Banque Paribas Paribas Derives Garantis Case Study Solution


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Banque Paribas Paribas Derives Garantis Case Study Solution

Background and Facts

Banque Paribas Paribas Derives Garantis an office supplies retailer for little and also average sized companies has actually just recently been associated with planning for a merging with its competitor House Deport, which has actually influenced effectiveness levels in departmentswith the senior manager involved in lawful problems put forth by the government Trade Commission. With the Advertising and marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the present head of operations has actually been asked to take the function in the near future. With obstacles in the form of a potential social adjustment and reduced staff member morale, the company wants a complete reengineering effort at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising department of Banque Paribas Paribas Derives Garantis is enhancing unpredictability in the workplace resulting in numerous challenges for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing tactical choices considering that Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Trade Payment's intervention in the process. Offered the fact that the store has a global visibility with branches in UK, USA, Canada and Germany, political consider each of these countries might have the ability to affect performance or strategic goals. Federal Trade Compensation's antitrust suit against the merging occupied important time of the company's senior monitoring suggesting that 'political' factors can have severe ramifications for a worldwide company.

Economic Factors: Financial factors such as the development of small companies in the worldwide situation suggest that Banque Paribas Paribas Derives Garantis is flourishing in a setting where there is potential development of organisations. Along with this, truth that store customers are mostly searching for workplace materials for office suggests that the market has a climbing trend of entrepreneurs as well as home businesses.

Social factors: Social fads in the economy show that customers are seeking convenience along with eye-catching costs. Market research demonstrates how the consumer for Banque Paribas Paribas Derives Garantis lacks recognition concerning finding services which can provide a mix of ease and low costs.

Technical factors: Modern technology plays a crucial role in Banque Paribas Paribas Derives Garantis's organisation strategy especially as the organization is piloting Innovation facilities which would use innovation sales and also assistance in the form of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Business Actions problems can be seen in Banque Paribas Paribas Derives Garantis's case as highlighted in this area.

Apprehensions concerning social change: There is uneasiness regarding a cultural adjustment that would certainly take place once Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with the majority of the team member already revealing discontent over this prospective step. This expected adjustment has actually developed tension in the office which has been combined with the past stress and anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of employees that can match the difficult environment of a fast-paced company. Not just does this bring about difficulty in locating the best people, it places anxiety on brand-new hires as can not withstand the rate as well as pressure that the organization expects them to birth.

Dual Reporting Lines: Newcomers discover this organizational culture cumbersome and tough to handle specifically as dotted line relationships are suggested to be weaker in general as well as unbiased setting as well as performance analysis is still done by the solid line supervisor. This indicates that newbies could lose quality concerning their corresponding duties and also objectives particularly as dotted line coverage does not maintain them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the latter would take Krasnow's placement came as a strike to her morale. Lewis may have been capable and appropriate for the job yet the truth that Kransnow's separation would make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Work Instability: Anxiety and also insecurity can be recognized as two major concerns that Lewis would certainly be dealing with especially as the merging has now be terminated as well as 2 elderly executives of the marketing department would be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining concerning a social change yet would likewise need to confirm herself in her new duty.

Inappropriate Management Style of Leader: Lewis's monitoring style and its conflict with the advertising and marketing division's role can additionally be seen as an OB challenge specifically as she has been used to managing problems in the procedures department where personnel are shown to concentrate on procedures as well as get them. The advertising and marketing division on the various other hand can be seen as a team of people that are utilized to being supported by Krasnow who focused a lot more on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes between 3 departments, marketing, merchandizing as well as procedures respectively over the allotment of the advertising mix can be determined as an additional OB worry. Although the advertising and marketing department does not share the exact same vision as the various other two departments pertaining to the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing as well as procedures departments do not concur over the advertising and marketing mix allotment amongst each other either.

Disintegration in Advertising Division: Disintegration in between the marketing and advertising departments can be recognized as another OB concern which might require additional focus. The reality that the marketing and advertising areas in the advertising and marketing division are disconnected is stopping both divisions from obtaining from each various other's experience and also competence. Combination of marketing with merchandising and also procedures would certainly come to be more difficult if the advertising and marketing division itself is broken down which can be another prospective OB concern.

Banque Paribas Paribas Derives Garantis Analysis

Numerous concepts have actually been made use of to describe the scenarios to obtain further quality about the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers think that staffs are easy and careless, have little aspiration and withstand change. The hard variation of this theory emphasized browbeating, limited controls, risks as well as penalties. Gradually it produces reduced productivity, refined sabotage and also competition (Deal, 2003). The situation at Banque Paribas Paribas Derives Garantis is not totally following Concept X, it can be seen that new hires are locating this atmosphere instead stressful which may at some point lead to a higher inclination of the monitoring towards Concept X. According to McGregor's promoted sight, which he called Theory Y, the necessary job of the monitoring is to organize business problems to ensure that individuals can accomplish their own goals best by guiding their initiatives towards organizational rewards. If individuals find no contentment in their work, the management would have little option but to rely upon concept X and outside control (Deal, 2003). Also while examining Lewis's monitoring design, theory X might have been suitable in the procedures department to some extent however the Marketing department would require reliance on Theory Y to get the creativity as well as creativity from the teams.

Tuckman's Team effort Concept: Regarding Lewis's issue concerning bringing harmony in between the marketing and advertising department is concerned, this would at first lead to clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, during the preliminary stage of group growth, people may not bond, as they are active discovering their area in the group. By integrating the advertising and marketing department's job, there may coincide first separate which could result in the 2nd stage of 'storming' where the groups test each other. It is just throughout the third phase or 'norming' when they would come with each other to share suggestions before the team can bring around harmony in the 4th phase 'carrying out'.

When individuals are provided with modification, they go into stage one and so there may be feelings like despair, uncertainty, aggravation, rage, worry, rejection and disorientation.The situation at the advertising and marketing division of Banque Paribas Paribas Derives Garantis is comparable so Lewis can get comfy with the concept that it is not remarkable behavior. It is during this phase that Lewis will certainly have to offer advice to the department so that they can find a sense of instructions. It can be seen how Krasnow has already made this shift easier by making Lewis get entailed in the department a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Hierarchy' (appendix 5) has reviews the significance of 'safety and security requires as being a lower level demand of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and out of danger' is at the 2nd level of demands. Prior to a worker can be made to develop emotionally, he requires to have his 'Physiological 'and also 'Safety and security' needs fulfilled.

SWOT Analysis for Banque Paribas Paribas Derives Garantis Case Study

Effects of Analysis.

The OB analysis has actually looked at numerous theories to understand how to handle the current situation available. The following three options have actually been proposed to aid Lewis take care of the organizational difficulties in the advertising department. Each of these alternatives has actually been proposed for easing the transition required to bring the marketing division in line with the demands of the market as well as for making the social change that would certainly adhere to once the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and Manufacturing functions. Integration of Advertising And Marketing with Workflow.

Analysis of Alternatives.

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

The benefit of this method is that it will incorporate the two functions while minimizing the demand for working with an extra source for marketing. In addition to this, Lewis would certainly be heading the advertising department and also in any case her substitute would be needed for the existing function that she is doing. The disadvantage of this choice is that outside hiring might bring about bitterness from internal workers that might be considering the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Production: Provided the affordable pressures and also high top quality job needed from the advertising and marketing firm, it is recommended that Lewis must allow the production device to be a different feature from the marketing system. Since a lot of advertising and marketing companies had these 2 functions as separate units, it makes more sense to comply with the norm.

Assimilation of Advertising And Marketing with Operations: Given that Lewis is already taking care of the advertising and marketing and operations departments concurrently; it makes feeling to integrate the two functions considering that she has been efficiently taking care of both ends. The reality that Lewis has to adjust her monitoring style for the advertising division recommends that these two divisions would certainly be culturally diverse.


An assessment of the 3 choices indicates that integration of marketing and procedures would not be a viable move as a result of the vast differences in between the two divisions despite the fact that presently Lewis is handling both. While splitting up of the manufacturing function might have been a favorable action for the advertising department, the reality that it would suggest positioning a third function under Lewis's wing means this need to be avoided. The integration of the advertising and marketing department is the very best alternative in terms of getting the ideal arise from the division. An activity plan for this option is talked about below.

Action Plan.
Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

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

Lewis will separate herself from operations.

An autonomous management design with employee empowerment will be utilized in advertising division.

Open up door policy as well as emphasis on cross department interaction will be targeted at getting rid of disharmony.

Contingency plan.

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