kransnow's separation would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Worry & Job Instability: Worry as well as instability can be identified as 2 significant worries that Lewis would be dealing with specifically as the merging has currently be cancelled and also two elderly execs of the advertising division would certainly be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders that would not just be in charge of brining about a social change yet would certainly also have to prove herself in her new function.

Inappropriate Administration Style of Leader: Lewis's management design as well as its conflict with the advertising and marketing department's duty can likewise be seen as an OB difficulty particularly as she has been used to taking care of issues in the operations division where personnel are instructed to concentrate on processes and also obtain them right. The marketing division on the various other hand can be seen as a team of individuals that are used to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Arguments: Interdepartmental disagreements between three divisions, advertising, merchandizing and procedures respectively over the allocation of the marketing mix can be determined as an additional OB concern. The advertising division does not share the exact same vision as the various other 2 departments relating to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing as well as procedures divisions do not agree over the advertising and marketing mix allocation among one another either.

Disintegration in Marketing Division: Fragmentation between the marketing and advertising departments can be recognized as one more OB concern which can need more interest. The truth that the marketing and advertising areas in the marketing department are separated is protecting against both departments from gaining from each other's experience as well as knowledge. Integration of marketing with merchandising as well as procedures would certainly end up being more difficult if the marketing division itself is degenerated which can be one more prospective OB problem.

Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle Analysis

Numerous concepts have been utilized to discuss the situations to get additional quality about the circumstance handy.

McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of managers believe that juniors are easy and lazy, have little aspiration and stand up to adjustment. The hard variation of this concept highlighted browbeating, limited controls, dangers as well as penalties. Over time it creates reduced productivity, subtle sabotage and competition (Offer, 2003). The situation at Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle is not entirely complying with Theory X, it can be seen that new hires are discovering this atmosphere rather stressful which might ultimately lead to a better inclination of the management towards Theory X. According to McGregor's supported sight, which he called Concept Y, the important task of the administration is to arrange business conditions so that people can achieve their own objectives best by routing their efforts towards business incentives. If people find no complete satisfaction in their job, the monitoring would certainly have little selection but to depend on concept X as well as outside control (Offer, 2003). Also while assessing Lewis's management style, concept X might have appropriated in the procedures department to some extent however the Marketing division would certainly call for reliance on Concept Y in order to get the creativity and also originality from the teams.

Tuckman's Teamwork Theory: Regarding Lewis's problem concerning bringing harmony in between the marketing and advertising division is concerned, this would at first cause clash as gone over by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, during the initial stage of team development, individuals may not bond, as they are active locating their location in the group. By combining the advertising and marketing division's work, there may be the same preliminary detach which might cause the 2nd phase of 'storming' where the groups test each other. It is only throughout the third stage or 'norming' when they would come together to share ideas prior to the team can bring about harmony in the fourth stage 'executing'.

When people are offered with modification, they get in phase one and so there may be emotions like unhappiness, unpredictability, frustration, temper, worry, denial and also disorientation.The circumstance at the advertising and marketing department of Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle is similar so Lewis can get comfortable with the concept that it is not amazing actions. It is during this phase that Lewis will certainly have to provide assistance to the division so that they can locate a sense of instructions. It can be seen how Krasnow has actually already made this shift easier by making Lewis obtain included in the department a year before his actual departure.

Maslow's Need hierarchy: The OB problem related to instability at the office has been triggered firstly by the adjustment in management and also secondly by the truth that the merger will no more be started. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has reviews the relevance of 'protection requires as being a lower level demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel secure and also safe' goes to the second level of demands. Before a worker can be made to establish mentally, he requires to have his 'Physiological 'and 'Safety and security' needs fulfilled. This suggests that unless the workers are made to feel protected concerning their existing work standing in Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle Case Study



Ramification of Analysis.

The OB analysis has actually looked at various theories to comprehend exactly how to handle the present circumstance handy. The following 3 options have actually been recommended to assist Lewis deal with the organizational difficulties in the marketing division. Each of these alternatives has been proposed for easing the transition needed to bring the advertising and marketing division according to the requirements of the marketplace as well as for making the social change that would adhere to as soon as the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and Production features. Assimilation of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

Integration of Advertising And Marketing & Advertising Functions: The in-house advertising and marketing agency of Financing Slum Rehabilitation In Mumbai A Nonprofit Caught In The Middle is already strength for the company in terms of saving up on overheads associated with marketing as well as promo. Since no brand-new employment has actually been done after Bridget Cole's departure with the reporting line being straight appointed to Krasnow for the advertising feature, this is a beneficial chance for integrating the advertising and marketing features. Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merging days has expertise in business-to-business marketing in addition to firm as well as retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to manage both advertising and marketing features.

The benefit of this strategy is that it will integrate both features while decreasing the need for working with an extra source for advertising. Along with this, Lewis would certainly be heading the advertising and marketing department as well as in any case her replacement would be needed for the current function that she is executing. The drawback of this choice is that exterior hiring may cause animosity from internal personnel that might be considering the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Production: Given the competitive pressures and high quality work required from the ad agency, it is recommended that Lewis must enable the manufacturing device to be a separate feature from the marketing device. Given that many ad agency had these two functions as separate devices, it makes even more sense to follow the norm. Both features might be able to focus on their core turns on a lot more effectively. The disadvantage of this strategy would certainly be that added prices would have to be birthed for establishing up different production features. In addition to this, a production head may have to be hired which might raise overheads for the company.

Integration of Advertising with Workflows: Since Lewis is already caring for the advertising and marketing as well as operations departments concurrently; it makes good sense to integrate both features because she has actually been effectively looking after both ends. The reality that the two departments currently have significant distinctions over appropriation of sources recommends that this combination may be able to cause harmony particularly as Lewis would certainly be heading both ends.However there are numerous downsides of this relocation particularly as it would certainly put excessive burden over Lewis's shoulders. The reality that Lewis has to adjust her administration design for the marketing division suggests that these two departments would certainly be culturally diverse. Along with this, Lewis might not be able to use one sort of management design to both departments which can result in inadequacy in either one of both functions.

Recommendation.



An examination of the three options suggests that assimilation of marketing and procedures would not be a practical relocation due to the large distinctions in between the 2 departments regardless of the truth that currently Lewis is handling both. While splitting up of the production function may have been a desirable move for the marketing division, the fact that it would mean positioning a third function under Lewis's wing means this need to be avoided.

Activity Strategy.

Lewis will certainly take control of the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Manufacturing function will stay part of advertising under marketing feature.

Lewis will certainly separate herself from operations.

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

Open door policy as well as focus on cross department communication will be focused on getting rid of dissonance.

Contingency strategy.

If the integration does not work out as intended, a contingency plan would certainly follow which would divide the manufacturing feature from the marketing function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing department without an SVP. In that case the production function will most definitely be separated by placing it under an SVP production.