Berkshire Hathaway Inc Intercorporate Investments B Case Study Solution


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Berkshire Hathaway Inc Intercorporate Investments B Case Study Analysis

Background and Facts

Berkshire Hathaway Inc Intercorporate Investments B a workplace products store for little as well as medium sized services has actually lately been associated with preparing for a merging with its rival House Deport, which has actually affected effectiveness levels in departmentswith the senior manager involved in legal complications presented by the federal Trade Commission. With the Marketing Head putting forward the news of his separation from the business in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the future. With obstacles in the type of a prospective social adjustment and reduced employee spirits, the company is in need of a full reengineering effort at the advertising department.

Issue Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising department of Berkshire Hathaway Inc Intercorporate Investments B is boosting uncertainty in the workplace leading to various difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing critical decisions considering that Stapes Inc. had to abandon its strategies of merging with Office Deport after the Federal Profession Compensation's treatment at the same time. Provided the fact that the shop has an international presence with branches in UK, U.S.A., Canada and Germany, political consider each of these countries might be able to influence performance or critical goals. Federal Profession Payment's antitrust suit versus the merging used up beneficial time of the organization's elderly administration recommending that 'political' factors can have major effects for a global organisation.

Economic Factors: Economic factors such as the emergence of small businesses in the international scenario suggest that Berkshire Hathaway Inc Intercorporate Investments B is flourishing in a setting where there is potential growth of services. Truth that shop customers are mainly looking for office materials for residence offices recommends that the market has a rising fad of entrepreneurs as well as house based organisations.

Social factors: Social trends in the economic climate reveal that clients are looking for benefit in addition to eye-catching costs. Marketing research demonstrates how the customer for Berkshire Hathaway Inc Intercorporate Investments B lacks recognition concerning locating services which can supply a mix of benefit and inexpensive.

Technological factors: Modern technology plays a vital role in Berkshire Hathaway Inc Intercorporate Investments B's business technique particularly as the organization is piloting Modern technology facilities which would certainly use technology sales and assistance in the type of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Organizational Actions concerns can be seen in Berkshire Hathaway Inc Intercorporate Investments B's case as highlighted in this section.

Concerns concerning social change: There is apprehension concerning a cultural modification that would certainly happen once Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with a lot of the staff members currently revealing discontent over this prospective move. This predicted adjustment has developed anxiety in the workplace which has been paired with the previous anxiety of preparing the firm for a possible merger with House Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is scarcity of employees that can match the difficult environment of a hectic organization. Not only does this result in trouble in finding the appropriate individuals, it places stress and anxiety on new hires as can not stand up to the rate as well as pressure that the organization anticipates them to bear.

Double Coverage Lines: Newcomers find this organizational culture difficult as well as difficult to manage specifically as populated line relationships are implied to be weak in general and unbiased setting and also efficiency examination is still done by the solid line supervisor. This suggests that novices could shed clarity about their particular roles as well as goals 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 follower rather than Bridget Coles although it had actually been speculated that the last would take Krasnow's setting came as a blow to her spirits. Lewis may have been qualified as well as appropriate for the job however the fact that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Concern and also insecurity can be determined as two significant worries that Lewis would be taking care of particularly as the merger has now be terminated as well as two elderly executives of the advertising department would certainly be leaving. The whole responsibility of the department would be falling on Lewis's shoulders who would certainly not simply supervise of brining about a social adjustment however would likewise have to show herself in her new duty.

Incompatible Management Style of Leader: Lewis's administration design and also its incompatibility with the marketing division's role can also be seen as an OB difficulty specifically as she has been utilized to managing concerns in the procedures department where workers are shown to focus on procedures and also obtain them right. The marketing department on the other hand can be viewed as a group of individuals that are utilized to being nurtured by Krasnow who focused a lot more on result than procedures.

Interdepartmental Disputes: Interdepartmental differences in between three departments, advertising and marketing, merchandizing and also operations specifically over the allocation of the marketing mix can be identified as another OB issue. Although the advertising department does not share the same vision as the various other two divisions pertaining to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also operations divisions do not concur over the advertising mix allowance amongst each other either.

Disintegration in Advertising And Marketing Division: Fragmentation between the advertising and marketing departments can be recognized as an additional OB concern which could need more attention. The truth that the advertising and marketing sections in the marketing division are disconnected is avoiding both departments from getting from each various other's experience and experience. Integration of advertising and marketing with merchandising as well as procedures would certainly become harder if the advertising and marketing division itself is degenerated which can be one more potential OB problem.

Berkshire Hathaway Inc Intercorporate Investments B Analysis

Numerous theories have actually been made use of to clarify the conditions to get more clarity regarding the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that staffs are passive and also careless, have little aspiration and resist modification. The situation at Berkshire Hathaway Inc Intercorporate Investments B is not entirely adhering to Theory X, it can be seen that new hires are locating this environment rather demanding which may ultimately lead to a greater disposition of the monitoring in the direction of Theory X. Even while evaluating Lewis's administration design, theory X might have been appropriate in the procedures department to some degree yet the Marketing department would call for reliance on Concept Y in order to obtain the creativity as well as creativity from the groups.

Tuckman's Teamwork Concept: As for Lewis's problem concerning bringing consistency in between the marketing and advertising division is worried, this would at first lead to clash as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, during the preliminary stage of team advancement, individuals might not bond, as they are busy discovering their location in the team. By incorporating the advertising and marketing division's work, there may coincide first detach which can bring about the 2nd stage of 'storming' where the teams test one another. Nevertheless, it is only during the 3rd phase or 'norming' when they would integrate to share ideas prior to the group can cause harmony in the fourth stage 'executing'.

When people are offered with change, they enter phase one and so there may be emotions like sadness, unpredictability, aggravation, temper, worry, rejection and disorientation.The scenario at the advertising and marketing division of Berkshire Hathaway Inc Intercorporate Investments B is similar so Lewis can obtain comfy with the idea that it is not extraordinary actions. It is during this stage that Lewis will certainly have to provide support to the department so that they can find a feeling of instructions. It can be seen how Krasnow has already made this transition easier by making Lewis obtain involved in the department a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has goes over the value of 'safety and security requires as being a reduced level demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel protected and out of danger' is at the 2nd level of needs. Before a staff member can be made to develop emotionally, he needs to have his 'Physiological 'and also 'Safety' needs satisfied.

SWOT Analysis for Berkshire Hathaway Inc Intercorporate Investments B Case Study

Ramification of Analysis.

The OB analysis has considered various theories to comprehend just how to cope with the present circumstance handy. The adhering to 3 choices have actually been recommended to assist Lewis manage the organizational challenges in the advertising and marketing department. Each of these alternatives has actually been recommended for relieving the change needed to bring the advertising department in line with the requirements of the marketplace and also for making the cultural modification that would adhere to as soon as the current leader leaves.

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

Analysis of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has know-how in business-to-business marketing along with firm as well as retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both marketing and also advertising functions.

The benefit of this approach is that it will certainly integrate the two functions while decreasing the need for employing an additional resource for marketing. Along with this, Lewis would be heading the advertising and marketing department and regardless her replacement would be needed for the existing role that she is performing. The negative aspect of this alternative is that outside hiring might cause bitterness from inner workers who might be considering the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Manufacturing: Provided the affordable pressures as well as high quality job required from the advertising agency, it is suggested that Lewis needs to allow the manufacturing device to be a different feature from the advertising and marketing unit. Because most marketing agencies had these 2 functions as different devices, it makes even more feeling to adhere to the standard.

Assimilation of Marketing with Procedures: Considering that Lewis is already looking after the advertising and marketing and operations departments all at once; it makes sense to incorporate the two functions since she has been successfully caring for both ends. The reality that the two divisions already have major distinctions over allotment of resources recommends that this integration may be able to bring about harmony particularly as Lewis would certainly be heading both ends.However there are numerous negative aspects of this step especially as it would certainly place way too much problem over Lewis's shoulders. The fact that Lewis has to adjust her administration style for the advertising and marketing division suggests that these two departments would be culturally varied. Lewis might not be able to apply one type of management design to both divisions which can result in inefficiency in either one of the 2 features.


An assessment of the three alternatives suggests that integration of advertising and operations would certainly not be a feasible action because of the large distinctions between the two departments despite the fact that currently Lewis is handling both. While splitting up of the manufacturing feature might have been a favorable move for the advertising and marketing division, the reality that it would certainly suggest placing a third feature under Lewis's wing means this must be stayed clear of too. The integration of the advertising division is the most effective choice in terms of obtaining the ideal arise from the department. An action prepare for this choice is discussed below.

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 location as SVP of advertising and marketing.

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

Lewis will certainly separate herself from procedures.

A democratic leadership design with employee empowerment will be utilized in advertising department.

Open up door policy and also emphasis on cross departmental communication will be targeted at removing discord.

Backup plan.

If the assimilation does not exercise as prepared, a contingency plan would comply with which would certainly separate the manufacturing function from the marketing function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing division without an SVP. In that case the manufacturing function will most definitely be divided by putting it under an SVP production.