Background and FactsBank Of America Tower Redesigning Skyscrapers an office products retailer for tiny and also average sized organisations has actually lately been involved in planning for a merger with its rival Home Deport, which has affected performance levels in departmentswith the senior manager involved in lawful issues presented by the federal Profession Compensation. With the Advertising and marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the future. With difficulties in the form of a potential social adjustment as well as reduced employee morale, the organization is in need of a complete reengineering effort at the marketing department.
The prospective cultural adjustment at the advertising and marketing department of Bank Of America Tower Redesigning Skyscrapers is enhancing uncertainty in the working environment causing various challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis
Political Factors: Political factors play a major duty in impacting calculated decisions since Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Commission's intervention in the process. Given the reality that the store has an international presence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations might have the ability to affect efficiency or critical objectives. Federal Trade Compensation's antitrust match versus the merger occupied important time of the company's elderly management suggesting that 'political' factors can have severe implications for a worldwide company.
Economic Factors: Economic factors such as the emergence of small businesses in the global scenario recommend that Bank Of America Tower Redesigning Skyscrapers is growing in an environment where there is possible development of organisations. Reality that store consumers are mostly looking for office materials for home offices recommends that the market has a climbing trend of business owners as well as home based companies.
Social factors: Social fads in the economy show that customers are looking for benefit in addition to eye-catching rates. Market research demonstrates how the client for Bank Of America Tower Redesigning Skyscrapers lacks recognition about discovering remedies which can offer a mix of comfort as well as low costs.
Technical factors: Innovation plays an important function in Bank Of America Tower Redesigning Skyscrapers's service technique especially as the company is piloting Technology facilities which would certainly supply modern technology sales and also support in the form of memory upgrades, outer setups. (Recap of BUG in appendix 2).
OB Issues as well as Manifestations.
Numerous underlying Organizational Behavior problems can be seen in Bank Of America Tower Redesigning Skyscrapers's case as highlighted in this area.
Concerns concerning social change: There is uneasiness regarding a social adjustment that would certainly happen as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with the majority of the team member already revealing discontent over this prospective relocation. This expected modification has actually developed anxiety in the workplace which has actually been coupled with the previous stress and anxiety of preparing the firm for a possible merger with Residence Deport.
Difficult Job Setting for Newcomers: There is scarcity of personnel that can match the stressful atmosphere of a hectic company. Not only does this lead to trouble in discovering the right individuals, it places tension on brand-new hires as can not stand up to the rate as well as stress that the organization expects them to birth.
Dual Coverage Lines: Newcomers find this business society troublesome as well as challenging to deal with particularly as populated line partnerships are suggested to be weaker generally as well as objective setup as well as efficiency evaluation is still done by the strong line manager. This means that novices might lose clarity about their corresponding functions and goals particularly as populated line reporting does not maintain them in direct interaction with the solid 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 position came as a strike to her morale. Lewis may have been capable as well as appropriate for the task yet the truth that Kransnow's separation would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.
Concern & Work Insecurity: Fear and insecurity can be determined as 2 major concerns that Lewis would be managing specifically as the merger has actually currently be terminated as well as two elderly executives of the advertising and marketing department would be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders that would certainly not simply supervise of brining regarding a cultural change but would additionally have to confirm herself in her new duty.
Inappropriate Management Design of Leader: Lewis's monitoring design and its incompatibility with the marketing department's duty can additionally be seen as an OB difficulty especially as she has been made use of to dealing with issues in the procedures department where personnel are taught to concentrate on processes and also obtain them right. The advertising division on the other hand can be seen as a group of individuals that are used to being nurtured by Krasnow that focused much more on result than processes.
Interdepartmental Differences: Interdepartmental differences between three departments, marketing, merchandizing and also operations specifically over the allowance of the marketing mix can be recognized as one more OB concern. Although the advertising and marketing division does not share the very same vision as the various other 2 departments regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and procedures departments do not agree over the advertising and marketing mix allocation among one another either.
Disintegration in Marketing Division: Disintegration in between the marketing and advertising divisions can be identified as one more OB concern which could need additional interest. The fact that the marketing and advertising areas in the advertising and marketing department are detached is protecting against both divisions from gaining from each various other's experience as well as knowledge. Assimilation of marketing with retailing and procedures would become more difficult if the advertising division itself is degenerated which can be another potential OB concern.
Bank Of America Tower Redesigning Skyscrapers Analysis
Different theories have actually been used to discuss the circumstances to get further quality about the scenario handy.
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors believe that staffs are easy as well as careless, have little aspiration and also stand up to adjustment. The situation at Bank Of America Tower Redesigning Skyscrapers is not entirely following Theory X, it can be seen that new hires are finding this atmosphere instead stressful which might ultimately lead to a better inclination of the monitoring towards Concept X. Also while analyzing Lewis's management style, theory X may have been ideal in the operations department to some degree however the Marketing division would require dependence on Concept Y in order to obtain the creativity as well as originality from the groups.
Tuckman's Team effort Concept: As far as Lewis's worry concerning bringing consistency between the marketing as well as advertising department is concerned, this would originally lead to conflict as gone over by Bruce Tuckman in his 'Synergy Concept'. By integrating the advertising and marketing as well as advertising department's job, there may be the exact same first detach which might lead to the 2nd phase of 'storming' where the teams test one an additional.
When people are presented with adjustment, they go into stage one and also so there may be feelings like unhappiness, uncertainty, aggravation, temper, concern, denial and disorientation.The scenario at the advertising and marketing division of Bank Of America Tower Redesigning Skyscrapers is similar so Lewis can get comfy with the suggestion that it is not extraordinary actions. It is during this phase that Lewis will have to provide guidance to the department so that they can find a sense of direction. It can be seen exactly how Krasnow has already made this change easier by making Lewis obtain entailed in the division a year prior to his actual departure.
Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has discusses the relevance of 'safety and security requires as being a reduced level need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and secure as well as out of risk' is at the second degree of demands. Before a worker can be made to develop emotionally, he needs to have his 'Physiological 'and also 'Security' needs fulfilled.
SWOT Analysis for Bank Of America Tower Redesigning Skyscrapers Case Study
Implication of Analysis.
The OB analysis has actually looked at various theories to recognize just how to handle the present circumstance at hand. The following three options have actually been suggested to aid Lewis take care of the business challenges in the advertising division. Each of these choices has been suggested for relieving the change required to bring the advertising and marketing division in accordance with the needs of the market as well as for making the cultural adjustment that would certainly adhere to once the existing leader leaves.
Combination of advertising and marketing functions. Dividing Adverting and also Manufacturing features. Combination of Advertising with Operations.
Evaluation of Alternatives.
Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has experience in business-to-business advertising along with company and also retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both advertising and marketing as well as marketing features.
The advantage of this strategy is that it will certainly integrate the two features while minimizing the demand for hiring an added source for advertising. Along with this, Lewis would certainly be heading the marketing division and regardless her replacement would be required for the current function that she is doing. The drawback of this option is that external hiring may bring about bitterness from inner personnel who might be looking at the setting of EVP after Lewis takes control of Krasnow's setting.
Separating Adverting and also Production: Provided the affordable pressures and high quality job required from the marketing company, it is advised that Lewis must allow the production device to be a separate function from the advertising and marketing system. Considering that a lot of advertising and marketing companies had these 2 functions as different systems, it makes even more sense to follow the standard.
Assimilation of Advertising And Marketing with Procedures: Given that Lewis is already dealing with the advertising and marketing and operations departments all at once; it makes good sense to integrate the two features given that she has actually been successfully dealing with both ends. The truth that both departments already have major distinctions over allotment of sources suggests that this combination might have the ability to bring about harmony particularly as Lewis would certainly be heading both ends.However there are various disadvantages of this step especially as it would certainly put way too much worry over Lewis's shoulders. The reality that Lewis has to adjust her monitoring design for the advertising division suggests that these 2 departments would certainly be culturally diverse. Lewis might not be able to use one type of management style to both divisions which can result in inefficiency in either one of the two features.
An analysis of the 3 options indicates that assimilation of advertising and marketing and procedures would not be a feasible move due to the huge distinctions in between the two departments despite the fact that currently Lewis is handling both. While splitting up of the manufacturing feature may have been a desirable relocation for the advertising and marketing division, the reality that it would certainly indicate putting a 3rd feature under Lewis's wing implies this ought to be prevented.
Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.
Marketing and advertising functions would certainly be merged.
Judith Shapiro will be employed to take Lewis's place as SVP of marketing and advertising.
Production feature will certainly remain part of advertising under advertising feature.
Lewis will divide herself from operations.
A democratic management style with staff member empowerment will certainly be made use of in marketing division.
Open door plan and focus on cross department communication will be targeted at eliminating disharmony.
If the combination does not work out as planned, a backup plan would certainly follow which would certainly separate the production function from the advertising and marketing feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. In that case the production function will definitely be separated by positioning it under an SVP manufacturing.