Kidnapping Negotiation B Case Study Analysis


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Kidnapping Negotiation B Case Study Solution

Background and Facts

Kidnapping Negotiation B a workplace products retailer for small and also medium sized organisations has just recently been involved in preparing for a merging with its competitor Home Deport, which has actually impacted performance degrees in departmentswith the senior supervisor involved in legal complications presented by the government Profession Compensation. With the Marketing Head advancing the information of his separation from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the near future. With difficulties in the kind of a possible social adjustment and also low worker spirits, the organization is in need of a total reengineering initiative at the marketing division.

Issue Statement

The prospective cultural change at the marketing department of Kidnapping Negotiation B is raising uncertainty in the working environment causing different difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting strategic choices because Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Compensation's intervention in the process. Given the fact that the store has a worldwide visibility with branches in UK, USA, Canada and Germany, political factors in each of these nations may have the ability to affect performance or tactical goals. Federal Trade Payment's antitrust suit versus the merger occupied important time of the company's elderly administration recommending that 'political' factors can have significant implications for a global service.

Economic Factors: Economic factors such as the emergence of small businesses in the international situation recommend that Kidnapping Negotiation B is flourishing in an atmosphere where there is prospective growth of organisations. Along with this, truth that shop customers are primarily seeking workplace supplies for office recommends that the market has an increasing fad of business owners as well as home based companies.

Social factors: Social fads in the economic climate reveal that consumers are trying to find convenience in addition to appealing rates. Marketing research shows how the client for Kidnapping Negotiation B does not have awareness regarding locating solutions which can use a combination of ease and inexpensive.

Technical factors: Innovation plays a vital role in Kidnapping Negotiation B's business method specifically as the company is piloting Technology centers which would certainly provide innovation sales as well as support in the kind of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits concerns can be seen in Kidnapping Negotiation B's case as highlighted in this section.

Worries regarding social modification: There is worry about a cultural change that would certainly take place once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with most of the staff members already showing unhappiness over this possible action. This predicted change has actually developed tension in the office which has been paired with the past stress and anxiety of preparing the company for a possible merging with Home Deport.

Difficult Job Atmosphere for Newcomers: There is shortage of personnel that can match the demanding setting of a hectic organization. Not only does this lead to difficulty in locating the best individuals, it puts stress on brand-new hires as can not stand up to the rate as well as pressure that the company expects them to bear.

Twin Reporting Lines: Newcomers find this organizational society cumbersome and challenging to handle especially as dotted line relationships are indicated to be weak as a whole and also unbiased setup and also efficiency examination is still done by the solid line supervisor. This implies that newbies could lose clarity regarding their particular duties and objectives especially as dotted line reporting does not maintain them in straight interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had been guessed that the latter would certainly take Krasnow's setting came as a strike to her morale. Lewis might have been qualified as well as proper for the work but the fact that Kransnow's separation would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Job Insecurity: Anxiety and also instability can be determined as 2 major issues that Lewis would be dealing with particularly 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 be falling on Lewis's shoulders who would certainly not simply be in charge of brining concerning a social modification however would additionally have to verify herself in her new duty.

Incompatible Monitoring Style of Leader: Lewis's monitoring style and also its incompatibility with the advertising and marketing department's role can also be viewed as an OB obstacle specifically as she has actually been made use of to managing concerns in the operations division where personnel are taught to focus on procedures and also get them right. The marketing division on the various other hand can be seen as a group of individuals that are used to being nurtured by Krasnow who focused extra on result than procedures.

Interdepartmental Arguments: Interdepartmental differences in between 3 divisions, marketing, merchandizing as well as operations respectively over the appropriation of the marketing mix can be recognized as one more OB concern. The advertising and marketing department does not share the same vision as the various other two divisions pertaining to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and procedures departments do not agree over the advertising mix allowance amongst one another either.

Disintegration in Advertising And Marketing Department: Disintegration between the advertising and marketing divisions can be determined as another OB concern which could need more focus. The truth that the marketing and advertising sections in the marketing department are separated is stopping both departments from acquiring from each various other's experience as well as proficiency. Assimilation of advertising and marketing with retailing and also operations would certainly become harder if the advertising department itself is degenerated which can be one more potential OB issue.

Kidnapping Negotiation B Analysis

Different theories have been utilized to explain the scenarios to obtain further clarity concerning the situation at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that staffs are passive as well as lazy, have little aspiration as well as resist change. The circumstance at Kidnapping Negotiation B is not entirely adhering to Concept X, it can be seen that new hires are discovering this atmosphere rather demanding which might ultimately lead to a greater inclination of the monitoring towards Theory X. Also while examining Lewis's management design, theory X might have been ideal in the procedures department to some extent but the Advertising department would need dependence on Theory Y in order to obtain the creative thinking and also creativity from the groups.

Tuckman's Team effort Concept: As for Lewis's problem concerning bringing harmony in between the marketing and advertising department is worried, this would originally cause contrast as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, during the first phase of team growth, individuals may not bond, as they are busy finding their area in the group. By combining the advertising and marketing department's job, there might be the same preliminary detach which could cause the second stage of 'storming' where the teams test each other. It is just during the third phase or 'norming' when they would come with each other to share ideas prior to the team can bring around harmony in the fourth phase 'carrying out'.

Bridges' Transition Version: Based On William Bridge's theory (appendix 4), individuals are quite awkward with change, which is noticeable by the situation at Kidnapping Negotiation B The circumstance can be seen as a typical program of life if is examined according to Bridge's theory where he describes that people experience three stages of transition when they experience modification. 'End, shedding and Letting go', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they get in stage one and so there might be feelings like sadness, uncertainty, stress, anger, fear, denial and also disorientation.The scenario at the advertising and marketing division of Kidnapping Negotiation B is similar so Lewis can get comfortable with the idea that it is not remarkable habits. In the 2nd phase, there might be a demand to link the void between the new and old culture so Lewis may have to face this experience once Krasnow leaves. There might be reduced morale and also low efficiency at this stage which should not be taken as an obstacle. It is during this phase that Lewis will need to provide support to the department to make sure that they can find an orientation. It can be seen how Krasnow has currently made this transition easier by making Lewis obtain involved in the department a year before his real departure. Based on Bridges' Design, stage 3 will certainly bring about openness to discovering, High power and also commitment as individuals will embrace the adjustment (Bridges, 2004).

Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has reviews the significance of 'security requires as being a lower level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and also out of danger' is at the second level of demands. Prior to a worker can be made to create emotionally, he needs to have his 'Physical 'as well as 'Safety' requires met.

SWOT Analysis for Kidnapping Negotiation B Case Study

Ramification of Analysis.

The OB analysis has checked out various concepts to recognize exactly how to cope with the existing situation handy. The complying with three alternatives have been suggested to assist Lewis deal with the organizational challenges in the marketing division. Each of these options has been recommended for relieving the shift required to bring the marketing department according to the needs of the marketplace and also for making the cultural adjustment that would comply with when the current leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting as well as Production functions. Integration of Advertising And Marketing with Operations.

Examination of Alternatives.

Assimilation of Advertising & Marketing Functions: The internal marketing company of Kidnapping Negotiation B is already stamina for the company in regards to saving up on expenses related to marketing and promotion. Considering that no brand-new employment has been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the advertising feature, this is a beneficial opportunity for integrating the advertising and marketing functions. Judith Shapiro that has earlier been interviewed by Lewis during the earlier merger days has proficiency in business-to-business advertising and marketing together with agency and retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both marketing and advertising functions.

The benefit of this method is that it will certainly integrate both functions while decreasing the need for hiring an extra resource for marketing. Lewis would be heading the marketing department and also in any kind of case her substitute would certainly be needed for the current duty that she is executing. The negative aspect of this alternative is that exterior hiring may cause animosity from interior workers that might be eying the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable pressures and also high quality work required from the advertising company, it is recommended that Lewis must allow the manufacturing device to be a separate feature from the marketing unit. Since most marketing agencies had these two functions as different devices, it makes even more feeling to comply with the standard.

Combination of Advertising with Procedures: Since Lewis is already taking care of the advertising and also procedures divisions all at once; it makes sense to incorporate the two functions because she has actually been effectively taking treatment of both ends. The truth that Lewis has to adapt her administration style for the advertising department recommends that these 2 divisions would certainly be culturally varied.


An evaluation of the three alternatives suggests that integration of advertising and also operations would certainly not be a viable move as a result of the large distinctions between the two departments although that presently Lewis is handling both. While separation of the manufacturing function might have been a beneficial action for the advertising division, the truth that it would suggest placing a 3rd function under Lewis's wing indicates this must be stayed clear of. The integration of the marketing division is the very best choice in regards to obtaining the ideal arise from the department. An action prepare for this alternative is reviewed below.

Activity Strategy.

Lewis will take control of the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

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

Lewis will separate herself from procedures.

An autonomous leadership design with staff member empowerment will be made use of in advertising division.

Open up door plan as well as emphasis on cross departmental communication will be targeted at eliminating disharmony.

Backup plan.

If the integration does not work out as planned, a backup plan would adhere to which would separate the production function from the advertising function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing department without an SVP. Because case the production feature will absolutely be divided by positioning it under an SVP manufacturing.