Ing Direct Redefining Direct Banking Case Study Analysis


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Ing Direct Redefining Direct Banking Case Study Solution

Background and Facts

Ing Direct Redefining Direct Banking a workplace materials store for little and also average sized services has actually recently been involved in planning for a merging with its competitor House Deport, which has actually influenced efficiency levels in departmentswith the elderly manager associated with lawful issues put forth by the federal Trade Payment. With the Marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the future. With difficulties in the kind of a potential social adjustment as well as low worker morale, the company requires a full reengineering effort at the advertising and marketing division.

Issue Declaration

The potential cultural modification at the advertising and marketing division of Ing Direct Redefining Direct Banking is raising uncertainty in the workplace resulting in different challenges 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 duty in affecting calculated decisions given that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Payment's treatment while doing so. Provided the truth that the store has a global existence with branches in UK, USA, Canada as well as Germany, political consider each of these countries might have the ability to influence efficiency or tactical objectives. Federal Trade Payment's antitrust match versus the merging occupied beneficial time of the organization's elderly monitoring suggesting that 'political' factors can have serious implications for an international organisation.

Economic Factors: Financial factors such as the appearance of local business in the worldwide situation recommend that Ing Direct Redefining Direct Banking is growing in a setting where there is possible growth of services. In addition to this, reality that shop clients are mostly looking for workplace products for home offices suggests that the market has a rising fad of entrepreneurs and home organisations.

Social factors: Social patterns in the economy reveal that customers are looking for convenience as well as eye-catching prices. Market research shows how the client for Ing Direct Redefining Direct Banking does not have recognition regarding discovering services which can offer a mix of comfort and also low costs.

Technological factors: Innovation plays a vital role in Ing Direct Redefining Direct Banking's service method specifically as the organization is piloting Technology facilities which would certainly provide innovation sales as well as support in the form of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Behavior issues can be seen in Ing Direct Redefining Direct Banking's case as highlighted in this area.

Apprehensions concerning social modification: There is uneasiness about a social modification that would certainly occur when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with the majority of the team member currently revealing unhappiness over this prospective action. This anticipated modification has produced anxiety in the work environment which has been paired with the past anxiety of preparing the company for a potential merging with Residence Deport.

Stressful Task Setting for Newcomers: There is scarcity of personnel that can match the stressful environment of a busy company. Not just does this result in problem in finding the ideal people, it places stress and anxiety on brand-new hires as can not hold up against the pace and stress that the company expects them to bear.

Dual Coverage Lines: Newbies discover this organizational society cumbersome and also tough to manage specifically as dotted line partnerships are indicated to be weak in general and objective setting as well as efficiency examination is still done by the solid line supervisor. This indicates that newbies might shed quality concerning their respective duties and also objectives especially as dotted line coverage does not maintain them in direct communication with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had actually been guessed that the last would certainly take Krasnow's setting came as an impact to her morale. Lewis may have been capable as well as suitable for the job however the reality that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Fear & Task Insecurity: Anxiety and also insecurity can be identified as two major issues that Lewis would certainly be managing specifically as the merging has currently be cancelled and also 2 senior executives of the advertising division would certainly be leaving. The whole duty of the division would certainly be falling on Lewis's shoulders who would not simply be in charge of brining about a social adjustment but would certainly additionally have to prove herself in her new role.

Inappropriate Monitoring Design of Leader: Lewis's monitoring style and its conflict with the advertising and marketing department's function can additionally be seen as an OB difficulty specifically as she has actually been utilized to dealing with concerns in the procedures division where personnel are shown to focus on processes as well as get them. The advertising division on the various other hand can be seen as a group of people that are made use of to being nurtured by Krasnow that focused a lot more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental arguments between 3 departments, marketing, merchandizing and also procedures specifically over the allowance of the advertising mix can be identified as one more OB problem. The advertising and marketing division does not share the exact same vision as the other two divisions relating to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and operations departments do not agree over the advertising mix allocation among one another either.

Fragmentation in Advertising Division: Fragmentation between the marketing and advertising departments can be identified as an additional OB issue which might need further attention. The truth that the marketing and advertising areas in the marketing department are separated is protecting against both departments from getting from each various other's experience and know-how. Assimilation of advertising with retailing as well as procedures would become harder if the advertising and marketing division itself is disintegrated which can be an additional prospective OB problem.

Ing Direct Redefining Direct Banking Analysis

Various theories have been utilized to explain the conditions to get further clearness about the scenario at hand.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors believe that subordinates are easy and lazy, have little aspiration and stand up to modification. The tough version of this theory highlighted browbeating, tight controls, dangers and also penalties. Gradually it creates reduced productivity, refined sabotage and competition (Deal, 2003). The circumstance at Ing Direct Redefining Direct Banking is not totally adhering to Concept X, it can be seen that new hires are finding this setting rather stressful which might ultimately lead to a higher disposition of the administration towards Theory X. Based on McGregor's supported sight, which he called Concept Y, the vital job of the monitoring is to prepare business problems to ensure that individuals can achieve their own goals best by guiding their efforts towards organizational rewards. If people discover no complete satisfaction in their job, the administration would certainly have little selection however to rely on concept X and also exterior control (Deal, 2003). Even while analyzing Lewis's management style, theory X may have been suitable in the operations department somewhat yet the Advertising and marketing department would certainly require reliance on Theory Y in order to get the creativity as well as creativity from the groups.

Tuckman's Teamwork Concept: As much as Lewis's issue concerning bringing consistency in between the advertising and marketing and advertising and marketing division is worried, this would initially lead to contrast as gone over by Bruce Tuckman in his 'Team effort Concept'. By incorporating the advertising and marketing and also advertising department's job, there might be the exact same first disconnect which might lead to the 2nd stage of 'storming' where the teams challenge one another.

When people are presented with adjustment, they get in phase one and also so there may be emotions like unhappiness, unpredictability, aggravation, rage, anxiety, rejection and disorientation.The situation at the advertising division of Ing Direct Redefining Direct Banking is similar so Lewis can get comfortable with the suggestion that it is not remarkable actions. It is throughout this phase that Lewis will certainly have to provide support to the division so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has already made this transition easier by making Lewis get included in the division a year prior to his actual separation.

Maslow's Requirement pecking order: The OB issue related to insecurity at the office has been caused to start with by the modification in management and secondly by the reality that the merging will no more be launched. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has discusses the value of 'security requires as being a lower degree demand of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to feel safe and also untouched' is at the second degree of requirements. Prior to a staff member can be made to develop mentally, he requires to have his 'Physical 'and 'Safety and security' requires fulfilled. This suggests that unless the personnel are made to feel secure about their existing work condition in Ing Direct Redefining Direct Banking they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Ing Direct Redefining Direct Banking Case Study

Ramification of Analysis.

The OB analysis has looked at numerous concepts to recognize exactly how to cope with the present scenario available. The complying with 3 choices have been recommended to aid Lewis manage the business difficulties in the marketing division. Each of these alternatives has actually been recommended for relieving the transition needed to bring the advertising department in line with the requirements of the market as well as for making the cultural adjustment that would follow once the current leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Manufacturing features. Assimilation of Advertising with Operations.

Examination of Alternatives.

Integration of Marketing & Marketing Functions: The in-house marketing company of Ing Direct Redefining Direct Banking is currently toughness for the company in terms of conserving up on expenses associated with marketing and promo. Given that no new recruitment has actually been done after Bridget Cole's separation with the coverage line being straight designated to Krasnow for the advertising function, this is a positive chance for integrating the marketing and advertising functions. Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has expertise in business-to-business marketing together with firm and retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both marketing and advertising functions.

The benefit of this approach is that it will certainly incorporate both features while minimizing the requirement for working with an added source for advertising and marketing. Lewis would be heading the advertising and marketing department and in any case her substitute would certainly be needed for the current duty that she is doing. The negative aspect of this alternative is that outside hiring may produce bitterness from inner personnel that may be eying the position of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Production: Provided the affordable pressures and also high quality work needed from the advertising and marketing company, it is recommended that Lewis must allow the production unit to be a different feature from the advertising unit. Given that a lot of advertising and marketing agencies had these two features as different systems, it makes more sense to adhere to the norm.

Combination of Advertising with Procedures: Considering that Lewis is already taking treatment of the advertising as well as procedures departments at the same time; it makes sense to incorporate the 2 functions since she has actually been successfully taking care of both ends. The truth that Lewis has to adjust her monitoring style for the marketing division recommends that these two departments would certainly be culturally varied.


An examination of the 3 alternatives indicates that integration of marketing and also procedures would certainly not be a practical relocation due to the vast differences between the 2 departments in spite of the truth that presently Lewis is handling both. While splitting up of the manufacturing function may have been a desirable step for the marketing division, the fact that it would certainly indicate putting a third function under Lewis's wing suggests this must be stayed clear of.

Action Strategy.

Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Manufacturing feature will certainly stay part of advertising under advertising and marketing feature.

Lewis will certainly separate herself from operations.

A democratic management style with employee empowerment will certainly be used in marketing department.

Open door plan and also focus on cross departmental interaction will certainly be focused on removing disharmony.

Backup plan.

If the assimilation does not exercise as intended, a backup strategy would comply with which would divide the production feature from the advertising function to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the production function will most definitely be divided by placing it under an SVP production.