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Aep Carbon Capture And Storage Case Study Solution

CASE ANALYSIS

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Aep Carbon Capture And Storage Case Study Help

Background and Facts

Aep Carbon Capture And Storage a workplace supplies retailer for little and also medium sized companies has actually just recently been associated with planning for a merging with its rival Home Deport, which has impacted efficiency degrees in departmentswith the senior manager associated with legal problems put forth by the government Trade Compensation. With the Advertising and marketing Head advancing the information of his separation from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the role in the near future. With challenges in the form of a possible cultural modification as well as reduced employee morale, the company needs a complete reengineering initiative at the marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing department of Aep Carbon Capture And Storage is enhancing unpredictability in the working environment leading to various obstacles for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting tactical decisions considering that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Compensation's treatment while doing so. Provided the truth that the shop has a worldwide presence with branches in UK, U.S.A., Canada and also Germany, political factors in each of these countries might have the ability to influence performance or critical objectives. Federal Profession Commission's antitrust fit versus the merger took up useful time of the company's elderly monitoring suggesting that 'political' factors can have severe ramifications for a global organisation.

Economic Factors: Economic factors such as the appearance of small companies in the international circumstance recommend that Aep Carbon Capture And Storage is thriving in an atmosphere where there is possible development of businesses. Truth that store customers are mostly looking for workplace supplies for residence offices recommends that the market has a rising fad of business owners and also residence based companies.

Social factors: Social patterns in the economic situation show that customers are seeking convenience along with appealing prices. Marketing research shows how the consumer for Aep Carbon Capture And Storage lacks awareness concerning locating options which can supply a mix of benefit and also inexpensive.

Technical factors: Technology plays a crucial function in Aep Carbon Capture And Storage's organisation approach specifically as the organization is piloting Technology facilities which would supply modern technology sales as well as assistance in the form of memory upgrades, peripheral setups. (Summary of PARASITE in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Behavior issues can be seen in Aep Carbon Capture And Storage's case as highlighted in this section.

Concerns concerning social change: There is worry about a cultural change that would happen once Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with a lot of the employee currently showing unhappiness over this possible move. This anticipated adjustment has actually created tension in the workplace which has actually been paired with the past stress of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Stressful Work Setting for Newcomers: There is lack of employees that can match the difficult atmosphere of a fast-paced company. Not just does this lead to difficulty in finding the best people, it places anxiety on brand-new hires as can not withstand the pace and pressure that the organization expects them to bear.

Dual Reporting Lines: Beginners locate this organizational culture cumbersome as well as difficult to cope with especially as dotted line connections are meant to be weak in general and also unbiased setting and efficiency examination is still done by the strong line supervisor. This implies that newbies might shed quality about their corresponding functions and also purposes specifically as populated line reporting does not keep them in straight communication with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been speculated that the last would certainly take Krasnow's setting came as a strike to her spirits. Lewis might have been qualified and ideal for the work however the truth that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Worry & Job Instability: Concern and also instability can be recognized as two significant issues that Lewis would be taking care of particularly as the merging has actually currently be cancelled and also two senior execs of the advertising division would be leaving. The whole duty of the division would be falling on Lewis's shoulders that would certainly not just be in charge of brining concerning a cultural adjustment yet would additionally need to confirm herself in her new role.

Inappropriate Administration Style of Leader: Lewis's management design as well as its conflict with the advertising and marketing department's role can also be viewed as an OB challenge specifically as she has been used to dealing with problems in the operations department where personnel are educated to concentrate on procedures and obtain them right. The advertising and marketing division on the various other hand can be viewed as a team of people who are made use of to being nurtured by Krasnow that concentrated much more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements in between three departments, advertising, merchandizing as well as operations specifically over the appropriation of the marketing mix can be recognized as an additional OB problem. Although the advertising and marketing division does not share the exact same vision as the various other 2 departments pertaining to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also operations departments do not agree over the advertising and marketing mix appropriation among one another either.

Fragmentation in Advertising Division: Disintegration in between the advertising and marketing departments can be determined as an additional OB problem which can require further interest. The truth that the advertising and marketing areas in the advertising department are disconnected is protecting against both divisions from getting from each other's experience and proficiency. Assimilation of marketing with merchandising and also procedures would end up being harder if the advertising and marketing division itself is disintegrated which can be an additional possible OB issue.

Aep Carbon Capture And Storage Analysis

Numerous concepts have actually been used to explain the circumstances to obtain further clarity about the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers think that staffs are passive and careless, have little ambition as well as resist modification. The tough version of this concept emphasized browbeating, tight controls, hazards and penalties. Over time it generates low efficiency, subtle sabotage as well as rivalry (Bargain, 2003). Although the scenario at Aep Carbon Capture And Storage is not totally adhering to Concept X, it can be seen that brand-new hires are locating this environment rather difficult which might ultimately cause a better disposition of the management in the direction of Theory X. According to McGregor's advocated view, which he called Theory Y, the vital task of the administration is to prepare organizational problems to ensure that people can attain their own goals best by routing their efforts towards organizational incentives. If individuals discover no fulfillment in their work, the monitoring would certainly have little choice but to count on concept X as well as external control (Deal, 2003). Also while examining Lewis's management style, concept X may have been suitable in the procedures division to some extent but the Marketing division would need reliance on Theory Y to get the creative thinking as well as creativity from the teams.

Tuckman's Teamwork Concept: As for Lewis's problem concerning bringing harmony in between the marketing and advertising division is concerned, this would originally bring about conflict as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, during the preliminary phase of team development, people may not bond, as they are hectic finding their area in the team. By incorporating the marketing and advertising department's work, there may be the same initial separate which might bring about the 2nd stage of 'storming' where the groups test each other. It is only throughout the 3rd phase or 'norming' when they would certainly come together to share ideas before the group can bring around synergy in the 4th phase 'doing'.

Bridges' Transition Model: Based On William Bridge's theory (appendix 4), people are rather awkward with adjustment, which is obvious by the circumstance at Aep Carbon Capture And Storage The scenario can be seen as a typical course of life if is researched as per Bridge's theory where he clarifies that individuals go through three phases of shift when they experience modification. 'End, losing as well as Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people exist with modification, they get in stage one and so there might be feelings like unhappiness, uncertainty, stress, anger, anxiety, denial as well as disorientation.The circumstance at the marketing division of Aep Carbon Capture And Storage is comparable so Lewis can get comfortable with the idea that it is not extraordinary behavior. In the 2nd phase, there might be a need to link the space between the brand-new as well as old culture so Lewis might need to face this ordeal once Krasnow leaves. There may be low spirits as well as reduced productivity at this stage which should not be taken as a trouble. It is during this stage that Lewis will certainly have to give guidance to the division so that they can locate an orientation. It can be seen just how Krasnow has actually already made this change less complicated by making Lewis get associated with the division a year before his real separation. As per Bridges' Model, stage 3 will certainly cause visibility to learning, High energy as well as commitment as people will certainly accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need pecking order: The OB issue pertaining to instability at the workplace has actually been set off to start with by the adjustment in monitoring and also second of all by the reality that the merging will no more be started. Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has talks about the significance of 'safety and security needs as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe and secure and safe' is at the 2nd degree of demands. Prior to a worker can be made to develop mentally, he needs to have his 'Physiological 'and 'Security' requires met. This suggests that unless the workers are made to feel protected concerning their existing employment status in Aep Carbon Capture And Storage they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Aep Carbon Capture And Storage Case Study



Ramification of Analysis.

The OB analysis has actually considered numerous concepts to recognize exactly how to deal with the present circumstance handy. The complying with three choices have been suggested to help Lewis deal with the organizational difficulties in the advertising and marketing division. Each of these alternatives has been suggested for easing the transition required to bring the marketing division according to the requirements of the marketplace and also for making the social modification that would comply with when the current leader leaves.

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

Assessment of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merger days has know-how in business-to-business advertising along with agency and retail advertising and marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both marketing as well as advertising and marketing features.

The benefit of this technique is that it will certainly integrate both features while minimizing the requirement for working with an added source for advertising and marketing. Along with this, Lewis would certainly be heading the marketing department as well as regardless her replacement would be needed for the existing function that she is carrying out. The negative aspect of this choice is that exterior hiring may produce animosity from inner personnel who might be eying the setting of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Provided the affordable pressures and also high quality job needed from the advertising agency, it is advised that Lewis must permit the production device to be a separate feature from the marketing unit. Since many advertising companies had these two features as separate units, it makes more sense to follow the standard.

Integration of Advertising with Workflows: Considering that Lewis is currently taking care of the advertising and marketing and also procedures departments concurrently; it makes sense to integrate the two features considering that she has been successfully taking treatment of both ends. The fact that Lewis has to adapt her management style for the advertising division suggests that these 2 departments would certainly be culturally varied.

Suggestion.



An evaluation of the 3 alternatives suggests that combination of marketing as well as procedures would not be a possible relocation due to the vast differences in between the two departments regardless of the fact that currently Lewis is dealing with both. While separation of the production function might have been a beneficial action for the advertising department, the truth that it would mean putting a 3rd feature under Lewis's wing means this must be stayed clear of.

Action Plan.
Recommendation
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Manufacturing feature will remain part of advertising and marketing under advertising and marketing feature.

Lewis will certainly separate herself from procedures.

A democratic management design with staff member empowerment will be made use of in advertising and marketing division.

Open door plan and emphasis on cross departmental communication will certainly be focused on getting rid of disharmony.

Contingency plan.

If the assimilation does not exercise as planned, a backup plan would certainly adhere to which would separate the manufacturing function from the marketing feature to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will certainly be heading the marketing department without an SVP. Because case the manufacturing feature will most definitely be divided by putting it under an SVP production.