Bank Valuation Issues Case Study Solution


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Bank Valuation Issues Case Study Analysis

Background and Facts

Bank Valuation Issues an office products store for little and medium sized organisations has recently been associated with preparing for a merger with its competitor Home Deport, which has affected performance degrees in departmentswith the senior supervisor associated with lawful problems put forth by the federal Trade Compensation. With the Advertising Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With challenges in the kind of a possible cultural adjustment and low staff member morale, the company wants a total reengineering initiative at the advertising department.

Issue Declaration
Porter's 5 Forces Analysis
The potential social modification at the advertising and marketing division of Bank Valuation Issues is raising unpredictability in the workplace causing numerous 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 major function in affecting tactical choices since Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's intervention while doing so. Offered the fact that the shop has a global existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations may be able to influence performance or critical objectives. Federal Profession Commission's antitrust match versus the merging took up important time of the organization's elderly monitoring suggesting that 'political' factors can have significant effects for an international service.

Economic Factors: Economic factors such as the appearance of local business in the worldwide scenario recommend that Bank Valuation Issues is flourishing in an environment where there is possible growth of organisations. Reality that store clients are mostly looking for workplace materials for home workplaces recommends that the market has a rising trend of entrepreneurs and home based services.

Social factors: Social fads in the economic climate show that consumers are looking for comfort as well as attractive costs. Market research shows how the customer for Bank Valuation Issues does not have understanding about finding options which can supply a mix of ease as well as inexpensive.

Technical factors: Innovation plays a vital role in Bank Valuation Issues's company strategy specifically as the organization is piloting Innovation centers which would provide modern technology sales and support in the type of memory upgrades, outer setups. (Recap of INSECT in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Habits concerns can be seen in Bank Valuation Issues's case as highlighted in this area.

Apprehensions concerning social adjustment: There is concern about a cultural adjustment that would take place when Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with a lot of the team member already revealing discontent over this prospective move. This anticipated modification has produced tension in the work environment which has actually been paired with the previous anxiety of preparing the firm for a potential merging with Residence Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is lack of personnel that can match the stressful atmosphere of a fast-paced company. Not just does this result in trouble in locating the right people, it puts stress on brand-new hires as can not hold up against the pace and also pressure that the company expects them to birth.

Dual Reporting Lines: Newcomers locate this organizational society troublesome and also tough to manage especially as dotted line connections are suggested to be weaker as a whole and also unbiased setting and performance evaluation is still done by the solid line manager. This means that beginners might shed quality about their corresponding duties and goals especially as dotted line coverage does not maintain them in straight interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been hypothesized that the latter would certainly take Krasnow's setting came as an impact to her spirits. Lewis might have been capable as well as proper for the task yet the truth that Kransnow's separation would make Coles a straight record to Lewis may have been the factor for Coles' resignation from services.

Fear & Task Insecurity: Anxiety as well as insecurity can be identified as 2 significant problems that Lewis would certainly be managing especially as the merging has now be cancelled and 2 elderly executives of the advertising division would be leaving. The whole obligation of the department would be falling on Lewis's shoulders that would not just supervise of brining concerning a social adjustment however would additionally have to show herself in her brand-new duty.

Incompatible Monitoring Style of Leader: Lewis's monitoring design and its incompatibility with the advertising division's duty can likewise be viewed as an OB obstacle particularly as she has actually been used to dealing with concerns in the procedures department where personnel are instructed to focus on procedures as well as obtain them right. The marketing department on the various other hand can be viewed as a group of people who are utilized to being supported by Krasnow who focused a lot more on outcome than processes.

Interdepartmental Differences: Interdepartmental arguments in between three divisions, advertising, merchandizing and operations specifically over the allowance of the marketing mix can be recognized as an additional OB problem. Although the advertising department does not share the same vision as the other 2 departments relating to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as procedures divisions do not concur over the advertising mix allowance amongst each other either.

Fragmentation in Advertising Department: Disintegration between the marketing and advertising departments can be determined as an additional OB issue which might need additional attention. The reality that the advertising and marketing sections in the marketing department are disconnected is protecting against both divisions from getting from each other's experience and proficiency. Combination of advertising and marketing with merchandising and procedures would certainly become harder if the advertising and marketing department itself is disintegrated which can be one more possible OB worry.

Bank Valuation Issues Analysis

Various theories have been used to describe the circumstances to obtain additional clearness concerning the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that juniors are passive and lazy, have little passion as well as stand up to modification. The hard version of this theory stressed threat, limited controls, dangers as well as punishments. In time it creates low efficiency, subtle sabotage and rivalry (Bargain, 2003). The situation at Bank Valuation Issues is not totally adhering to Theory X, it can be seen that brand-new hires are finding this atmosphere rather difficult which may ultimately lead to a greater disposition of the monitoring in the direction of Theory X. Based on McGregor's advocated view, which he called Theory Y, the essential task of the administration is to prepare organizational problems to make sure that individuals can accomplish their own goals best by directing their efforts in the direction of business incentives. If individuals discover no complete satisfaction in their work, the management would have little choice yet to rely on theory X and also outside control (Bargain, 2003). Even while evaluating Lewis's monitoring style, theory X might have been suitable in the operations division to some extent however the Advertising division would certainly require dependence on Concept Y to get the creativity and also originality from the groups.

Tuckman's Synergy Concept: Regarding Lewis's concern regarding bringing harmony between the advertising and marketing division is worried, this would at first bring about conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, throughout the initial stage of team development, people might not bond, as they are busy finding their area in the team. By integrating the advertising and marketing department's job, there may be the same preliminary detach which can result in the 2nd stage of 'storming' where the groups test each other. Nonetheless, it is just during the third stage or 'norming' when they would integrate to share concepts prior to the team can bring about harmony in the fourth stage 'performing'.

When people are provided with change, they enter phase one and also so there might be emotions like unhappiness, unpredictability, stress, anger, fear, denial and also disorientation.The scenario at the marketing department of Bank Valuation Issues is comparable so Lewis can get comfortable with the idea that it is not remarkable behavior. It is during this stage that Lewis will have to offer support to the division so that they can find a feeling of instructions. It can be seen just how Krasnow has actually currently made this shift easier by making Lewis obtain entailed in the division a year before his actual departure.
Vrio Analysis
Maslow's Need hierarchy: The OB issue pertaining to instability at the work environment has actually been triggered first of all by the modification in management as well as secondly by the reality that the merger will certainly no longer be initiated. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has talks about the significance of 'protection needs as being a lower degree need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel secure as well as untouched' is at the 2nd level of demands. Before a worker can be made to establish mentally, he requires to have his 'Physiological 'and 'Security' needs fulfilled. This indicates that unless the personnel are made to feel protected regarding their current employment standing in Bank Valuation Issues they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Bank Valuation Issues Case Study

Effects of Analysis.

The OB analysis has actually looked at numerous concepts to recognize how to deal with the present scenario available. The adhering to three options have been recommended to help Lewis deal with the business obstacles in the marketing department. Each of these alternatives has been suggested for easing the change required to bring the marketing department in line with the demands of the marketplace and also for making the social change that would certainly follow once the existing leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Manufacturing features. Integration of Advertising And Marketing with Workflow.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has experience in business-to-business marketing along with firm and also retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both marketing as well as advertising features.

The benefit of this technique is that it will incorporate the two features while decreasing the need for employing an additional source for advertising and marketing. Lewis would certainly be heading the advertising and marketing division and in any type of case her replacement would certainly be required for the present duty that she is doing. The downside of this alternative is that outside hiring might produce resentment from inner workers who might be eying the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Production: Provided the affordable pressures and high quality job required from the marketing company, it is advised that Lewis ought to enable the manufacturing device to be a separate function from the advertising unit. Since a lot of advertising and marketing agencies had these 2 features as different units, it makes more sense to adhere to the standard.

Assimilation of Advertising with Workflows: Given that Lewis is currently taking care of the marketing and procedures divisions at the same time; it makes sense to incorporate both functions given that she has actually been effectively taking care of both ends. The truth that the two departments already have significant differences over allotment of resources suggests that this combination may be able to bring about harmony particularly as Lewis would be heading both ends.However there are different drawbacks of this relocation specifically as it would place excessive problem over Lewis's shoulders. The fact that Lewis needs to adapt her management style for the advertising department suggests that these 2 departments would be culturally diverse. In addition to this, Lewis might not have the ability to apply one type of management design to both departments which might result in ineffectiveness in either one of both functions.


An examination of the three options indicates that integration of advertising and marketing and also procedures would not be a viable relocation due to the large differences between the two divisions in spite of the fact that presently Lewis is handling both. While separation of the manufacturing function may have been a positive move for the marketing division, the fact that it would certainly imply placing a 3rd feature under Lewis's wing suggests this ought to be stayed clear of.

Activity Plan.
Lewis will take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Manufacturing function will remain component of marketing under advertising and marketing function.

Lewis will divide herself from operations.

A democratic leadership style with staff member empowerment will certainly be utilized in advertising and marketing department.

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

Backup strategy.

If the combination does not exercise as planned, a contingency strategy would certainly comply with which would certainly divide the manufacturing function from the advertising function to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. In that case the production function will absolutely be separated by putting it under an SVP production.