Btg Pactual Preserving A Partnership Culture Case Study Solution


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Btg Pactual Preserving A Partnership Culture Case Study Analysis

Background and Facts

Btg Pactual Preserving A Partnership Culture an office supplies seller for small and moderate sized organisations has recently been involved in planning for a merger with its competitor Residence Deport, which has actually impacted performance degrees in departmentswith the elderly supervisor associated with lawful issues put forth by the government Profession Commission. With the Marketing Head advancing the news of his separation from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the future. With difficulties in the kind of a possible social modification and also reduced worker morale, the company wants a complete reengineering initiative at the marketing division.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural change at the advertising and marketing department of Btg Pactual Preserving A Partnership Culture is increasing uncertainty in the workplace leading to different challenges for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting strategic decisions considering that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Compensation's intervention while doing so. Provided the fact that the store has a worldwide presence with branches in UK, USA, Canada as well as Germany, political consider each of these nations might have the ability to impact efficiency or calculated goals. Federal Trade Compensation's antitrust match versus the merger used up valuable time of the organization's senior administration recommending that 'political' factors can have severe ramifications for an international business.

Economic Factors: Economic factors such as the development of small businesses in the international scenario recommend that Btg Pactual Preserving A Partnership Culture is growing in an environment where there is potential development of businesses. Reality that store customers are primarily looking for workplace products for residence workplaces recommends that the market has an increasing fad of business owners as well as home based companies.

Social factors: Social patterns in the economy reveal that consumers are looking for ease in addition to attractive costs. Marketing research shows how the client for Btg Pactual Preserving A Partnership Culture lacks awareness concerning locating options which can use a mix of comfort and affordable.

Technical factors: Technology plays a crucial duty in Btg Pactual Preserving A Partnership Culture's service approach particularly as the organization is piloting Modern technology centers which would certainly offer technology sales and support in the form of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues and Manifestations.

Several underlying Organizational Behavior problems can be seen in Btg Pactual Preserving A Partnership Culture's case as highlighted in this section.

Concerns regarding cultural adjustment: There is apprehension regarding a cultural change that would occur as soon as Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with the majority of the employee currently revealing unhappiness over this possible relocation. This predicted adjustment has created anxiety in the work environment which has actually been combined with the previous tension of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is scarcity of workers that can match the stressful environment of a hectic company. Not only does this cause problem in locating the appropriate people, it puts stress and anxiety on new hires as can not withstand the rate as well as stress that the company expects them to birth.

Double Coverage Lines: Newbies find this business culture cumbersome as well as tough to deal with especially as populated line relationships are meant to be weak generally and also unbiased setting and performance evaluation is still done by the solid line manager. This implies that beginners could shed clarity concerning their corresponding roles and goals especially as dotted line reporting does not maintain them in direct communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles despite the fact that it had been guessed that the last would take Krasnow's setting came as an impact to her spirits. Lewis may have been qualified and appropriate for the task yet the reality that Kransnow's separation would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Job Instability: Anxiety as well as insecurity can be recognized as two significant problems that Lewis would be managing specifically as the merger has currently be terminated and also two elderly executives of the advertising and marketing division would be leaving. The entire duty of the division would certainly be falling on Lewis's shoulders who would certainly not just be in charge of brining concerning a social adjustment however would also need to verify herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's administration style and also its conflict with the advertising department's duty can likewise be viewed as an OB difficulty particularly as she has been used to managing concerns in the procedures division where employees are educated to focus on processes and get them right. The advertising and marketing division on the various other hand can be seen as a group of individuals that are used to being nurtured by Krasnow who concentrated much more on result than procedures.

Interdepartmental Differences: Interdepartmental arguments in between three divisions, marketing, merchandizing as well as operations specifically over the allowance of the advertising mix can be identified as one more OB concern. Although the advertising department does not share the very same vision as the other two divisions concerning the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and procedures departments do not agree over the marketing mix appropriation amongst one another either.

Fragmentation in Advertising Department: Fragmentation between the advertising and marketing divisions can be determined as one more OB issue which could need more attention. The reality that the advertising and marketing areas in the advertising department are separated is protecting against both divisions from acquiring from each various other's experience and also proficiency. Assimilation of advertising and marketing with retailing as well as procedures would certainly end up being harder if the advertising and marketing division itself is disintegrated which can be an additional potential OB concern.

Btg Pactual Preserving A Partnership Culture Analysis

Numerous concepts have been utilized to discuss the circumstances to obtain additional clearness concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, a lot of supervisors believe that subordinates are passive and lazy, have little ambition as well as resist modification. The hard variation of this theory stressed threat, limited controls, hazards and punishments. With time it creates low performance, refined sabotage as well as competition (Deal, 2003). Although the scenario at Btg Pactual Preserving A Partnership Culture is not totally following Concept X, it can be seen that new hires are finding this atmosphere rather demanding which may ultimately bring about a greater inclination of the management towards Concept X. According to McGregor's promoted sight, which he called Theory Y, the important job of the administration is to set up organizational problems to make sure that people can achieve their very own goals best by routing their efforts towards organizational rewards. If people locate no satisfaction in their work, the monitoring would have little option but to rely on theory X as well as exterior control (Deal, 2003). Even while examining Lewis's monitoring style, theory X may have appropriated in the procedures division somewhat however the Marketing division would need reliance on Concept Y to get the imagination as well as creativity from the teams.

Tuckman's Team effort Concept: As for Lewis's problem concerning bringing harmony between the advertising and marketing division is worried, this would at first result in clash as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the first phase of group development, people may not bond, as they are active finding their location in the group. By combining the advertising and marketing division's work, there may coincide first separate which can bring about the second stage of 'storming' where the teams test each other. Nonetheless, it is only throughout the 3rd phase or 'norming' when they would integrate to share concepts before the group can bring about harmony in the fourth phase 'doing'.

Bridges' Shift Model: As per William Bridge's theory (appendix 4), people are rather unpleasant with change, which is apparent by the situation at Btg Pactual Preserving A Partnership Culture The situation can be viewed as a typical course of life if is examined as per Bridge's concept where he clarifies that individuals go through 3 phases of transition when they experience change. 'Ending, losing as well as Letting go', The Neutral Zone and 'The New Starting' (Bridges, 2004). When people exist with change, they enter stage one and so there may be feelings like unhappiness, uncertainty, stress, anger, worry, rejection and also disorientation.The situation at the marketing division of Btg Pactual Preserving A Partnership Culture is similar so Lewis can obtain comfortable with the suggestion that it is not remarkable actions. In the second stage, there might be a need to bridge the gap between the new as well as old society so Lewis might have to face this ordeal when Krasnow leaves. There might be low morale as well as reduced productivity at this phase which ought to not be taken as a trouble. It is throughout this stage that Lewis will certainly need to give guidance to the division to make sure that they can find a sense of direction. It can be seen exactly how Krasnow has already made this change simpler by making Lewis get involved in the division a year prior to his actual separation. As per Bridges' Version, stage three will cause visibility to learning, High power and also dedication as individuals will certainly welcome the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has discusses the importance of 'security requires as being a lower level need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected as well as out of danger' is at the 2nd degree of requirements. Prior to a worker can be made to establish psychologically, he requires to have his 'Physiological 'as well as 'Safety' requires fulfilled.

SWOT Analysis for Btg Pactual Preserving A Partnership Culture Case Study

Implication of Analysis.

The OB analysis has actually considered numerous theories to comprehend exactly how to cope with the existing situation available. The following 3 options have been proposed to aid Lewis deal with the organizational difficulties in the advertising department. Each of these choices has actually been proposed for easing the change required to bring the marketing department in accordance with the demands of the marketplace and for making the social adjustment that would certainly comply with as soon as the current leader leaves.

Integration of marketing and advertising functions. Dividing Adverting as well as Manufacturing functions. Combination of Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has experience in business-to-business advertising and marketing along with firm as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both marketing and also advertising and marketing functions.

The advantage of this technique is that it will certainly integrate the two functions while lowering the demand for working with an additional source for marketing. Along with this, Lewis would be heading the advertising and marketing department and also regardless her replacement would certainly be needed for the current role that she is doing. The downside of this choice is that exterior hiring might bring about resentment from interior workers that may be eying the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Production: Given the competitive pressures and also high quality job called for from the advertising firm, it is suggested that Lewis needs to enable the production system to be a separate feature from the advertising unit. Considering that the majority of marketing firms had these two functions as different systems, it makes even more sense to adhere to the norm.

Assimilation of Advertising with Operations: Given that Lewis is currently dealing with the advertising and marketing as well as procedures divisions at the same time; it makes sense to incorporate both features because she has been efficiently looking after both ends. The reality that both departments currently have major distinctions over allowance of resources recommends that this integration may have the ability to produce harmony especially as Lewis would certainly be heading both ends.However there are various downsides of this relocation particularly as it would certainly place way too much burden over Lewis's shoulders. The fact that Lewis has to adapt her administration design for the marketing division suggests that these two departments would certainly be culturally varied. Lewis may not be able to apply one type of management design to both divisions which might result in inadequacy in either one of the two functions.


An examination of the 3 options indicates that integration of advertising and also procedures would certainly not be a viable action as a result of the substantial distinctions between both divisions despite the fact that currently Lewis is managing both. While splitting up of the production feature might have been a favorable action for the advertising department, the truth that it would indicate putting a third feature under Lewis's wing implies this must be prevented. The integration of the advertising and marketing division is the most effective option in terms of obtaining the optimum results from the division. An activity prepare for this option is reviewed below.

Action Strategy.
Lewis will take control of the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

Production function will certainly remain part of advertising under advertising function.

Lewis will certainly divide herself from operations.

A democratic management style with staff member empowerment will be made use of in marketing department.

Open door policy and also focus on cross departmental communication will be aimed at removing discord.

Contingency plan.

If the integration does not exercise as planned, a contingency plan would certainly comply with which would divide the production function from the advertising function to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing division without an SVP. Because case the manufacturing function will certainly be separated by placing it under an SVP manufacturing.