Blood Bananas Chiquita In Colombia Case Study Help


Home >> Harvard >> Blood Bananas Chiquita In Colombia >>

Blood Bananas Chiquita In Colombia Case Study Analysis

Background and Facts

Blood Bananas Chiquita In Colombia a workplace products seller for tiny as well as average sized organisations has recently been involved in planning for a merging with its competitor Home Deport, which has actually influenced efficiency levels in departmentswith the elderly supervisor associated with lawful problems put forth by the government Trade Payment. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the future. With obstacles in the type of a possible cultural adjustment and also low worker spirits, the company wants a full reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing department of Blood Bananas Chiquita In Colombia is enhancing uncertainty in the workplace bring about numerous difficulties for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in influencing critical decisions given that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Commission's treatment in the process. Provided the fact that the shop has a worldwide existence with branches in UK, USA, Canada and also Germany, political factors in each of these countries might be able to impact efficiency or strategic goals. Federal Trade Payment's antitrust fit against the merging occupied beneficial time of the organization's elderly administration recommending that 'political' factors can have significant implications for a global company.

Economic Factors: Financial factors such as the appearance of local business in the international circumstance recommend that Blood Bananas Chiquita In Colombia is flourishing in a setting where there is possible development of services. Along with this, reality that shop consumers are primarily seeking office supplies for home offices recommends that the marketplace has a climbing fad of entrepreneurs and also online companies.

Social factors: Social trends in the economy reveal that clients are searching for convenience as well as attractive costs. Marketing research demonstrates how the customer for Blood Bananas Chiquita In Colombia does not have recognition regarding locating services which can offer a mix of convenience and also affordable.

Technical factors: Modern technology plays a vital duty in Blood Bananas Chiquita In Colombia's service strategy specifically as the organization is piloting Modern technology centers which would provide innovation sales and also assistance in the form of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Business Actions problems can be seen in Blood Bananas Chiquita In Colombia's case as highlighted in this area.

Concerns concerning cultural change: There is worry concerning a social modification that would happen once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with the majority of the team member already revealing unhappiness over this prospective relocation. This expected adjustment has actually created tension in the workplace which has been coupled with the previous tension of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is scarcity of workers that can match the difficult setting of a fast-paced organization. Not just does this result in trouble in finding the ideal people, it puts tension on new hires as can not withstand the pace as well as pressure that the organization anticipates them to birth.

Double Reporting Lines: Newcomers discover this organizational society troublesome and tough to manage specifically as dotted line relationships are implied to be weaker in general and also objective setting and performance analysis is still done by the solid line supervisor. This means that newbies might shed quality concerning their corresponding roles as well as objectives especially as populated line coverage does not maintain them in straight interaction with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had actually been hypothesized that the latter would certainly take Krasnow's setting came as a strike to her morale. Lewis may have been qualified and also suitable for the job but the reality that Kransnow's separation would make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Insecurity: Fear as well as instability can be recognized as two major worries that Lewis would be dealing with specifically as the merging has now be terminated as well as two elderly execs of the marketing division would certainly be leaving. The entire responsibility of the division would be dropping on Lewis's shoulders that would not just supervise of brining regarding a social adjustment but would likewise need to show herself in her new duty.

Inappropriate Monitoring Style of Leader: Lewis's administration style and its conflict with the marketing department's function can also be seen as an OB difficulty particularly as she has actually been used to managing concerns in the procedures division where employees are educated to concentrate on procedures and obtain them. The advertising division on the various other hand can be viewed as a group of individuals who are utilized to being supported by Krasnow that focused more on result than processes.

Interdepartmental Arguments: Interdepartmental disputes between three divisions, marketing, merchandizing and procedures respectively over the allowance of the advertising and marketing mix can be determined as another OB issue. Although the marketing department does not share the same vision as the various other two divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations departments do not agree over the advertising and marketing mix appropriation amongst each other either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing departments can be determined as another OB problem which might need additional interest. The fact that the advertising and marketing areas in the advertising department are disconnected is protecting against both divisions from acquiring from each other's experience and also know-how. Combination of marketing with retailing as well as procedures would certainly come to be harder if the advertising department itself is disintegrated which can be one more prospective OB issue.

Blood Bananas Chiquita In Colombia Analysis

Various concepts have actually been used to clarify the circumstances to obtain more clearness regarding the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers think that subordinates are easy and also careless, have little aspiration as well as resist adjustment. The scenario at Blood Bananas Chiquita In Colombia is not entirely following Concept X, it can be seen that brand-new hires are finding this setting rather difficult which may at some point lead to a greater disposition of the monitoring in the direction of Concept X. Even while assessing Lewis's administration style, concept X might have been ideal in the operations department to some level but the Marketing department would certainly require dependence on Theory Y in order to obtain the creativity and originality from the teams.

Tuckman's Teamwork Theory: As far as Lewis's issue concerning bringing consistency between the marketing as well as advertising and marketing division is concerned, this would originally lead to clash as discussed by Bruce Tuckman in his 'Synergy Concept'. By incorporating the advertising as well as marketing division's job, there may be the exact same initial detach which can lead to the 2nd phase of 'storming' where the teams challenge one another.

When individuals are presented with change, they go into phase one and also so there might be emotions like sadness, unpredictability, stress, rage, worry, rejection and disorientation.The scenario at the advertising division of Blood Bananas Chiquita In Colombia is similar so Lewis can get comfy with the concept that it is not extraordinary actions. It is throughout this stage that Lewis will have to provide support to the department so that they can discover a feeling of direction. It can be seen just how Krasnow has actually currently made this transition simpler by making Lewis get involved in the department a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has talks about the importance of 'safety needs as being a reduced degree need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel secure and also out of danger' is at the second level of requirements. Prior to an employee can be made to establish mentally, he needs to have his 'Physiological 'and 'Safety and security' requires met.

SWOT Analysis for Blood Bananas Chiquita In Colombia Case Study

Ramification of Analysis.

The OB analysis has looked at numerous concepts to comprehend how to deal with the existing circumstance handy. The adhering to three options have actually been recommended to aid Lewis handle the organizational difficulties in the marketing department. Each of these choices has been proposed for easing the change required to bring the advertising and marketing department in line with the needs of the market and also for making the social adjustment that would follow as soon as the current leader leaves.

Integration of advertising and marketing functions. Separating Adverting and also Production features. Combination of Advertising with Workflow.

Examination of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house marketing firm of Blood Bananas Chiquita In Colombia is already toughness for the company in terms of saving up on overheads connected to advertising as well as promotion. Because no new employment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising feature, this is a favorable possibility for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has expertise in business-to-business marketing along with agency and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both marketing and advertising features.

The benefit of this technique is that it will integrate the two features while lowering the demand for employing an added source for 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 existing duty that she is performing. The negative aspect of this alternative is that external hiring may produce bitterness from interior personnel who might be eying the placement of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Manufacturing: Provided the affordable pressures and also high quality job required from the marketing agency, it is suggested that Lewis needs to allow the production device to be a separate feature from the advertising and marketing unit. Because a lot of marketing agencies had these 2 functions as separate units, it makes more feeling to follow the standard.

Integration of Advertising with Operations: Considering that Lewis is currently looking after the advertising and also procedures departments at the same time; it makes good sense to integrate the two functions given that she has been efficiently looking after both ends. The truth that the two departments currently have major differences over allotment of resources recommends that this integration might have the ability to produce consistency especially as Lewis would be heading both ends.However there are various negative aspects of this move especially as it would put way too much worry over Lewis's shoulders. The fact that Lewis has to adjust her management style for the marketing department suggests that these 2 divisions would be culturally diverse. Lewis may not be able to use one kind of leadership style to both departments which could result in inadequacy in either one of the 2 features.


An analysis of the 3 alternatives shows that assimilation of marketing as well as operations would not be a feasible relocation due to the large differences between the two divisions in spite of the fact that presently Lewis is dealing with both. While separation of the production function might have been a favorable action for the marketing division, the truth that it would certainly suggest placing a third feature under Lewis's wing means this must be prevented.

Action Strategy.
Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would be combined.

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

Manufacturing feature will certainly stay component of advertising and marketing under advertising feature.

Lewis will divide herself from operations.

A democratic management design with staff member empowerment will certainly be utilized in advertising and marketing division.

Open up door policy as well as emphasis on cross departmental interaction will be aimed at getting rid of dissonance.

Contingency plan.

If the integration does not exercise as planned, a contingency strategy would adhere to which would divide the production feature from the marketing function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the advertising division without an SVP. In that case the manufacturing function will most definitely be separated by putting it under an SVP manufacturing.