Bank Of America In 2010 And The New Financial Landscape Case Study Solution


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Bank Of America In 2010 And The New Financial Landscape Case Study Help

Background and Facts

Bank Of America In 2010 And The New Financial Landscape an office products retailer for small as well as moderate sized organisations has actually recently been associated with preparing for a merger with its rival Home Deport, which has impacted performance degrees in departmentswith the elderly manager involved in legal difficulties presented by the government Profession Compensation. With the Advertising Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the function in the future. With obstacles in the kind of a prospective social modification as well as low employee spirits, the company is in need of a full reengineering initiative at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing department of Bank Of America In 2010 And The New Financial Landscape is raising uncertainty in the working environment bring about different challenges 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 significant duty in influencing tactical decisions considering that Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Trade Payment's intervention in the process. Offered the reality that the store has a worldwide visibility with branches in UK, USA, Canada and also Germany, political consider each of these countries might have the ability to affect efficiency or critical goals. Federal Profession Compensation's antitrust match versus the merger occupied important time of the company's senior monitoring recommending that 'political' factors can have significant ramifications for a worldwide business.

Economic Factors: Economic factors such as the introduction of local business in the global situation suggest that Bank Of America In 2010 And The New Financial Landscape is prospering in an atmosphere where there is potential growth of services. Truth that store customers are primarily looking for workplace materials for house offices recommends that the market has a climbing fad of entrepreneurs as well as home based organisations.

Social factors: Social fads in the economy show that consumers are seeking ease in addition to appealing prices. Market research demonstrates how the customer for Bank Of America In 2010 And The New Financial Landscape lacks recognition concerning discovering remedies which can provide a combination of ease and affordable.

Technical factors: Innovation plays an essential function in Bank Of America In 2010 And The New Financial Landscape's organisation approach especially as the organization is piloting Modern technology facilities which would supply innovation sales and also support in the form of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and Effects.

A number of underlying Organizational Habits issues can be seen in Bank Of America In 2010 And The New Financial Landscape's case as highlighted in this section.

Uneasiness about cultural change: There is concern about a cultural adjustment that would occur once Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with a lot of the employee currently revealing discontent over this potential move. This expected change has actually developed tension in the office which has been paired with the previous stress of preparing the firm for a potential merging with House Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is lack of workers that can match the stressful environment of a busy organization. Not only does this cause trouble in finding the best individuals, it places stress and anxiety on new hires as can not stand up to the speed as well as pressure that the company expects them to bear.

Double Coverage Lines: Newcomers locate this business society cumbersome and hard to deal with specifically as dotted line partnerships are meant to be weaker in general and also objective setting as well as performance analysis is still done by the solid line manager. This indicates that beginners could shed quality concerning their respective functions as well as objectives especially as dotted line coverage does not keep them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been guessed that the last would certainly take Krasnow's setting came as a strike to her spirits. Lewis may have been qualified and also proper for the job yet the reality that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Instability: Concern and also insecurity can be recognized as two significant problems that Lewis would certainly be managing particularly as the merging has actually currently be terminated and two senior execs of the advertising division would be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders who would not simply supervise of brining regarding a cultural change but would likewise need to confirm herself in her new function.

Incompatible Administration Design of Leader: Lewis's administration design as well as its incompatibility with the advertising and marketing division's function can likewise be seen as an OB difficulty particularly as she has actually been made use of to managing problems in the operations division where employees are instructed to concentrate on procedures as well as obtain them right. The marketing department on the other hand can be seen as a team of individuals that are used to being supported by Krasnow that concentrated much more on result than processes.

Interdepartmental Arguments: Interdepartmental differences in between three divisions, marketing, merchandizing and operations respectively over the allocation of the advertising and marketing mix can be identified as an additional OB worry. Although the marketing department does not share the very same vision as the other two divisions regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix appropriation among each other either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the advertising and marketing divisions can be determined as an additional OB issue which can require additional focus. The reality that the marketing and advertising areas in the marketing division are detached is stopping both departments from obtaining from each various other's experience and know-how. Integration of advertising and marketing with merchandising and procedures would certainly become more difficult if the advertising department itself is broken down which can be an additional possible OB concern.

Bank Of America In 2010 And The New Financial Landscape Analysis

Different theories have been made use of to clarify the situations to get additional clarity regarding the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that juniors are passive and lazy, have little passion as well as stand up to modification. The situation at Bank Of America In 2010 And The New Financial Landscape is not completely adhering to Theory X, it can be seen that new hires are locating this environment rather difficult which might ultimately lead to a higher inclination of the management in the direction of Concept X. Also while assessing Lewis's monitoring design, concept X might have been appropriate in the procedures division to some degree but the Advertising department would certainly call for reliance on Theory Y in order to get the imagination and creativity from the groups.

Tuckman's Synergy Concept: As far as Lewis's problem concerning bringing consistency between the advertising and marketing division is worried, this would originally result in clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the initial stage of group development, individuals may not bond, as they are busy finding their place in the team. By combining the advertising and marketing department's job, there might be the same preliminary detach which could lead to the 2nd phase of 'storming' where the groups test one another. However, it is just during the 3rd phase or 'norming' when they would certainly come together to share ideas prior to the team can bring about synergy in the fourth stage 'carrying out'.

When people are offered with adjustment, they get in stage one as well as so there might be emotions like unhappiness, uncertainty, aggravation, rage, anxiety, denial and also disorientation.The situation at the advertising and marketing division of Bank Of America In 2010 And The New Financial Landscape is comparable so Lewis can obtain comfy with the concept that it is not remarkable behavior. It is throughout this stage that Lewis will certainly have to give support to the division so that they can locate a sense of direction. It can be seen how Krasnow has already made this shift much easier by making Lewis get entailed in the division a year before his actual separation.
Vrio Analysis
Maslow's Need hierarchy: The OB concern pertaining to instability at the office has actually been caused firstly by the change in management and second of all by the fact that the merging will no longer be launched. Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has reviews the importance of 'safety and security needs as being a reduced level demand of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe as well as safe' is at the 2nd level of demands. Before a worker can be made to create psychologically, he needs to have his 'Physical 'and also 'Security' needs met. This indicates that unless the personnel are made to feel protected concerning their existing work status in Bank Of America In 2010 And The New Financial Landscape they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Bank Of America In 2010 And The New Financial Landscape Case Study

Ramification of Analysis.

The OB analysis has actually checked out different theories to comprehend just how to cope with the current scenario at hand. The complying with three choices have been proposed to assist Lewis manage the business obstacles in the marketing department. Each of these choices has actually been proposed for easing the transition required to bring the marketing department in accordance with the requirements of the market as well as for making the cultural change that would certainly comply with when the existing leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and also Manufacturing functions. Assimilation of Advertising And Marketing with Operations.

Analysis of Alternatives.

Combination of Marketing & Advertising Functions: The internal advertising firm of Bank Of America In 2010 And The New Financial Landscape is currently toughness for the company in terms of saving up on expenses associated with advertising and promo. Considering that no new employment has actually been done after Bridget Cole's separation with the reporting line being directly assigned to Krasnow for the advertising and marketing feature, this is a positive chance for integrating the advertising and marketing features. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has competence in business-to-business marketing along with agency and retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising and marketing features.

The benefit of this strategy is that it will incorporate the two functions while reducing the demand for working with an added resource for advertising. Along with this, Lewis would certainly be heading the advertising department and also in any case her substitute would certainly be required for the present role that she is doing. The negative aspect of this option is that exterior hiring may bring about animosity from internal workers that may be looking at the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Manufacturing: Offered the affordable stress and also high quality work required from the advertising agency, it is suggested that Lewis ought to allow the manufacturing device to be a separate feature from the advertising device. Considering that a lot of ad agency had these 2 features as different units, it makes more sense to follow the norm. Along with this, both features may be able to focus on their core triggers much more efficiently. The disadvantage of this strategy would certainly be that added expenses would have to be borne for setting up different production functions. In addition to this, a manufacturing head may need to be hired which can raise expenses for the company.

Assimilation of Marketing with Workflows: Because Lewis is already looking after the advertising and marketing as well as operations departments concurrently; it makes good sense to integrate the two functions since she has been efficiently dealing with both ends. The fact that both departments already have major differences over allocation of resources recommends that this assimilation may have the ability to cause harmony particularly as Lewis would certainly be heading both ends.However there are numerous downsides of this action especially as it would certainly place excessive problem over Lewis's shoulders. The truth that Lewis needs to adapt her management design for the advertising and marketing division recommends that these 2 divisions would certainly be culturally diverse. In addition to this, Lewis might not have the ability to apply one kind of leadership design to both departments which might result in inadequacy in either among the two functions.


An analysis of the three choices suggests that integration of advertising and also procedures would certainly not be a viable action due to the substantial distinctions in between the two divisions regardless of the reality that presently Lewis is managing both. While splitting up of the production function may have been a beneficial step for the advertising and marketing division, the reality that it would certainly suggest putting a third function under Lewis's wing suggests this need to be prevented.

Activity Strategy.
Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Production function will certainly stay part of advertising under marketing feature.

Lewis will separate herself from procedures.

A democratic management style with employee empowerment will be used in marketing division.

Open up door plan and also focus on cross departmental interaction will be targeted at eliminating disharmony.

Contingency plan.

If the combination does not work out as planned, a contingency strategy would certainly follow which would separate the production function from the advertising and marketing function to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the marketing division without an SVP. In that case the manufacturing feature will absolutely be separated by positioning it under an SVP production.