Kidnapping Negotiation C Case Study Analysis


Home >> Darden >> Kidnapping Negotiation C >>

Kidnapping Negotiation C Case Study Help

Background and Facts

Kidnapping Negotiation C an office materials store for tiny and moderate sized services has actually just recently been involved in planning for a merger with its competitor House Deport, which has actually impacted performance degrees in departmentswith the senior manager associated with lawful issues presented by the government Profession Compensation. With the Marketing Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the future. With difficulties in the form of a potential cultural adjustment and also reduced worker spirits, the company needs a total reengineering effort at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The potential social change at the advertising and marketing department of Kidnapping Negotiation C is enhancing uncertainty in the workplace leading to different obstacles for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing tactical decisions since Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Trade Payment's treatment while doing so. Offered the reality that the shop has a worldwide existence with branches in UK, USA, Canada as well as Germany, political factors in each of these countries may have the ability to influence performance or calculated objectives. Federal Profession Commission's antitrust fit versus the merging occupied valuable time of the company's elderly management recommending that 'political' factors can have severe effects for an international service.

Economic Factors: Financial factors such as the introduction of small businesses in the global scenario suggest that Kidnapping Negotiation C is flourishing in a setting where there is prospective development of businesses. In addition to this, fact that shop customers are primarily seeking office supplies for office recommends that the market has a rising trend of entrepreneurs and also online services.

Social factors: Social trends in the economic situation reveal that consumers are trying to find ease in addition to eye-catching costs. Market research demonstrates how the consumer for Kidnapping Negotiation C does not have awareness regarding finding options which can provide a combination of comfort as well as inexpensive.

Technical factors: Innovation plays a crucial duty in Kidnapping Negotiation C's service strategy particularly as the company is piloting Innovation centers which would certainly offer innovation sales and support in the kind of memory upgrades, peripheral installments. (Summary of PARASITE in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Habits issues can be seen in Kidnapping Negotiation C's case as highlighted in this area.

Worries regarding social change: There is concern about a social modification that would certainly take place once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with the majority of the employee already showing unhappiness over this prospective step. This predicted change has actually developed tension in the office which has actually been coupled with the past anxiety of preparing the firm for a possible merging with Home Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is shortage of personnel that can match the stressful atmosphere of a busy company. Not just does this lead to problem in finding the best individuals, it places stress on new hires as can not endure the speed as well as pressure that the organization anticipates them to bear.

Double Coverage Lines: Newbies locate this organizational culture troublesome as well as difficult to handle especially as dotted line relationships are suggested to be weak generally as well as objective setting as well as efficiency evaluation is still done by the solid line manager. This indicates that newcomers might lose clearness about their respective duties and objectives particularly as populated line reporting does not maintain them in straight interaction with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had actually been hypothesized that the latter would take Krasnow's placement came as a strike to her morale. Lewis might have been qualified and proper for the task but the reality that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Work Instability: Worry and insecurity can be determined as 2 significant worries that Lewis would certainly be managing particularly as the merger has actually currently be cancelled and two senior execs of the advertising department would be leaving. The entire responsibility of the division would be falling on Lewis's shoulders who would certainly not simply be in charge of brining regarding a social modification however would certainly additionally have to verify herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's management design and its conflict with the advertising department's role can likewise be seen as an OB obstacle specifically as she has been utilized to dealing with concerns in the procedures division where workers are educated to focus on procedures and obtain them. The advertising and marketing division on the other hand can be seen as a team of people who are made use of to being nurtured by Krasnow who focused much more on result than procedures.

Interdepartmental Arguments: Interdepartmental differences between 3 divisions, advertising and marketing, merchandizing as well as procedures respectively over the allotment of the advertising and marketing mix can be identified as one more OB issue. Although the marketing division does not share the exact same vision as the various other 2 departments concerning the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing as well as procedures departments do not agree over the advertising mix allotment among each other either.

Fragmentation in Marketing Department: Fragmentation between the advertising and marketing divisions can be identified as another OB problem which could require further interest. The reality that the marketing and advertising sections in the marketing division are disconnected is avoiding both departments from gaining from each various other's experience and proficiency. Combination of advertising and marketing with retailing and operations would end up being harder if the marketing department itself is degenerated which can be an additional potential OB problem.

Kidnapping Negotiation C Analysis

Different concepts have been made use of to explain the conditions to obtain more quality concerning the scenario at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that juniors are easy and also careless, have little aspiration and also stand up to adjustment. The difficult version of this theory stressed browbeating, tight controls, threats and also punishments. In time it produces reduced efficiency, subtle sabotage and also rivalry (Offer, 2003). The scenario at Kidnapping Negotiation C is not completely complying with Theory X, it can be seen that brand-new hires are discovering this atmosphere instead stressful which may ultimately lead to a better inclination of the monitoring in the direction of Concept X. According to McGregor's advocated sight, which he called Theory Y, the crucial job of the administration is to prepare organizational problems so that individuals can attain their own goals best by guiding their efforts in the direction of business incentives. If people discover no fulfillment in their work, the monitoring would have little selection yet to rely on concept X as well as exterior control (Offer, 2003). Also while assessing Lewis's administration style, concept X may have appropriated in the operations division to some extent however the Advertising division would certainly need dependence on Concept Y so as to get the creativity as well as originality from the groups.

Tuckman's Team effort Concept: As far as Lewis's issue concerning bringing harmony in between the advertising and marketing department is concerned, this would originally lead to conflict as talked about by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, during the initial stage of group growth, individuals may not bond, as they are hectic locating their location in the team. By combining the advertising and marketing department's work, there might coincide first separate which can bring about the 2nd phase of 'storming' where the groups challenge each other. It is just throughout the third stage or 'norming' when they would certainly come with each other to share ideas before the group can bring about harmony in the 4th stage 'performing'.

Bridges' Transition Design: According To William Bridge's theory (appendix 4), individuals are quite awkward with modification, which is apparent by the circumstance at Kidnapping Negotiation C The scenario can be viewed as a typical course of life if is examined based on Bridge's concept where he clarifies that individuals experience 3 stages of shift when they experience adjustment. 'Ending, losing and also Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they get in stage one and so there might be emotions like despair, unpredictability, aggravation, temper, worry, rejection and also disorientation.The situation at the advertising department of Kidnapping Negotiation C is comparable so Lewis can obtain comfortable with the idea that it is not remarkable actions. In the second stage, there may be a requirement to bridge the space between the new as well as old culture so Lewis may have to face this challenge once Krasnow leaves. There might be reduced spirits as well as reduced efficiency at this stage which need to not be taken as a setback. It is during this phase that Lewis will certainly have to offer assistance to the department so that they can locate a sense of direction. It can be seen just how Krasnow has actually already made this change easier by making Lewis obtain involved in the department a year prior to his actual departure. Based on Bridges' Version, stage 3 will produce visibility to learning, High power and dedication as people will embrace the modification (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB problem pertaining to insecurity at the office has been activated firstly by the modification in monitoring and also second of all by the truth that the merging will certainly no more be started. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has discusses the relevance of 'safety requires as being a reduced level need 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 secure and safe' goes to the second degree of needs. Before an employee can be made to create emotionally, he requires to have his 'Physiological 'and also 'Security' requires fulfilled. This suggests that unless the personnel are made to really feel secure about their existing employment status in Kidnapping Negotiation C they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Kidnapping Negotiation C Case Study

Effects of Analysis.

The OB analysis has looked at various concepts to recognize just how to manage the existing circumstance available. The following three options have been proposed to aid Lewis take care of the organizational challenges in the advertising division. Each of these options has actually been proposed for reducing the shift needed to bring the advertising department in line with the requirements of the marketplace and for making the social modification that would adhere to once the current leader leaves.

Assimilation of advertising and marketing features. Separating Adverting as well as Production functions. Combination of Advertising with Workflow.

Examination of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has proficiency in business-to-business advertising along with company and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both marketing and also marketing features.

The benefit of this method is that it will integrate both functions while minimizing the requirement for employing an extra source for marketing. Lewis would be heading the advertising division as well as in any kind of case her substitute would be required for the current role that she is executing. The negative aspect of this alternative is that external hiring may bring about resentment from inner personnel who might be eying the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Offered the affordable stress and also high top quality work needed from the marketing company, it is advised that Lewis must allow the production system to be a separate feature from the advertising and marketing unit. Considering that many advertising and marketing agencies had these 2 functions as different devices, it makes more feeling to follow the standard.

Combination of Marketing with Operations: Considering that Lewis is already taking care of the advertising and marketing as well as procedures divisions simultaneously; it makes feeling to incorporate the two functions considering that she has been effectively taking care of both ends. The fact that Lewis has to adapt her management design for the marketing department suggests that these two departments would certainly be culturally varied.


An assessment of the 3 choices shows that combination of advertising and also operations would certainly not be a practical action due to the huge differences between the two departments in spite of the reality that presently Lewis is dealing with both. While separation of the manufacturing feature might have been a beneficial action for the advertising division, the reality that it would indicate positioning a 3rd function under Lewis's wing implies this ought to be stayed clear of.

Action Strategy.
Lewis will take over the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be combined.

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

Manufacturing feature will continue to be component of advertising and marketing under advertising and marketing feature.

Lewis will separate herself from operations.

A democratic management design with employee empowerment will be made use of in advertising and marketing department.

Open up door policy and also emphasis on cross departmental interaction will be targeted at removing discord.

Backup strategy.

If the integration does not work out as planned, a contingency strategy would follow which would certainly separate the manufacturing function from the marketing feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the production function will most definitely be divided by placing it under an SVP production.