Baan Co Nv Case Study Help


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Baan Co Nv Case Study Help

Background and Facts

Baan Co Nv a workplace materials retailer for tiny and also medium sized businesses has recently been involved in preparing for a merging with its rival Home Deport, which has impacted performance levels in departmentswith the senior manager associated with lawful problems presented by the federal Profession Commission. With the Advertising and marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the near future. With difficulties in the type of a possible cultural adjustment as well as low staff member spirits, the organization requires a total reengineering effort at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing division of Baan Co Nv is raising unpredictability in the workplace resulting in different 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 function in affecting strategic decisions considering that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Payment's intervention at the same time. Provided the truth that the shop has an international existence with branches in UK, USA, Canada and Germany, political factors in each of these countries might be able to impact performance or strategic objectives. Federal Profession Compensation's antitrust suit versus the merging took up beneficial time of the organization's senior monitoring recommending that 'political' factors can have serious ramifications for a worldwide company.

Economic Factors: Financial factors such as the introduction of local business in the international circumstance recommend that Baan Co Nv is prospering in an atmosphere where there is possible development of companies. In addition to this, truth that shop customers are primarily seeking office products for home offices recommends that the market has a climbing pattern of entrepreneurs and online businesses.

Social factors: Social fads in the economic situation show that clients are trying to find convenience along with eye-catching prices. Market research shows how the customer for Baan Co Nv does not have awareness regarding discovering services which can offer a mix of ease and low costs.

Technological factors: Technology plays a crucial role in Baan Co Nv's service approach particularly as the company is piloting Technology centers which would certainly use modern technology sales and also assistance in the type of memory upgrades, outer installments. (Summary of PEST in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Habits concerns can be seen in Baan Co Nv's case as highlighted in this area.

Worries about cultural modification: There is uneasiness about a cultural change that would certainly occur as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with most of the personnel currently revealing unhappiness over this prospective action. This expected change has developed stress and anxiety in the office which has actually been combined with the past anxiety of preparing the firm for a prospective merging with Home Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is scarcity of employees that can match the demanding setting of a fast-paced organization. Not just does this result in trouble in discovering the best individuals, it puts anxiety on new hires as can not endure the rate and also pressure that the organization anticipates them to birth.

Twin Coverage Lines: Novices locate this organizational society cumbersome and also challenging to deal with specifically as populated line connections are suggested to be weak as a whole and objective setup as well as efficiency examination is still done by the strong line manager. This suggests that novices might lose clearness regarding their particular functions as well as objectives especially as dotted line reporting does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles even though it had been guessed that the last would take Krasnow's placement came as a strike to her spirits. Lewis may have been capable and ideal for the job however the fact that Kransnow's separation would make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Fear & Work Instability: Concern and also instability can be recognized as two major worries that Lewis would certainly be handling particularly as the merger has currently be terminated and 2 elderly execs of the marketing department would certainly be leaving. The whole duty of the department would be falling on Lewis's shoulders that would certainly not just be in charge of brining about a social adjustment but would also have to verify herself in her brand-new function.

Incompatible Administration Style of Leader: Lewis's management style and also its incompatibility with the advertising and marketing division's duty can likewise be seen as an OB difficulty particularly as she has been made use of to taking care of problems in the procedures division where employees are educated to focus on processes and also obtain them right. The advertising and marketing division on the other hand can be seen as a group of people who are utilized to being nurtured by Krasnow who concentrated more on outcome than procedures.

Interdepartmental Differences: Interdepartmental disagreements between 3 divisions, marketing, merchandizing and also operations respectively over the appropriation of the advertising mix can be identified as another OB worry. The advertising and marketing department does not share the exact same vision as the various other 2 divisions relating to the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and procedures divisions do not agree over the advertising mix appropriation amongst one an additional either.

Disintegration in Advertising Department: Fragmentation between the advertising and marketing departments can be determined as one more OB problem which could require additional interest. The reality that the marketing and advertising areas in the advertising division are disconnected is preventing both divisions from obtaining from each other's experience as well as expertise. Integration of advertising with merchandising and procedures would come to be harder if the advertising department itself is degenerated which can be another prospective OB issue.

Baan Co Nv Analysis

Different concepts have been utilized to explain the circumstances to obtain additional clearness regarding the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, a lot of supervisors think that staffs are passive as well as careless, have little aspiration as well as resist adjustment. The situation at Baan Co Nv is not completely complying with Theory X, it can be seen that new hires are discovering this atmosphere rather difficult which may at some point lead to a higher inclination of the administration towards Theory X. Also while evaluating Lewis's monitoring design, theory X might have been appropriate in the operations division to some level yet the Advertising department would call for reliance on Theory Y in order to obtain the creativity and also creativity from the teams.

Tuckman's Teamwork Theory: 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 reviewed by Bruce Tuckman in his 'Synergy Theory'. By combining the marketing and also advertising department's work, there might be the same first detach which could lead to the second stage of 'storming' where the teams challenge one an additional.

Bridges' Transition Version: As per William Bridge's theory (appendix 4), individuals are rather awkward with modification, which is evident by the circumstance at Baan Co Nv The circumstance can be viewed as a typical training course of life if is studied according to Bridge's concept where he discusses that individuals experience three phases of transition when they experience change. 'Closing, shedding and Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people exist with modification, they enter stage one therefore there might be emotions like sadness, unpredictability, frustration, anger, concern, rejection and disorientation.The circumstance at the marketing division of Baan Co Nv is similar so Lewis can obtain comfy with the suggestion that it is not extraordinary habits. In the second stage, there might be a requirement to bridge the void between the new and old society so Lewis might need to encounter this challenge when Krasnow leaves. There may be low morale and also reduced performance at this stage which should not be taken as a trouble. It is during this phase that Lewis will have to give assistance to the division to ensure that they can find a sense of direction. It can be seen exactly how Krasnow has actually already made this transition much easier by making Lewis obtain associated with the department a year prior to his actual departure. According to Bridges' Design, phase 3 will certainly bring about openness to discovering, High energy and commitment as people will certainly accept the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has discusses the value of 'protection 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 how 'the requirement to feel safe and secure and also out of risk' is at the 2nd level of requirements. Prior to an employee can be made to develop emotionally, he needs to have his 'Physical 'and also 'Safety and security' requires met.

SWOT Analysis for Baan Co Nv Case Study

Effects of Analysis.

The OB analysis has taken a look at various theories to recognize exactly how to manage the existing scenario at hand. The adhering to three choices have been recommended to help Lewis take care of the business obstacles in the marketing division. Each of these options has actually been proposed for reducing the shift needed to bring the advertising and marketing department in accordance with the demands of the marketplace and also for making the social change that would follow once the current leader leaves.

Combination of advertising and marketing features. Separating Adverting as well as Manufacturing features. Assimilation of Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has proficiency in business-to-business advertising along with company and also retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and also advertising functions.

The advantage of this technique is that it will certainly integrate both features while lowering the need for working with an additional resource for advertising and marketing. Lewis would certainly be heading the marketing department and in any kind of case her replacement would certainly be required for the current role that she is carrying out. The downside of this option is that outside hiring may bring about bitterness from interior personnel who may be looking at the position of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Production: Given the affordable pressures and high quality job required from the ad agency, it is recommended that Lewis should allow the production system to be a different feature from the advertising unit. Because most ad agency had these two features as separate devices, it makes more sense to comply with the standard. Along with this, both functions might have the ability to concentrate on their core turns on more effectively. The downside of this method would be that additional prices would certainly have to be borne for establishing up separate manufacturing functions. A production head might have to be hired which might boost overheads for the organization.

Combination of Advertising And Marketing with Workflows: Since Lewis is already taking care of the advertising and marketing and procedures divisions all at once; it makes sense to integrate the two features given that she has been effectively taking treatment of both ends. The fact that Lewis has to adapt her administration design for the advertising and marketing department recommends that these two divisions would certainly be culturally diverse.


An analysis of the three choices indicates that assimilation of marketing and operations would certainly not be a viable relocation due to the large differences in between the two departments despite the fact that presently Lewis is managing both. While separation of the manufacturing feature may have been a beneficial step for the advertising and marketing division, the truth that it would certainly indicate positioning a third feature under Lewis's wing indicates this must be avoided.

Activity Strategy.
Lewis will take control of the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

Production feature will certainly remain component of advertising and marketing under advertising and marketing feature.

Lewis will divide herself from operations.

A democratic leadership design with employee empowerment will be made use of in advertising division.

Open up door plan and focus on cross department communication will be aimed at eliminating dissonance.

Contingency plan.

If the assimilation does not exercise as prepared, a backup strategy would certainly adhere to which would certainly separate the manufacturing function from the advertising and marketing function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the advertising division without an SVP. In that case the manufacturing feature will certainly be separated by placing it under an SVP production.