Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad Case Study Analysis


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Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad Case Study Solution

Background and Facts

Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad an office supplies merchant for tiny as well as average sized companies has actually lately been associated with planning for a merging with its rival Residence Deport, which has actually impacted performance levels in departmentswith the senior supervisor involved in legal problems presented by the federal Profession Payment. With the Advertising and marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the current head of operations has been asked to take the function in the future. With challenges in the type of a potential cultural change and also reduced employee spirits, the organization needs a complete reengineering initiative at the advertising and marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing division of Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad is raising unpredictability 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 impacting tactical choices given that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Compensation's treatment in the process. Provided the fact that the shop has a global existence with branches in UK, U.S.A., Canada and Germany, political consider each of these countries might have the ability to impact performance or tactical goals. Federal Trade Commission's antitrust suit against the merger used up important time of the organization's elderly management recommending that 'political' factors can have significant ramifications for a global organisation.

Economic Factors: Financial factors such as the emergence of local business in the worldwide circumstance recommend that Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad is growing in a setting where there is possible growth of businesses. Truth that shop customers are primarily looking for workplace supplies for home offices recommends that the market has a climbing pattern of business owners and house based services.

Social factors: Social trends in the economic climate show that customers are looking for benefit in addition to eye-catching rates. Marketing research demonstrates how the consumer for Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad lacks awareness concerning finding solutions which can supply a mix of comfort as well as affordable.

Technical factors: Modern technology plays a vital function in Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad's company approach particularly as the organization is piloting Technology facilities which would certainly supply innovation sales as well as support in the form of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

Several underlying Organizational Habits problems can be seen in Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad's case as highlighted in this section.

Worries concerning social adjustment: There is worry about a social change that would certainly occur as soon as Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising with a lot of the staff members currently showing discontent over this possible move. This predicted modification has actually produced stress in the workplace which has been combined with the past stress and anxiety of preparing the company for a prospective merging with House Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is shortage of employees that can match the difficult atmosphere of a busy organization. Not only does this bring about problem in discovering the best people, it places stress and anxiety on new hires as can not endure the rate and also stress that the organization expects them to bear.

Twin Coverage Lines: Newcomers find this business culture difficult as well as challenging to handle specifically as populated line connections are indicated to be weak as a whole and objective setting as well as efficiency assessment is still done by the strong line manager. This means that novices can shed clarity about their corresponding roles and also purposes especially as populated line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles despite the fact that it had been speculated that the last would certainly take Krasnow's position came as a strike to her spirits. Lewis might have been capable and also ideal for the work yet the reality that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Worry & Work Instability: Concern and also insecurity can be determined as 2 major problems that Lewis would certainly be dealing with specifically as the merging has currently be cancelled and 2 elderly execs of the advertising division would certainly be leaving. The entire obligation of the department would certainly be falling on Lewis's shoulders who would not simply be in charge of brining regarding a cultural change however would likewise need to confirm herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's management design and also its incompatibility with the advertising and marketing department's role can additionally be seen as an OB obstacle especially as she has actually been made use of to handling issues in the procedures department where workers are taught to focus on processes and get them right. The marketing division on the various other hand can be viewed as a group of people that are made use of to being supported by Krasnow who focused much more on output than processes.

Interdepartmental Disagreements: Interdepartmental arguments between 3 divisions, marketing, merchandizing as well as procedures respectively over the allocation of the advertising and marketing mix can be determined as an additional OB problem. The marketing department does not share the exact same vision as the various other 2 departments concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also operations divisions do not concur over the marketing mix allocation amongst one an additional either.

Disintegration in Advertising Division: Fragmentation in between the marketing and advertising divisions can be recognized as an additional OB problem which can need more attention. The truth that the advertising and marketing areas in the advertising and marketing division are detached is avoiding both departments from gaining from each various other's experience and also expertise. Assimilation of marketing with retailing as well as operations would certainly become harder if the advertising division itself is disintegrated which can be one more prospective OB concern.

Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad Analysis

Numerous concepts have been utilized to explain the conditions to obtain further clarity regarding the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that subordinates are passive and also careless, have little passion and withstand modification. The scenario at Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad is not entirely adhering to Concept X, it can be seen that brand-new hires are discovering this environment instead difficult which might ultimately lead to a better disposition of the monitoring towards Concept X. Also while assessing Lewis's monitoring style, theory X may have been suitable in the operations division to some level but the Marketing department would need dependence on Theory Y in order to get the imagination and originality from the groups.

Tuckman's Teamwork Concept: As far as Lewis's issue about bringing harmony between the advertising and marketing and also marketing department is worried, this would initially lead to conflict as reviewed by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing and marketing department's work, there may be the same first separate which could lead to the second phase of 'storming' where the teams challenge one an additional.

Bridges' Transition Version: As per William Bridge's theory (appendix 4), people are rather unpleasant with adjustment, which is noticeable by the circumstance at Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad The situation can be seen as a typical course of life if is researched according to Bridge's theory where he describes that people experience three phases of shift when they experience change. 'Ending, losing as well as Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they enter stage one therefore there may be emotions like unhappiness, unpredictability, aggravation, rage, fear, rejection and also disorientation.The scenario at the advertising department of Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad is similar so Lewis can get comfy with the idea that it is not amazing behavior. In the second phase, there may be a requirement to bridge the space between the brand-new as well as old society so Lewis may need to face this challenge once Krasnow leaves. There may be reduced spirits and low performance at this stage which ought to not be taken as an obstacle. It is during this stage that Lewis will certainly have to give assistance to the division so that they can locate an orientation. It can be seen exactly how Krasnow has already made this shift much easier by making Lewis get associated with the department a year prior to his actual separation. Based on Bridges' Version, stage three will produce visibility to understanding, High energy as well as commitment as individuals will welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has goes over the value of 'protection requires as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel safe and secure and out of threat' is at the second level of needs. Prior to an employee can be made to create emotionally, he requires to have his 'Physiological 'and 'Safety and security' requires satisfied.

SWOT Analysis for Pumping Iron At Cliffs Associates The Circored Iron Ore Reduction Plant In Trinidad Case Study

Implication of Analysis.

The OB analysis has looked at different theories to comprehend just how to deal with the current situation at hand. The adhering to three options have been recommended to help Lewis manage the organizational difficulties in the marketing division. Each of these alternatives has actually been recommended for alleviating the shift needed to bring the marketing division in line with the requirements of the marketplace and for making the cultural modification that would adhere to when the existing leader leaves.

Combination of advertising and marketing features. Separating Adverting and also Production features. Assimilation of Marketing with Procedures.

Evaluation of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has competence in business-to-business advertising along with company as well as retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing as well as advertising and marketing functions.

The benefit of this approach is that it will certainly incorporate both functions while minimizing the requirement for hiring an extra source for advertising. In addition to this, Lewis would certainly be heading the marketing department and regardless her replacement would certainly be needed for the present duty that she is executing. The downside of this alternative is that external hiring might cause bitterness from interior employees that might be eying the placement of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and Manufacturing: Provided the competitive pressures as well as high quality job required from the ad agency, it is advised that Lewis ought to allow the manufacturing device to be a separate feature from the advertising unit. Since the majority of advertising agencies had these 2 features as separate systems, it makes more feeling to follow the norm. Along with this, both functions may have the ability to focus on their core activates extra successfully. Nonetheless, the negative aspect of this method would certainly be that additional costs would have to be birthed for establishing different manufacturing features. In addition to this, a production head might need to be hired which might raise expenses for the company.

Combination of Advertising And Marketing with Workflows: Considering that Lewis is currently taking treatment of the advertising and marketing and also procedures divisions concurrently; it makes feeling to integrate the 2 functions considering that she has actually been efficiently taking treatment of both ends. The reality that Lewis has to adapt her monitoring style for the advertising and marketing division recommends that these two divisions would be culturally varied.


An assessment of the 3 choices suggests that assimilation of advertising and marketing as well as operations would certainly not be a viable move due to the vast distinctions in between the two departments despite the fact that presently Lewis is dealing with both. While separation of the manufacturing feature might have been a favorable step for the marketing division, the reality that it would certainly suggest positioning a 3rd function under Lewis's wing implies this should be avoided.

Action Strategy.
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Manufacturing feature will certainly continue to be part of marketing under advertising and marketing function.

Lewis will divide herself from procedures.

An autonomous leadership style with worker empowerment will certainly be made use of in advertising department.

Open door policy as well as focus on cross departmental communication will be aimed at removing discord.

Contingency strategy.

If the integration does not exercise as planned, a backup strategy would adhere to which would separate the manufacturing function from the marketing feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the manufacturing feature will definitely be separated by positioning it under an SVP manufacturing.