Menu

Byrraju Foundation Sweet Water Project Case Study Analysis

CASE STUDY

Home >> Harvard >> Byrraju Foundation Sweet Water Project >>

Byrraju Foundation Sweet Water Project Case Study Help

Background and Facts

Byrraju Foundation Sweet Water Project a workplace supplies merchant for tiny and moderate sized services has actually lately been involved in preparing for a merger with its competitor Home Deport, which has impacted performance levels in departmentswith the senior manager involved in legal difficulties presented by the federal Trade Commission. With the Marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the future. With difficulties in the type of a potential social modification and reduced staff member morale, the organization requires a total reengineering initiative at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The potential social change at the advertising department of Byrraju Foundation Sweet Water Project is boosting unpredictability in the working environment resulting in numerous obstacles 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 significant duty in influencing critical decisions because Stapes Inc. needed to desert its strategies of merging with Office Deport after the Federal Trade Payment's intervention in the process. Given the reality that the store has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations may be able to influence efficiency or critical goals. Federal Profession Commission's antitrust fit versus the merger took up valuable time of the organization's elderly management recommending that 'political' factors can have serious effects for a worldwide business.

Economic Factors: Economic factors such as the emergence of local business in the worldwide circumstance recommend that Byrraju Foundation Sweet Water Project is growing in an atmosphere where there is potential growth of organisations. Along with this, reality that shop clients are mainly trying to find office materials for home offices recommends that the market has a climbing fad of business owners as well as home services.

Social factors: Social patterns in the economic climate show that customers are seeking ease along with eye-catching prices. Market research demonstrates how the consumer for Byrraju Foundation Sweet Water Project does not have recognition regarding locating solutions which can provide a combination of convenience and low costs.

Technical factors: Innovation plays an important duty in Byrraju Foundation Sweet Water Project's service approach particularly as the company is piloting Innovation centers which would certainly use modern technology sales and assistance in the type of memory upgrades, outer installments. (Summary of PEST in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Organizational Behavior concerns can be seen in Byrraju Foundation Sweet Water Project's case as highlighted in this area.

Apprehensions concerning cultural modification: There is apprehension about a social change that would take place when Todd Krasnow leaves from his setting as the Exec Vice President of Advertising with a lot of the personnel already revealing unhappiness over this possible relocation. This expected modification has produced tension in the workplace which has been combined with the past tension of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Demanding Task Environment for Newcomers: There is scarcity of personnel that can match the demanding atmosphere of a busy company. Not just does this result in trouble in finding the right people, it puts stress and anxiety on new hires as can not stand up to the speed as well as pressure that the company anticipates them to birth.

Double Reporting Lines: Newcomers find this business culture difficult and difficult to deal with specifically as dotted line partnerships are implied to be weak in general and also unbiased setting as well as efficiency examination is still done by the strong line supervisor. This means that beginners can shed quality regarding their respective duties and also objectives particularly as populated line reporting does not maintain them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had been speculated that the latter would certainly take Krasnow's setting came as a blow to her spirits. Lewis may have been qualified and also proper for the work but the truth that Kransnow's departure would make Coles a straight report to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Work Instability: Anxiety and instability can be determined as 2 major issues that Lewis would certainly be taking care of specifically as the merger has actually now be terminated as well as two elderly execs of the advertising and marketing division would be leaving. The whole duty of the division would certainly be falling on Lewis's shoulders that would not simply supervise of brining concerning a social change yet would certainly also need to prove herself in her brand-new role.

Inappropriate Administration Design of Leader: Lewis's administration design as well as its conflict with the marketing department's role can likewise be viewed as an OB challenge particularly as she has been used to managing issues in the operations division where employees are educated to concentrate on processes and also obtain them right. The advertising department on the various other hand can be seen as a group of people that are made use of to being nurtured by Krasnow that concentrated a lot more on outcome than processes.

Interdepartmental Differences: Interdepartmental disputes between three departments, advertising and marketing, merchandizing and also operations respectively over the allocation of the marketing mix can be recognized as another OB concern. Although the advertising and marketing department does not share the same vision as the various other 2 departments regarding the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and also operations divisions do not concur over the advertising mix allotment amongst each other either.

Disintegration in Advertising And Marketing Division: Disintegration between the marketing and advertising divisions can be recognized as an additional OB concern which might need additional attention. The fact that the advertising and marketing areas in the advertising division are separated is preventing both departments from getting from each various other's experience and also proficiency. Integration of marketing with retailing as well as procedures would come to be harder if the advertising department itself is disintegrated which can be an additional prospective OB problem.

Byrraju Foundation Sweet Water Project Analysis

Different concepts have been used to explain the situations to get further quality regarding the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that staffs are passive as well as lazy, have little passion and stand up to modification. The hard variation of this concept highlighted coercion, limited controls, dangers as well as punishments. Gradually it creates low performance, subtle sabotage and competition (Bargain, 2003). The situation at Byrraju Foundation Sweet Water Project is not totally adhering to Concept X, it can be seen that brand-new hires are locating this setting instead stressful which may ultimately lead to a greater inclination of the monitoring towards Theory X. As per McGregor's supported sight, which he called Concept Y, the vital task of the management is to arrange business problems so that people can achieve their very own objectives best by directing their efforts towards business incentives. If individuals locate no contentment in their work, the administration would certainly have little choice yet to count on concept X as well as exterior control (Bargain, 2003). Also while analyzing Lewis's administration style, theory X may have been suitable in the operations department somewhat yet the Advertising and marketing division would certainly require reliance on Theory Y so as to get the creative thinking as well as creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's issue regarding bringing consistency between the advertising and marketing division is concerned, this would at first bring about contrast as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, during the initial phase of team advancement, individuals may not bond, as they are hectic discovering their area in the group. By integrating the marketing and advertising division's work, there may coincide first detach which could lead to the second stage of 'storming' where the groups test one another. Nonetheless, it is only during the 3rd phase or 'norming' when they would collaborate to share ideas before the team can produce harmony in the 4th phase 'performing'.

When people are offered with modification, they get in phase one and so there may be feelings like unhappiness, unpredictability, stress, anger, worry, rejection as well as disorientation.The scenario at the advertising and marketing division of Byrraju Foundation Sweet Water Project is comparable so Lewis can get comfy with the suggestion that it is not remarkable behavior. It is during this stage that Lewis will certainly have to give advice to the division so that they can discover a feeling of direction. It can be seen just how Krasnow has actually already made this shift simpler by making Lewis get included in the division a year prior to his actual separation.
Vrio Analysis
Maslow's Requirement pecking order: The OB concern related to instability at the workplace has been caused first of all by the adjustment in management and also second of all by the reality that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has reviews the value of 'protection needs as being a reduced level need of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the requirement to feel safe and secure and also safe' is at the 2nd level of requirements. Before an employee can be made to establish psychologically, he needs to have his 'Physical 'and also 'Safety' needs fulfilled. This suggests that unless the employees are made to really feel safe and secure concerning their present work standing in Byrraju Foundation Sweet Water Project they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Byrraju Foundation Sweet Water Project Case Study



Ramification of Analysis.

The OB analysis has actually looked at numerous concepts to understand just how to deal with the existing circumstance available. The adhering to 3 options have actually been proposed to assist Lewis deal with the organizational challenges in the advertising and marketing division. Each of these options has been recommended for easing the change required to bring the advertising division in accordance with the demands of the market and for making the social change that would follow as soon as the existing leader leaves.

Combination of advertising and marketing features. Separating Adverting and Production features. Assimilation of Marketing with Operations.

Analysis of Alternatives.

Combination of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing firm of Byrraju Foundation Sweet Water Project is currently stamina for the company in terms of saving up on overheads related to advertising and marketing as well as promo. Considering that no new employment has actually been done after Bridget Cole's departure with the coverage line being directly designated to Krasnow for the marketing feature, this is a desirable chance for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has proficiency in business-to-business advertising and marketing in addition to agency and also retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The advantage of this method is that it will certainly incorporate the two functions while lowering the demand for hiring an added resource for marketing. In addition to this, Lewis would certainly be heading the marketing division and also in any case her substitute would certainly be needed for the existing function that she is performing. The negative aspect of this choice is that external hiring might cause bitterness from internal employees that might be eying the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Manufacturing: Provided the competitive stress and also high quality job required from the advertising firm, it is recommended that Lewis should enable the manufacturing unit to be a separate feature from the advertising unit. Because a lot of advertising agencies had these 2 functions as separate devices, it makes more sense to comply with the norm.

Integration of Advertising with Workflows: Because Lewis is already caring for the advertising and marketing and procedures divisions at the same time; it makes sense to incorporate both functions since she has been effectively taking care of both ends. The reality that both divisions currently have major differences over appropriation of resources recommends that this assimilation may have the ability to produce consistency particularly as Lewis would certainly be heading both ends.However there are numerous disadvantages of this move especially as it would place way too much burden over Lewis's shoulders. The fact that Lewis has to adapt her management style for the advertising and marketing division suggests that these 2 divisions would be culturally varied. Along with this, Lewis might not have the ability to apply one type of leadership design to both divisions which might lead to ineffectiveness in either one of both features.

Recommendation.



An examination of the three choices shows that combination of advertising as well as procedures would certainly not be a feasible relocation due to the vast differences in between the 2 departments in spite of the truth that currently Lewis is managing both. While separation of the production feature may have been a beneficial move for the advertising and marketing department, the truth that it would certainly indicate putting a third feature under Lewis's wing means this must be avoided.

Activity Strategy.
Recommendation
Lewis will certainly take control of the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Manufacturing feature will certainly remain component of advertising under advertising function.

Lewis will certainly separate herself from operations.

A democratic management style with worker empowerment will certainly be used in advertising department.

Open door policy as well as focus on cross departmental interaction will certainly be focused on eliminating discord.

Contingency strategy.

If the combination does not exercise as intended, a backup plan would adhere to which would certainly separate the manufacturing function from the advertising and marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the marketing department without an SVP. In that case the production function will certainly be separated by putting it under an SVP manufacturing.