Menu

Kidnapping Negotiation A Case Study Analysis

CASE STUDY

Home >> Darden >> Kidnapping Negotiation A >>

Kidnapping Negotiation A Case Study Help

Background and Facts

Kidnapping Negotiation A an office supplies retailer for tiny as well as moderate sized organisations has actually recently been associated with preparing for a merger with its competitor Residence Deport, which has actually impacted effectiveness degrees in departmentswith the senior supervisor associated with lawful issues presented by the federal Trade Compensation. With the Advertising and marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the duty in the future. With challenges in the form of a prospective social change and also reduced worker spirits, the organization needs a full reengineering effort at the advertising division.

Problem Statement

The prospective social change at the advertising and marketing department of Kidnapping Negotiation A is increasing uncertainty in the working environment leading to numerous obstacles 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 significant function in affecting critical choices because Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment while doing so. Provided the fact that the shop has an international visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries might have the ability to influence efficiency or tactical goals. Federal Profession Payment's antitrust suit versus the merging occupied valuable time of the organization's senior administration recommending that 'political' factors can have significant implications for an international organisation.

Economic Factors: Economic factors such as the development of local business in the global scenario recommend that Kidnapping Negotiation A is prospering in an environment where there is possible growth of organisations. Reality that shop clients are mostly looking for workplace products for residence workplaces recommends that the market has a rising fad of entrepreneurs and home based companies.

Social factors: Social trends in the economy show that customers are looking for benefit in addition to appealing prices. Marketing research shows how the customer for Kidnapping Negotiation A lacks recognition concerning locating solutions which can provide a combination of ease as well as low costs.

Technical factors: Technology plays a crucial role in Kidnapping Negotiation A's business strategy particularly as the organization is piloting Modern technology facilities which would use technology sales as well as support in the type of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues and Symptoms.

A number of underlying Organizational Behavior issues can be seen in Kidnapping Negotiation A's case as highlighted in this section.

Concerns about cultural change: There is worry about a cultural adjustment that would occur once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with most of the employee already revealing discontent over this prospective move. This anticipated adjustment has created stress and anxiety in the workplace which has actually been paired with the past anxiety of preparing the company for a prospective merging with Home Deport.

Difficult Job Setting for Newcomers: There is lack of employees that can match the stressful setting of a hectic organization. Not only does this cause problem in locating the appropriate people, it puts stress on brand-new hires as can not endure the speed as well as pressure that the organization expects them to birth.

Double Reporting Lines: Novices find this business society troublesome and also hard to manage particularly as populated line partnerships are indicated to be weaker in general as well as unbiased setting as well as performance evaluation is still done by the strong line supervisor. This means that novices can shed clarity regarding their corresponding duties and also objectives particularly as populated line coverage does not maintain them in straight interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's position came as an impact to her morale. Lewis might have been capable and suitable for the job yet the fact that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Concern and also insecurity can be identified as two significant problems that Lewis would be dealing with especially as the merger has now be terminated and two elderly execs of the marketing division would certainly be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders that would certainly not just supervise of brining regarding a cultural modification however would likewise have to show herself in her brand-new function.

Incompatible Management Design of Leader: Lewis's management design and also its incompatibility with the advertising division's duty can also be seen as an OB challenge specifically as she has been utilized to managing issues in the operations department where personnel are shown to concentrate on procedures and get them. The advertising and marketing division on the other hand can be seen as a group of individuals that are made use of to being supported by Krasnow who concentrated extra on result than procedures.

Interdepartmental Disputes: Interdepartmental disagreements between 3 divisions, advertising, merchandizing and procedures respectively over the allowance of the advertising and marketing mix can be recognized as an additional OB issue. Although the advertising division does not share the exact same vision as the various other two divisions pertaining to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and procedures divisions do not concur over the marketing mix appropriation among each other either.

Fragmentation in Advertising And Marketing Division: Disintegration between the advertising and marketing departments can be recognized as one more OB problem which can require further attention. The truth that the advertising and marketing sections in the marketing department are disconnected is avoiding both divisions from acquiring from each other's experience as well as experience. Assimilation of marketing with retailing and also procedures would certainly come to be harder if the marketing department itself is broken down which can be one more prospective OB issue.

Kidnapping Negotiation A Analysis

Various concepts have actually been made use of to clarify the conditions to obtain more clearness concerning the situation available.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that subordinates are passive and also careless, have little aspiration as well as stand up to modification. The scenario at Kidnapping Negotiation A is not completely complying with Theory X, it can be seen that brand-new hires are discovering this setting rather difficult which might eventually lead to a higher inclination of the administration towards Concept X. Also while assessing Lewis's monitoring style, concept X might have been ideal in the operations department to some level however the Marketing division would require dependence on Concept Y in order to get the creative thinking as well as originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's concern about bringing consistency between the marketing and advertising division is worried, this would at first bring about clash as reviewed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the first phase of group growth, individuals might not bond, as they are busy discovering their location in the team. By incorporating the marketing and advertising department's job, there may be the same preliminary separate which might result in the 2nd phase of 'storming' where the teams challenge one another. It is just during the third phase or 'norming' when they would certainly come together to share ideas prior to the team can bring about harmony in the fourth phase 'doing'.

When individuals are presented with adjustment, they enter stage one and so there may be emotions like sadness, uncertainty, aggravation, temper, worry, rejection as well as disorientation.The circumstance at the advertising and marketing division of Kidnapping Negotiation A is similar so Lewis can obtain comfy with the idea that it is not amazing habits. It is during this phase that Lewis will have to provide guidance to the division so that they can find a sense of direction. It can be seen exactly how Krasnow has already made this transition much easier by making Lewis obtain involved in the division a year before his real separation.

Maslow's Requirement power structure: The OB concern related to insecurity at the workplace has actually been triggered to start with by the change in monitoring and also secondly by the reality that the merger will certainly no longer be initiated. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has goes over the significance of 'safety needs as being a lower level requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure and also out of danger' is at the second degree of needs. Before a staff member can be made to establish psychologically, he needs to have his 'Physiological 'and 'Safety and security' needs satisfied. This suggests that unless the workers are made to really feel secure concerning their present work status in Kidnapping Negotiation A they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Kidnapping Negotiation A Case Study



Effects of Analysis.

The OB analysis has actually considered numerous concepts to understand just how to handle the existing circumstance handy. The complying with three options have actually been recommended to help Lewis manage the business challenges in the marketing department. Each of these options has been recommended for easing the transition required to bring the advertising and marketing department in accordance with the requirements of the market and for making the cultural modification that would comply with as soon as the existing leader leaves.

Combination of advertising and marketing features. Separating Adverting as well as Production features. Combination of Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merger days has knowledge in business-to-business marketing along with agency as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to take care of both marketing and marketing functions.

The advantage of this approach is that it will certainly incorporate the two functions while reducing the need for working with an extra resource for advertising. In addition to this, Lewis would certainly be heading the advertising department as well as in any case her substitute would be required for the present function that she is executing. The disadvantage of this option is that outside hiring may produce animosity from internal personnel that may be considering the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting as well as Manufacturing: Provided the affordable stress and also high quality work needed from the advertising agency, it is recommended that Lewis needs to enable the manufacturing unit to be a separate function from the advertising system. Given that a lot of marketing companies had these 2 features as separate devices, it makes even more sense to follow the norm.

Assimilation of Marketing with Workflows: Because Lewis is already looking after the advertising and marketing and procedures divisions simultaneously; it makes sense to incorporate both functions considering that she has actually been successfully caring for both ends. The reality that both departments currently have major differences over allowance of sources recommends that this combination might have the ability to bring about consistency particularly as Lewis would certainly be heading both ends.However there are various disadvantages of this action especially as it would certainly put excessive burden over Lewis's shoulders. The fact that Lewis has to adjust her management style for the advertising division recommends that these two divisions would certainly be culturally diverse. Along with this, Lewis may not be able to apply one type of leadership design to both departments which might cause ineffectiveness in either one of the two features.

Recommendation.



An analysis of the 3 alternatives shows that combination of advertising as well as operations would certainly not be a possible action due to the substantial distinctions between the two departments in spite of the truth that presently Lewis is handling both. While splitting up of the manufacturing feature might have been a desirable step for the advertising department, the truth that it would certainly indicate positioning a 3rd function under Lewis's wing implies this ought to be stayed clear of.

Action Plan.

Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Manufacturing feature will remain part of advertising under marketing feature.

Lewis will certainly separate herself from operations.

An autonomous leadership style with staff member empowerment will certainly be used in marketing department.

Open up door policy as well as emphasis on cross department communication will be aimed at eliminating disharmony.

Contingency strategy.

If the combination does not work out as prepared, a contingency strategy would follow which would certainly separate the production function from the advertising and marketing feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising division without an SVP. Because case the manufacturing function will most definitely be divided by positioning it under an SVP production.