The Unfinished Agenda Dr Reddys Laboratories Ltd Case Study Solution


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The Unfinished Agenda Dr Reddys Laboratories Ltd Case Study Help

Background and Facts

The Unfinished Agenda Dr Reddys Laboratories Ltd an office materials store for little as well as moderate sized services has actually just recently been associated with planning for a merger with its competitor Home Deport, which has influenced effectiveness levels in departmentswith the elderly manager involved in legal problems presented by the government Trade Commission. With the Marketing Head putting forward the news of his separation from the company 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 prospective social change as well as low staff member spirits, the company is in need of a full reengineering effort at the advertising department.

Problem Declaration

The prospective social change at the marketing department of The Unfinished Agenda Dr Reddys Laboratories Ltd is increasing uncertainty in the working environment bring about various challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting calculated choices since Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Profession Compensation's intervention in the process. Offered the truth that the store has an international presence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these countries may be able to impact performance or critical goals. Federal Trade Payment's antitrust suit against the merging used up important time of the company's senior administration suggesting that 'political' factors can have severe ramifications for a worldwide business.

Economic Factors: Financial factors such as the development of local business in the worldwide circumstance suggest that The Unfinished Agenda Dr Reddys Laboratories Ltd is prospering in a setting where there is possible development of companies. Fact that store customers are mostly looking for office products for residence offices recommends that the market has a climbing pattern of business owners as well as home based businesses.

Social factors: Social trends in the economic situation show that clients are trying to find convenience along with attractive costs. Marketing research shows how the consumer for The Unfinished Agenda Dr Reddys Laboratories Ltd lacks recognition concerning discovering remedies which can use a combination of benefit as well as low costs.

Technical factors: Innovation plays a crucial function in The Unfinished Agenda Dr Reddys Laboratories Ltd's service approach particularly as the company is piloting Technology facilities which would use modern technology sales and also assistance in the kind of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and Effects.

Several underlying Business Habits problems can be seen in The Unfinished Agenda Dr Reddys Laboratories Ltd's case as highlighted in this area.

Uneasiness concerning cultural modification: There is worry about a social modification that would occur once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with most of the staff members currently showing discontent over this potential relocation. This predicted change has actually developed stress and anxiety in the office which has actually been paired with the previous tension of preparing the company for a prospective merger with Residence Deport.

Stressful Task Atmosphere for Newcomers: There is shortage of personnel that can match the stressful setting of a hectic company. Not just does this bring about trouble in finding the appropriate individuals, it places anxiety on new hires as can not stand up to the rate and stress that the company anticipates them to birth.

Twin Reporting Lines: Novices find this business culture difficult and also difficult to handle especially as populated line relationships are meant to be weaker in general and objective setup and also efficiency analysis is still done by the solid line supervisor. This suggests that novices could shed clarity regarding their corresponding functions as well as purposes specifically as populated line reporting does not maintain them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had been hypothesized that the latter would take Krasnow's placement came as a blow to her spirits. Lewis might have been qualified as well as suitable for the work yet the truth that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Job Insecurity: Worry and also insecurity can be identified as two major issues that Lewis would certainly be taking care of specifically as the merging has now be terminated and 2 elderly execs of the marketing department would be leaving. The whole obligation of the division would certainly be dropping on Lewis's shoulders who would not simply be in charge of brining concerning a cultural modification but would certainly also have to verify herself in her new role.

Inappropriate Administration Style of Leader: Lewis's management design and its incompatibility with the advertising department's role can also be seen as an OB challenge especially as she has actually been utilized to handling issues in the operations department where workers are shown to concentrate on processes and also obtain them right. The advertising division on the other hand can be seen as a team of people who are utilized to being supported by Krasnow who focused much more on result than processes.

Interdepartmental Differences: Interdepartmental differences in between three divisions, marketing, merchandizing and also procedures respectively over the appropriation of the marketing mix can be determined as an additional OB concern. The advertising department does not share the same vision as the various other two departments regarding the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and operations divisions do not concur over the advertising and marketing mix allocation among one an additional either.

Fragmentation in Advertising And Marketing Department: Disintegration in between the advertising and marketing departments can be identified as one more OB problem which can need further interest. The truth that the advertising and marketing areas in the marketing department are disconnected is stopping both divisions from getting from each other's experience as well as expertise. Combination of marketing with merchandising and operations would certainly come to be more difficult if the advertising division itself is broken down which can be an additional prospective OB concern.

The Unfinished Agenda Dr Reddys Laboratories Ltd Analysis

Various concepts have actually been used to discuss the conditions to get more clearness about the scenario available.

McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors think that staffs are passive and also careless, have little ambition and also stand up to change. The tough variation of this theory emphasized threat, tight controls, dangers and also penalties. Gradually it generates reduced efficiency, subtle sabotage and rivalry (Bargain, 2003). The circumstance at The Unfinished Agenda Dr Reddys Laboratories Ltd is not entirely adhering to Concept X, it can be seen that brand-new hires are locating this atmosphere instead difficult which might ultimately lead to a better inclination of the administration in the direction of Theory X. According to McGregor's advocated view, which he called Concept Y, the essential task of the administration is to set up organizational conditions so that individuals can accomplish their very own goals best by routing their initiatives in the direction of organizational rewards. If people locate no satisfaction in their job, the administration would have little selection but to count on concept X and exterior control (Deal, 2003). Even while examining Lewis's monitoring design, concept X might have been suitable in the operations division to some extent but the Advertising department would certainly require dependence on Concept Y so as to get the creative thinking and originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's issue about bringing harmony in between the advertising and marketing and advertising department is concerned, this would originally lead to conflict as gone over by Bruce Tuckman in his 'Synergy Concept'. By incorporating the marketing and marketing department's job, there may be the same first separate which can lead to the 2nd stage of 'storming' where the groups test one an additional.

Bridges' Change Model: As per William Bridge's concept (appendix 4), people are fairly uncomfortable with adjustment, which is apparent by the circumstance at The Unfinished Agenda Dr Reddys Laboratories Ltd The scenario can be seen as a typical program of life if is examined based on Bridge's theory where he clarifies that people experience 3 phases of transition when they experience adjustment. 'Closing, shedding and Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people exist with adjustment, they go into stage one and so there might be emotions like despair, uncertainty, stress, rage, worry, rejection and disorientation.The circumstance at the advertising and marketing division of The Unfinished Agenda Dr Reddys Laboratories Ltd is similar so Lewis can get comfortable with the idea that it is not amazing behavior. In the 2nd phase, there might be a need to link the void between the new and old culture so Lewis might have to face this experience when Krasnow leaves. There might be reduced morale and reduced performance at this stage which need to not be taken as an obstacle. It is throughout this phase that Lewis will have to offer guidance to the department so that they can find an orientation. It can be seen just how Krasnow has already made this transition less complicated by making Lewis get involved in the department a year before his actual departure. Based on Bridges' Version, phase three will certainly bring about openness to knowing, High power and dedication as individuals will welcome the modification (Bridges, 2004).

Maslow's Demand pecking order: The OB issue pertaining to insecurity at the office has been triggered first of all by the modification in monitoring and second of all by the fact that the merger will certainly no longer be initiated. Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has talks about the importance of 'safety and security requires as being a reduced level requirement of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel protected as well as safe' is at the second degree of requirements. Before an employee can be made to develop emotionally, he needs to have his 'Physical 'and also 'Security' requires satisfied. This shows that unless the personnel are made to really feel secure about their current work status in The Unfinished Agenda Dr Reddys Laboratories Ltd they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for The Unfinished Agenda Dr Reddys Laboratories Ltd Case Study

Effects of Analysis.

The OB analysis has actually taken a look at numerous concepts to recognize exactly how to handle the existing situation handy. The complying with 3 alternatives have been proposed to help Lewis deal with the organizational obstacles in the marketing department. Each of these options has been recommended for reducing the shift needed to bring the marketing department in accordance with the requirements of the market as well as for making the social modification that would certainly adhere to when the present leader leaves.

Combination of advertising and marketing features. Dividing Adverting and Production functions. Combination of Advertising And Marketing with Operations.

Assessment of Alternatives.

Assimilation of Marketing & Marketing Functions: The in-house advertising and marketing agency of The Unfinished Agenda Dr Reddys Laboratories Ltd is currently toughness for the organization in regards to saving up on overheads connected to advertising and promotion. Considering that no brand-new recruitment has actually been done after Bridget Cole's separation with the reporting line being directly designated to Krasnow for the marketing feature, this is a favorable opportunity for incorporating the marketing and advertising functions. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merging days has expertise in business-to-business marketing together with company and retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The benefit of this approach is that it will certainly integrate the two functions while reducing the requirement for hiring an extra source for advertising. Lewis would certainly be heading the advertising department and in any type of case her replacement would certainly be needed for the present duty that she is executing. The downside of this choice is that outside hiring might cause resentment from internal workers who might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Given the competitive stress as well as high top quality job needed from the advertising company, it is suggested that Lewis needs to permit the manufacturing system to be a separate feature from the advertising device. Considering that most advertising and marketing agencies had these two features as separate devices, it makes even more sense to follow the norm.

Combination of Marketing with Operations: Considering that Lewis is already taking treatment of the advertising as well as operations divisions at the same time; it makes feeling to integrate the 2 features because she has actually been effectively taking treatment of both ends. The fact that Lewis has to adjust her administration design for the advertising and marketing division recommends that these 2 divisions would certainly be culturally varied.


An evaluation of the three options shows that assimilation of marketing and also operations would certainly not be a possible move due to the substantial differences between the two departments in spite of the fact that currently Lewis is dealing with both. While splitting up of the production feature might have been a desirable relocation for the marketing division, the reality that it would mean positioning a 3rd feature under Lewis's wing implies this must be stayed clear of.

Action Plan.

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

Marketing and advertising functions would certainly be merged.

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

Manufacturing feature will remain part of advertising under advertising function.

Lewis will separate herself from operations.

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

Open door policy and also focus on cross departmental communication will certainly be focused on removing disharmony.

Contingency strategy.

If the integration does not exercise as prepared, a contingency plan would comply with which would divide the manufacturing function from the advertising and marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing feature will definitely be separated by placing it under an SVP manufacturing.