Bausch And Lomb Inc C Spanish Version Case Study Analysis


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Bausch And Lomb Inc C Spanish Version Case Study Solution

Background and Facts

Bausch And Lomb Inc C Spanish Version a workplace products store for tiny as well as average sized companies has just recently been involved in preparing for a merging with its competitor House Deport, which has impacted effectiveness levels in departmentswith the senior manager associated with lawful difficulties put forth by the federal Trade Payment. With the Advertising and marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the current head of procedures has been asked to take the function in the near future. With obstacles in the type of a prospective cultural modification and low staff member spirits, the company is in need of a complete reengineering initiative at the advertising and marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural modification at the advertising and marketing division of Bausch And Lomb Inc C Spanish Version is enhancing unpredictability in the workplace bring about different difficulties for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting calculated decisions considering that Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Trade Commission's treatment while doing so. Offered the truth that the shop has a global existence with branches in UK, USA, Canada as well as Germany, political consider each of these countries might have the ability to impact efficiency or tactical objectives. Federal Trade Compensation's antitrust suit versus the merger used up useful time of the organization's elderly administration suggesting that 'political' factors can have severe ramifications for a worldwide service.

Economic Factors: Economic factors such as the development of small companies in the global circumstance recommend that Bausch And Lomb Inc C Spanish Version is prospering in a setting where there is potential growth of services. Along with this, truth that shop consumers are primarily seeking office materials for office recommends that the market has an increasing fad of business owners and also home based services.

Social factors: Social fads in the economic situation reveal that customers are searching for comfort along with attractive costs. Market research shows how the client for Bausch And Lomb Inc C Spanish Version does not have recognition regarding locating services which can supply a combination of comfort as well as inexpensive.

Technological factors: Innovation plays a vital role in Bausch And Lomb Inc C Spanish Version's service strategy specifically as the organization is piloting Modern technology centers which would certainly supply innovation sales as well as support in the kind of memory upgrades, peripheral installments. (Summary of INSECT in appendix 2).

OB Issues as well as Effects.

Several underlying Business Actions problems can be seen in Bausch And Lomb Inc C Spanish Version's case as highlighted in this area.

Worries about social modification: There is apprehension about a cultural modification that would occur when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with a lot of the team member currently revealing discontent over this prospective action. This anticipated change has actually developed stress and anxiety in the office which has been coupled with the past stress of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Work Environment for Newcomers: There is scarcity of workers that can match the stressful atmosphere of a fast-paced company. Not just does this cause difficulty in finding the ideal people, it places tension on new hires as can not stand up to the rate as well as stress that the company expects them to bear.

Dual Reporting Lines: Newcomers discover this organizational society difficult and also hard to manage especially as populated line partnerships are meant to be weak in general as well as unbiased setting as well as performance assessment is still done by the strong line manager. This suggests that novices could shed clarity regarding their particular duties as well as objectives specifically as populated line coverage does not keep them in straight interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had been guessed that the last would certainly take Krasnow's setting came as an impact to her spirits. Lewis may have been capable and proper for the task yet the truth that Kransnow's separation would certainly make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Anxiety & Task Insecurity: Concern and also insecurity can be identified as 2 major worries that Lewis would certainly be taking care of specifically as the merging has now be cancelled and also two elderly executives of the advertising and marketing department would certainly be leaving. The whole responsibility of the division would be falling on Lewis's shoulders who would not simply be in charge of brining about a social modification but would additionally need to prove herself in her brand-new duty.

Incompatible Administration Design of Leader: Lewis's administration design as well as its incompatibility with the marketing division's duty can additionally be seen as an OB challenge particularly as she has been used to managing concerns in the operations division where workers are educated to focus on procedures and obtain them. The advertising and marketing department on the other hand can be viewed as a team of individuals that are used to being supported by Krasnow that focused more on output than procedures.

Interdepartmental Disagreements: Interdepartmental differences between three departments, advertising, merchandizing and procedures respectively over the appropriation of the advertising mix can be recognized as an additional OB problem. Although the advertising and marketing division does not share the same vision as the other two divisions concerning the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and operations departments do not concur over the advertising mix allocation among one another either.

Fragmentation in Marketing Division: Fragmentation in between the marketing and advertising divisions can be recognized as one more OB issue which might require more focus. The fact that the advertising and marketing areas in the advertising department are disconnected is avoiding both divisions from gaining from each various other's experience as well as expertise. Integration of advertising and marketing with merchandising and also operations would certainly come to be harder if the advertising and marketing department itself is broken down which can be one more potential OB problem.

Bausch And Lomb Inc C Spanish Version Analysis

Numerous theories have been made use of to clarify the circumstances to get further clarity concerning the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that juniors are passive as well as lazy, have little ambition and also resist adjustment. The scenario at Bausch And Lomb Inc C Spanish Version is not totally adhering to Theory X, it can be seen that brand-new hires are finding this environment rather demanding which may eventually lead to a greater disposition of the management towards Theory X. Even while examining Lewis's administration design, concept X might have been appropriate in the operations division to some level but the Advertising division would call for reliance on Theory Y in order to obtain the creative thinking and originality from the groups.

Tuckman's Team effort Concept: As far as Lewis's worry regarding bringing consistency between the advertising as well as marketing department is concerned, this would at first lead to contrast as reviewed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the marketing and also advertising and marketing department's work, there may be the very same initial disconnect which could lead to the 2nd phase of 'storming' where the teams challenge one another.

Bridges' Change Model: Based On William Bridge's concept (appendix 4), people are rather awkward with change, which is obvious by the situation at Bausch And Lomb Inc C Spanish Version The circumstance can be seen as a typical program of life if is studied based on Bridge's theory where he describes that people go through three phases of change when they experience change. 'Ending, shedding as well as Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When individuals exist with change, they get in stage one and so there may be emotions like despair, uncertainty, aggravation, temper, worry, denial as well as disorientation.The circumstance at the marketing department of Bausch And Lomb Inc C Spanish Version is similar so Lewis can get comfy with the suggestion that it is not extraordinary behavior. In the second stage, there might be a need to bridge the space between the brand-new and old society so Lewis might need to encounter this ordeal once Krasnow leaves. There may be reduced morale as well as low productivity at this phase which ought to not be taken as a trouble. It is during this phase that Lewis will certainly need to give support to the division so that they can discover a sense of direction. It can be seen how Krasnow has currently made this shift less complicated by making Lewis get involved in the department a year before his real departure. As per Bridges' Model, stage three will certainly cause openness to understanding, High power as well as dedication as individuals will welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has reviews the significance of 'security requires as being a lower level requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and secure and also out of danger' is at the second level of requirements. Before a staff member can be made to develop mentally, he needs to have his 'Physiological 'and 'Security' requires satisfied.

SWOT Analysis for Bausch And Lomb Inc C Spanish Version Case Study

Implication of Analysis.

The OB analysis has taken a look at different concepts to understand exactly how to handle the existing circumstance at hand. The adhering to 3 choices have been proposed to assist Lewis manage the business difficulties in the marketing department. Each of these alternatives has been proposed for easing the change required to bring the advertising division according to the demands of the market and for making the cultural modification that would certainly adhere to when the present leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting as well as Production functions. Integration of Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has proficiency in business-to-business advertising along with company 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 deal with both marketing and advertising functions.

The benefit of this technique is that it will certainly integrate the two features while decreasing the demand for hiring an extra source for advertising and marketing. Lewis would be heading the advertising department and in any type of case her substitute would be needed for the existing duty that she is carrying out. The downside of this choice is that outside hiring may cause resentment from internal personnel who may be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Given the competitive stress as well as high quality job required from the advertising company, it is advised that Lewis needs to allow the manufacturing device to be a separate feature from the advertising device. Because many advertising companies had these 2 features as different devices, it makes even more sense to follow the norm.

Assimilation of Advertising And Marketing with Operations: Given that Lewis is already taking care of the marketing and also operations departments all at once; it makes sense to incorporate both features given that she has actually been effectively caring for both ends. The truth that the two divisions already have significant differences over allotment of resources recommends that this assimilation might have the ability to produce consistency particularly as Lewis would certainly be heading both ends.However there are various disadvantages of this action especially as it would place too much worry over Lewis's shoulders. The reality that Lewis has to adapt her monitoring design for the advertising division recommends that these two divisions would be culturally varied. Lewis might not be able to apply one type of management design to both departments which might result in ineffectiveness in either one of the 2 functions.


An assessment of the three options shows that combination of advertising and marketing and operations would not be a practical relocation due to the vast differences between the 2 departments despite the reality that presently Lewis is taking care of both. While separation of the production function might have been a favorable step for the marketing department, the reality that it would certainly indicate putting a third function under Lewis's wing indicates this must be avoided.

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

Advertising and Marketing functions would certainly be merged.

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

Manufacturing function will remain part of advertising and marketing under marketing feature.

Lewis will certainly separate herself from procedures.

A democratic leadership design with staff member empowerment will be used in marketing department.

Open door plan as well as emphasis on cross department interaction will certainly be focused on getting rid of discord.

Backup strategy.

If the integration does not work out as prepared, a contingency strategy would follow which would separate the manufacturing function from the advertising and marketing function to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising department without an SVP. In that case the production feature will absolutely be separated by putting it under an SVP production.