Apex Investment Partners A April 1995 Case Study Solution


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Apex Investment Partners A April 1995 Case Study Analysis

Background and Facts

Apex Investment Partners A April 1995 a workplace supplies merchant for small as well as medium sized services has just recently been associated with planning for a merger with its rival Residence Deport, which has influenced effectiveness degrees in departmentswith the elderly manager associated with lawful difficulties presented by the government Profession Commission. With the Advertising Head advancing the information of his separation from the business in one year, Jeannie Lewis, the current head of operations has been asked to take the function in the near future. With obstacles in the type of a potential social adjustment as well as reduced worker morale, the organization requires a total reengineering effort at the marketing division.

Problem Statement
Porter's 5 Forces Analysis
The possible social modification at the marketing department of Apex Investment Partners A April 1995 is enhancing uncertainty in the working environment leading to various obstacles for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing strategic decisions given that Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Compensation's intervention at the same time. Offered the reality that the shop has an international existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations may be able to influence efficiency or strategic goals. Federal Profession Payment's antitrust fit against the merging took up valuable time of the company's senior management recommending that 'political' factors can have serious effects for an international organisation.

Economic Factors: Financial factors such as the appearance of local business in the international circumstance recommend that Apex Investment Partners A April 1995 is thriving in an environment where there is potential growth of services. Along with this, reality that store customers are mostly trying to find workplace supplies for office suggests that the marketplace has an increasing fad of entrepreneurs and online organisations.

Social factors: Social patterns in the economic climate reveal that consumers are looking for benefit along with attractive rates. Marketing research demonstrates how the customer for Apex Investment Partners A April 1995 does not have awareness about discovering options which can offer a mix of ease as well as affordable.

Technical factors: Modern technology plays a vital duty in Apex Investment Partners A April 1995's organisation method specifically as the organization is piloting Innovation centers which would provide innovation sales as well as assistance in the type of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Habits issues can be seen in Apex Investment Partners A April 1995's case as highlighted in this section.

Apprehensions concerning cultural modification: There is apprehension regarding a social modification that would happen once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with the majority of the employee currently revealing discontent over this possible step. This anticipated change has developed tension in the work environment which has been paired with the past anxiety of preparing the company for a prospective merger with Home Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is lack of personnel that can match the difficult setting of a busy company. Not only does this bring about difficulty in discovering the best people, it places stress and anxiety on brand-new hires as can not endure the pace as well as stress that the organization expects them to birth.

Twin Coverage Lines: Beginners discover this organizational culture troublesome as well as hard to deal with particularly as dotted line connections are indicated to be weaker as a whole and also objective setup and also efficiency analysis is still done by the solid line supervisor. This indicates that newbies could lose quality concerning their respective duties as well as goals especially as populated line coverage does not maintain them in direct interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's position came as a strike to her morale. Lewis might have been capable and also ideal for the job yet the fact that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Fear and instability can be determined as two major concerns that Lewis would be managing specifically as the merger has actually now be terminated and 2 elderly executives of the advertising and marketing division would be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders who would not just supervise of brining regarding a social modification yet would additionally need to verify herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's management style and also its conflict with the marketing department's duty can additionally be seen as an OB difficulty especially as she has been used to handling problems in the procedures department where workers are instructed to concentrate on procedures and also obtain them. The advertising division on the various other hand can be viewed as a group of people that are made use of to being nurtured by Krasnow that focused much more on output than procedures.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 divisions, marketing, merchandizing as well as operations specifically over the appropriation of the marketing mix can be identified as an additional OB worry. The marketing department does not share the same vision as the various other 2 divisions pertaining to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and operations divisions do not agree over the advertising and marketing mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Department: Fragmentation in between the advertising and marketing departments can be identified as another OB problem which could need additional focus. The fact that the marketing and advertising sections in the advertising department are disconnected is avoiding both divisions from obtaining from each other's experience and knowledge. Integration of advertising and marketing with merchandising as well as procedures would certainly become more difficult if the marketing division itself is broken down which can be an additional prospective OB worry.

Apex Investment Partners A April 1995 Analysis

Numerous concepts have been made use of to clarify the conditions to get additional clearness about the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers think that subordinates are passive and also lazy, have little aspiration and resist adjustment. The difficult variation of this theory highlighted threat, tight controls, risks as well as penalties. With time it produces reduced efficiency, subtle sabotage and competition (Deal, 2003). Although the circumstance at Apex Investment Partners A April 1995 is not entirely complying with Theory X, it can be seen that new hires are locating this atmosphere rather difficult which might at some point cause a higher inclination of the administration towards Concept X. Based on McGregor's advocated sight, which he called Theory Y, the necessary job of the management is to prepare business problems to ensure that individuals can achieve their very own goals best by routing their efforts in the direction of business incentives. If individuals discover no fulfillment in their work, the management would have little option but to rely upon concept X as well as external control (Deal, 2003). Even while analyzing Lewis's management design, theory X may have appropriated in the operations department to some extent but the Advertising department would certainly call for reliance on Theory Y so as to get the creativity and creativity from the teams.

Tuckman's Teamwork Concept: As much as Lewis's issue about bringing consistency between the marketing and advertising and marketing division is worried, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing and also advertising and marketing department's job, there might be the same initial detach which can lead to the second phase of 'storming' where the groups test one an additional.

Bridges' Transition Version: According To William Bridge's theory (appendix 4), individuals are rather unpleasant with change, which is evident by the circumstance at Apex Investment Partners A April 1995 The situation can be seen as a regular course of life if is examined based on Bridge's concept where he clarifies that individuals go through three phases of change when they experience modification. 'End, losing as well as Letting go', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they go into stage one and so there might be emotions like unhappiness, unpredictability, irritation, temper, concern, denial and also disorientation.The circumstance at the advertising department of Apex Investment Partners A April 1995 is comparable so Lewis can get comfortable with the suggestion that it is not amazing behavior. In the second phase, there may be a requirement to connect the space between the new and old culture so Lewis might need to face this ordeal when Krasnow leaves. There may be reduced spirits as well as low productivity at this stage which should not be taken as a trouble. It is during this phase that Lewis will need to offer support to the division to make sure that they can find a sense of direction. It can be seen exactly how Krasnow has currently made this shift easier by making Lewis get involved in the division a year before his real separation. Based on Bridges' Version, stage 3 will certainly produce openness to discovering, High power and commitment as individuals will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB issue related to instability at the workplace has been triggered firstly by the adjustment in monitoring and also second of all by the fact that the merging will certainly no more be launched. Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has discusses the value of 'protection needs as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel protected and safe' goes to the 2nd degree of demands. Prior to an employee can be made to establish psychologically, he requires to have his 'Physical 'and 'Safety' requires fulfilled. This indicates that unless the personnel are made to feel safe and secure concerning their present work status in Apex Investment Partners A April 1995 they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Apex Investment Partners A April 1995 Case Study

Implication of Analysis.

The OB analysis has checked out numerous concepts to recognize just how to cope with the present situation handy. The complying with 3 alternatives have actually been recommended to assist Lewis manage the organizational difficulties in the advertising department. Each of these options has actually been suggested for easing the transition required to bring the advertising and marketing division according to the demands of the market and for making the cultural adjustment that would adhere to when the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting as well as Production features. Integration of Marketing with Operations.

Analysis of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has proficiency in business-to-business marketing along with firm and retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both advertising as well as advertising and marketing functions.

The benefit of this approach is that it will certainly incorporate the two features while minimizing the demand for hiring an extra source for advertising and marketing. Along with this, Lewis would certainly be heading the advertising department as well as regardless her substitute would be required for the current duty that she is performing. The negative aspect of this choice is that outside hiring might bring about resentment from internal personnel that might be eying the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Production: Given the affordable stress as well as high top quality job called for from the advertising company, it is advised that Lewis ought to enable the production device to be a different function from the marketing system. Because most advertising and marketing companies had these two functions as separate systems, it makes more feeling to follow the norm.

Combination of Advertising And Marketing with Operations: Considering that Lewis is currently taking treatment of the marketing and also procedures divisions all at once; it makes sense to incorporate the 2 features because she has actually been effectively taking treatment of both ends. The truth that Lewis has to adapt her management style for the advertising and marketing department recommends that these two divisions would certainly be culturally varied.


An analysis of the three choices indicates that integration of advertising and marketing as well as procedures would not be a possible action due to the large distinctions between the 2 departments regardless of the fact that currently Lewis is dealing with both. While splitting up of the production feature might have been a beneficial move for the advertising division, the reality that it would imply placing a 3rd function under Lewis's wing suggests this need to be prevented.

Action Plan.
Lewis will certainly take control of the function of EVP Advertising 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.

Production function will remain component of advertising under advertising feature.

Lewis will certainly separate herself from operations.

An autonomous leadership style with employee empowerment will certainly be used in advertising division.

Open up door plan and also emphasis on cross department communication will be focused on removing dissonance.

Contingency strategy.

If the combination does not exercise as prepared, a backup strategy would comply with which would certainly divide the production function from the marketing feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. Because case the manufacturing function will definitely be divided by putting it under an SVP production.