Gillette Singapore Managing Global Business Integration On The Ground C Case Study Analysis


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Gillette Singapore Managing Global Business Integration On The Ground C Case Study Help

Background and Facts

Gillette Singapore Managing Global Business Integration On The Ground C an office materials retailer for little and also moderate sized companies has lately been associated with preparing for a merger with its competitor Home Deport, which has actually influenced efficiency degrees in departmentswith the elderly manager involved in lawful difficulties put forth by the government Profession Payment. With the Advertising and marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the near future. With obstacles in the form of a possible social change as well as low staff member spirits, the company wants a complete reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential social change at the advertising department of Gillette Singapore Managing Global Business Integration On The Ground C is boosting unpredictability in the workplace bring about various obstacles 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 function in impacting critical decisions because Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Trade Commission's intervention in the process. Given the truth that the shop has a global presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries may have the ability to affect performance or strategic goals. Federal Profession Compensation's antitrust suit versus the merger used up important time of the company's elderly administration suggesting that 'political' factors can have major effects for an international organisation.

Economic Factors: Economic factors such as the introduction of small businesses in the worldwide circumstance suggest that Gillette Singapore Managing Global Business Integration On The Ground C is growing in an environment where there is possible growth of organisations. Truth that shop customers are mainly looking for workplace materials for home workplaces suggests that the market has an increasing trend of business owners and house based businesses.

Social factors: Social fads in the economy show that clients are looking for benefit as well as attractive rates. Marketing research shows how the consumer for Gillette Singapore Managing Global Business Integration On The Ground C does not have understanding about locating solutions which can provide a combination of comfort and low costs.

Technological factors: Modern technology plays a vital duty in Gillette Singapore Managing Global Business Integration On The Ground C's organisation technique particularly as the company is piloting Innovation facilities which would offer modern technology sales and assistance in the kind of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Behavior concerns can be seen in Gillette Singapore Managing Global Business Integration On The Ground C's case as highlighted in this area.

Uneasiness about social change: There is apprehension about a cultural adjustment that would certainly happen once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with the majority of the staff members already revealing discontent over this prospective relocation. This expected adjustment has actually produced anxiety in the office which has actually been combined with the past stress and anxiety of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is shortage of employees that can match the demanding setting of a busy organization. Not only does this bring about difficulty in locating the ideal people, it puts anxiety on new hires as can not endure the speed and also stress that the organization anticipates them to birth.

Dual Reporting Lines: Newcomers find this organizational culture difficult and hard to manage specifically as populated line partnerships are indicated to be weak as a whole and unbiased setting and also efficiency analysis is still done by the solid line manager. This indicates that newcomers can lose quality concerning their respective functions as well as goals particularly as dotted line reporting does not maintain them in straight interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles although it had actually been guessed that the latter would certainly take Krasnow's position came as an impact to her morale. Lewis may have been capable and also ideal for the work yet the truth that Kransnow's departure would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Job Instability: Fear as well as insecurity can be identified as two significant problems that Lewis would be dealing with particularly as the merging has currently be terminated as well as two senior execs of the marketing division would be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders who would not just be in charge of brining about a social adjustment but would certainly likewise need to verify herself in her new duty.

Incompatible Monitoring Design of Leader: Lewis's management style and also its conflict with the advertising and marketing division's duty can also be seen as an OB difficulty especially as she has been utilized to taking care of problems in the procedures division where personnel are instructed to concentrate on processes and also obtain them right. The marketing department on the various other hand can be seen as a team of people who are used to being supported by Krasnow who focused much more on output than processes.

Interdepartmental Differences: Interdepartmental disputes in between three departments, marketing, merchandizing as well as procedures respectively over the appropriation of the marketing mix can be identified as another OB worry. Although the advertising department does not share the very same vision as the other two departments concerning the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and operations divisions do not agree over the marketing mix allocation amongst each other either.

Disintegration in Marketing Division: Fragmentation in between the marketing and advertising departments can be recognized as one more OB issue which can require more interest. The truth that the marketing and advertising areas in the marketing division are detached is stopping both departments from gaining from each various other's experience and also know-how. Assimilation of advertising with retailing as well as procedures would certainly become harder if the marketing department itself is disintegrated which can be one more possible OB worry.

Gillette Singapore Managing Global Business Integration On The Ground C Analysis

Different theories have actually been used to discuss the scenarios to obtain more clarity concerning the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that staffs are passive as well as lazy, have little passion and also resist change. The hard version of this concept emphasized coercion, limited controls, risks as well as penalties. Over time it creates reduced productivity, subtle sabotage and rivalry (Bargain, 2003). The scenario at Gillette Singapore Managing Global Business Integration On The Ground C is not completely complying with Concept X, it can be seen that brand-new hires are discovering this atmosphere rather difficult which might at some point lead to a better inclination of the monitoring towards Theory X. According to McGregor's advocated view, which he called Theory Y, the vital job of the management is to set up business conditions so that individuals can achieve their own objectives best by guiding their initiatives in the direction of business rewards. If individuals discover no satisfaction in their work, the administration would certainly have little choice however to rely upon theory X and also exterior control (Bargain, 2003). Even while evaluating Lewis's administration design, concept X may have been suitable in the operations department to some extent yet the Advertising and marketing department would call for reliance on Theory Y in order to get the creativity as well as creativity from the teams.

Tuckman's Synergy Concept: As far as Lewis's problem regarding bringing harmony in between the advertising and marketing department is concerned, this would originally result in conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, throughout the first stage of group development, people may not bond, as they are busy discovering their area in the group. By combining the marketing and advertising division's work, there might be the same first separate which might result in the second stage of 'storming' where the groups challenge one another. It is only throughout the third phase or 'norming' when they would certainly come with each other to share suggestions before the team can bring about synergy in the 4th phase 'performing'.

Bridges' Transition Version: As per William Bridge's concept (appendix 4), people are quite uneasy with change, which is obvious by the scenario at Gillette Singapore Managing Global Business Integration On The Ground C The situation can be seen as a normal training course of life if is researched based on Bridge's theory where he clarifies that people experience three stages of shift when they experience change. 'Closing, shedding and Letting go', The Neutral Area and 'The New Beginning' (Bridges, 2004). When individuals are presented with modification, they go into stage one therefore there may be feelings like sadness, unpredictability, aggravation, anger, worry, rejection as well as disorientation.The circumstance at the marketing department of Gillette Singapore Managing Global Business Integration On The Ground C is similar so Lewis can obtain comfortable with the suggestion that it is not extraordinary actions. In the 2nd phase, there might be a demand to connect the void in between the new and also old society so Lewis may have to encounter this ordeal as soon as Krasnow leaves. There might be reduced morale as well as reduced performance at this phase which should not be taken as a setback. It is during this stage that Lewis will certainly have to provide assistance to the division to make sure that they can locate an orientation. It can be seen how Krasnow has actually already made this change simpler by making Lewis get associated with the department a year prior to his actual separation. As per Bridges' Design, stage 3 will certainly bring about visibility to discovering, High power and also dedication as people will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has goes over the importance of 'protection needs as being a lower level need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel secure as well as out of risk' is at the second level of demands. Prior to an employee can be made to develop mentally, he needs to have his 'Physical 'and also 'Safety and security' needs fulfilled.

SWOT Analysis for Gillette Singapore Managing Global Business Integration On The Ground C Case Study

Implication of Analysis.

The OB analysis has actually taken a look at numerous concepts to recognize exactly how to cope with the existing situation handy. The adhering to 3 options have been recommended to aid Lewis take care of the organizational obstacles in the advertising and marketing division. Each of these alternatives has been recommended for easing the transition required to bring the marketing division according to the demands of the market and also for making the social modification that would comply with as soon as the current leader leaves.

Integration of marketing and advertising features. Separating Adverting and Manufacturing functions. Assimilation of Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business advertising along with firm and retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing and also marketing functions.

The benefit of this approach is that it will certainly incorporate the two functions while minimizing the demand for employing an added resource for advertising. Lewis would be heading the marketing division and also in any type of case her replacement would be needed for the present duty that she is performing. The negative aspect of this alternative is that external hiring might produce animosity from internal workers that might be looking at the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Manufacturing: Provided the competitive pressures and also premium quality work called for from the ad agency, it is recommended that Lewis must allow the production device to be a different feature from the marketing device. Given that many ad agency had these 2 functions as separate units, it makes more sense to follow the standard. In addition to this, both features might be able to concentrate on their core turns on more successfully. The disadvantage of this approach would be that additional costs would certainly have to be borne for setting up separate manufacturing functions. Along with this, a manufacturing head might need to be employed which might enhance overheads for the organization.

Integration of Advertising And Marketing with Workflows: Because Lewis is already taking treatment of the marketing and operations divisions simultaneously; it makes feeling to incorporate the two features considering that she has been efficiently taking care of both ends. The fact that Lewis has to adapt her administration style for the marketing division suggests that these 2 divisions would certainly be culturally varied.


An assessment of the three options indicates that assimilation of marketing and also operations would certainly not be a viable action due to the vast differences between the two departments despite the fact that currently Lewis is taking care of both. While separation of the production feature might have been a beneficial action for the marketing division, the reality that it would certainly suggest placing a 3rd function under Lewis's wing suggests this need to be prevented. The combination of the advertising and marketing division is the most effective alternative in regards to getting the optimal results from the division. An activity plan for this alternative is talked about below.

Activity Strategy.
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 place as SVP of marketing and advertising.

Production feature will stay component of advertising under advertising and marketing feature.

Lewis will certainly divide herself from operations.

An autonomous leadership design with staff member empowerment will certainly be used in marketing division.

Open door plan and also emphasis on cross department interaction will be aimed at removing disharmony.

Backup strategy.

If the integration does not exercise as prepared, a contingency plan would follow which would divide the production function from the advertising feature to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing division without an SVP. Because case the production feature will most definitely be separated by putting it under an SVP production.