Brazils Enigma Sustaining Long Term Growth Case Study Analysis


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Brazils Enigma Sustaining Long Term Growth Case Study Solution

Background and Facts

Brazils Enigma Sustaining Long Term Growth an office supplies seller for little and also moderate sized organisations has actually recently been involved in planning for a merging with its competitor Home Deport, which has impacted performance levels in departmentswith the senior supervisor involved in lawful complications presented by the federal Profession Commission. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With obstacles in the kind of a potential social modification and low worker morale, the organization is in need of a full reengineering initiative at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The potential social modification at the advertising division of Brazils Enigma Sustaining Long Term Growth is enhancing unpredictability in the working environment leading to different difficulties for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing tactical decisions considering that Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Profession Payment's intervention at the same time. Given the reality that the store has an international presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations may be able to impact efficiency or calculated objectives. Federal Trade Payment's antitrust fit versus the merging used up useful time of the company's elderly monitoring suggesting that 'political' factors can have serious ramifications for a global business.

Economic Factors: Financial factors such as the emergence of local business in the worldwide situation recommend that Brazils Enigma Sustaining Long Term Growth is flourishing in an atmosphere where there is possible growth of companies. Along with this, truth that shop consumers are mostly looking for office materials for office suggests that the marketplace has a rising trend of entrepreneurs and home based companies.

Social factors: Social trends in the economic situation show that customers are looking for ease as well as appealing rates. Marketing research shows how the customer for Brazils Enigma Sustaining Long Term Growth does not have recognition concerning discovering services which can use a mix of benefit and also low costs.

Technological factors: Modern technology plays an important function in Brazils Enigma Sustaining Long Term Growth's company strategy particularly as the organization is piloting Modern technology centers which would use technology sales and support in the kind of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and Manifestations.

Several underlying Business Actions problems can be seen in Brazils Enigma Sustaining Long Term Growth's case as highlighted in this area.

Worries concerning cultural change: There is uneasiness concerning a social modification that would certainly happen as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with a lot of the employee already revealing discontent over this prospective move. This anticipated adjustment has produced stress in the workplace which has been paired with the previous anxiety of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Stressful Work Setting for Newcomers: There is scarcity of employees that can match the demanding environment of a busy company. Not just does this result in trouble in discovering the appropriate individuals, it puts tension on new hires as can not endure the pace as well as pressure that the company expects them to birth.

Double Reporting Lines: Newcomers find this business society difficult and difficult to handle especially as dotted line connections are suggested to be weaker in general and unbiased setup as well as performance examination is still done by the strong line manager. This suggests that newcomers can lose quality regarding their respective duties and goals particularly as dotted line coverage does not keep them in straight interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles despite the fact that it had actually been speculated that the latter would certainly take Krasnow's position came as an impact to her morale. Lewis may have been capable as well as appropriate for the task yet the fact that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Job Instability: Fear and insecurity can be recognized as two major worries that Lewis would certainly be dealing with especially as the merger has currently be cancelled as well as two elderly execs of the marketing division would be leaving. The whole obligation of the division would certainly be dropping on Lewis's shoulders that would not just be in charge of brining about a social adjustment however would also need to confirm herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's monitoring design as well as its incompatibility with the advertising and marketing division's role can also be viewed as an OB obstacle particularly as she has been made use of to taking care of problems in the procedures department where employees are shown to concentrate on processes and also obtain them right. The advertising and marketing division on the other hand can be seen as a team of people who are made use of to being supported by Krasnow who focused a lot more on result than processes.

Interdepartmental Disagreements: Interdepartmental disagreements in between three departments, advertising, merchandizing as well as procedures specifically over the allotment of the marketing mix can be identified as one more OB issue. Although the advertising department does not share the exact same vision as the various other 2 divisions regarding the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and procedures divisions do not concur over the advertising and marketing mix appropriation amongst one another either.

Fragmentation in Advertising And Marketing Department: Disintegration in between the marketing and advertising divisions can be recognized as one more OB problem which could need further interest. The truth that the marketing and advertising sections in the advertising department are disconnected is preventing both divisions from gaining from each other's experience and know-how. Combination of marketing with merchandising and procedures would certainly become more difficult if the advertising and marketing division itself is disintegrated which can be one more prospective OB concern.

Brazils Enigma Sustaining Long Term Growth Analysis

Various concepts have been made use of to discuss the scenarios to obtain further clearness about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that subordinates are easy and also lazy, have little passion as well as withstand change. The circumstance at Brazils Enigma Sustaining Long Term Growth is not totally complying with Theory X, it can be seen that brand-new hires are discovering this atmosphere rather difficult which may at some point lead to a better disposition of the management in the direction of Concept X. Also while examining Lewis's management design, theory X might have been appropriate in the procedures department to some extent yet the Advertising and marketing department would need dependence on Concept Y in order to obtain the imagination and also creativity from the teams.

Tuckman's Teamwork Theory: As far as Lewis's worry regarding bringing consistency in between the advertising and marketing department is concerned, this would originally bring about contrast as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, throughout the first stage of team development, people may not bond, as they are active discovering their location in the group. By incorporating the marketing and advertising department's job, there might be the same initial separate which can result in the second phase of 'storming' where the teams test one another. It is just during the 3rd stage or 'norming' when they would come with each other to share ideas before the group can bring about harmony in the 4th phase 'carrying out'.

When people are presented with adjustment, they get in stage one as well as so there might be emotions like despair, uncertainty, disappointment, anger, concern, denial as well as disorientation.The circumstance at the marketing division of Brazils Enigma Sustaining Long Term Growth is similar so Lewis can get comfy with the suggestion that it is not extraordinary actions. It is during this stage that Lewis will have to offer advice to the division so that they can find a sense of instructions. It can be seen exactly how Krasnow has already made this shift much easier by making Lewis get involved in the division a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has reviews the value of 'safety and security requires as being a lower degree requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe and also out of risk' is at the 2nd level of requirements. Before a worker can be made to establish emotionally, he requires to have his 'Physiological 'and 'Safety' requires satisfied.

SWOT Analysis for Brazils Enigma Sustaining Long Term Growth Case Study

Ramification of Analysis.

The OB analysis has actually looked at different theories to recognize just how to manage the existing scenario handy. The complying with 3 alternatives have actually been recommended to aid Lewis handle the organizational difficulties in the advertising and marketing division. Each of these options has actually been suggested for reducing the change needed to bring the advertising and marketing division according to the needs of the marketplace and for making the cultural modification that would follow when the present leader leaves.

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

Analysis of Alternatives.

Combination of Advertising & Marketing Functions: The internal marketing agency of Brazils Enigma Sustaining Long Term Growth is already toughness for the company in regards to saving up on expenses related to advertising and promotion. Considering that no brand-new recruitment has been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising and marketing feature, this is a positive chance for integrating the advertising and marketing features. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has proficiency in business-to-business marketing along with firm and also retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both marketing and advertising functions.

The advantage of this approach is that it will incorporate the two functions while decreasing the need for hiring an additional resource for advertising. Lewis would certainly be heading the advertising division and also in any case her replacement would certainly be required for the existing duty that she is doing. The disadvantage of this option is that external hiring might produce bitterness from interior personnel who may be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Offered the competitive pressures and top quality work called for from the advertising agency, it is suggested that Lewis should allow the production system to be a different feature from the advertising and marketing device. Considering that many advertising agencies had these 2 features as separate units, it makes even more feeling to follow the standard. Both features may be able to concentrate on their core triggers much more efficiently. The disadvantage of this method would be that extra costs would certainly have to be borne for setting up different manufacturing features. A production head might have to be worked with which might boost expenses for the company.

Assimilation of Marketing with Workflows: Given that Lewis is already looking after the marketing as well as procedures departments simultaneously; it makes sense to incorporate the two features because she has actually been effectively caring for both ends. The truth that the two departments currently have major differences over allocation of resources suggests that this integration may be able to bring about consistency especially as Lewis would certainly be heading both ends.However there are numerous downsides of this step especially as it would certainly place excessive worry over Lewis's shoulders. The reality that Lewis needs to adapt her management design for the advertising department suggests that these 2 departments would certainly be culturally varied. Lewis might not be able to apply one type of leadership design to both departments which might result in inefficiency in either one of the two features.


An examination of the three alternatives indicates that assimilation of marketing and operations would not be a possible step due to the large differences between the 2 divisions regardless of the reality that presently Lewis is managing both. While splitting up of the production function might have been a beneficial relocation for the advertising department, the truth that it would suggest putting a 3rd function under Lewis's wing suggests this must be stayed clear of.

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

Advertising and Marketing functions would be combined.

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

Manufacturing function will certainly stay part of marketing under marketing feature.

Lewis will certainly separate herself from procedures.

A democratic management style with staff member empowerment will certainly be used in advertising division.

Open up door plan and focus on cross department interaction will be focused on getting rid of dissonance.

Backup plan.

If the assimilation does not exercise as intended, a contingency plan would certainly adhere to which would certainly separate the manufacturing function from the marketing function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing function will absolutely be separated by placing it under an SVP manufacturing.