Catastrophe Bonds At Swiss Re Case Study Solution


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Catastrophe Bonds At Swiss Re Case Study Solution

Background and Facts

Catastrophe Bonds At Swiss Re a workplace materials store for little and moderate sized companies has recently been associated with planning for a merger with its rival House Deport, which has actually influenced efficiency degrees in departmentswith the senior manager involved in lawful difficulties presented by the federal Profession Payment. With the Advertising and marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the present head of operations has actually been asked to take the role in the near future. With challenges in the form of a potential cultural change as well as low staff member spirits, the company is in need of a total reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The potential social change at the marketing division of Catastrophe Bonds At Swiss Re is raising unpredictability in the workplace resulting in numerous difficulties for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing strategic choices considering that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's treatment in the process. Provided the truth that the shop has a worldwide presence with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations may be able to influence performance or tactical objectives. Federal Profession Commission's antitrust fit against the merging occupied important time of the organization's elderly management suggesting that 'political' factors can have major effects for an international service.

Economic Factors: Economic factors such as the development of local business in the international situation suggest that Catastrophe Bonds At Swiss Re is thriving in a setting where there is prospective development of organisations. Reality that shop consumers are mainly looking for office materials for residence offices suggests that the market has a climbing trend of business owners and house based businesses.

Social factors: Social patterns in the economic situation show that customers are looking for benefit as well as eye-catching prices. Marketing research shows how the customer for Catastrophe Bonds At Swiss Re lacks recognition regarding finding solutions which can supply a combination of comfort and low costs.

Technical factors: Innovation plays an important function in Catastrophe Bonds At Swiss Re's company method specifically as the company is piloting Technology centers which would provide technology sales and assistance in the type of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Habits issues can be seen in Catastrophe Bonds At Swiss Re's case as highlighted in this area.

Apprehensions regarding cultural modification: There is concern regarding a cultural modification that would certainly occur as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising And Marketing with most of the staff members currently revealing discontent over this potential relocation. This predicted change has created stress in the office which has been combined with the previous stress of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of employees that can match the demanding atmosphere of a busy company. Not just does this cause difficulty in discovering the appropriate individuals, it places stress on brand-new hires as can not endure the pace as well as stress that the company anticipates them to bear.

Twin Reporting Lines: Newcomers locate this business culture troublesome as well as challenging to handle especially as dotted line relationships are meant to be weak generally and objective setup and efficiency assessment is still done by the solid line supervisor. This implies that newcomers might shed clearness about their particular roles and also goals specifically as populated line reporting does not maintain them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's position came as a strike to her spirits. Lewis might have been qualified and also ideal for the work but the truth that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the factor for Coles' resignation from services.

Worry & Work Instability: Concern and insecurity can be recognized as 2 major problems that Lewis would certainly be managing specifically as the merger has currently be cancelled and two elderly execs of the marketing department would certainly be leaving. The whole duty of the department would certainly be dropping on Lewis's shoulders who would certainly not simply supervise of brining about a cultural adjustment but would certainly additionally need to show herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style as well as its conflict with the marketing division's role can additionally be seen as an OB difficulty specifically as she has actually been used to handling problems in the operations division where employees are instructed to concentrate on processes and also obtain them. The advertising and marketing division on the various other hand can be seen as a team of individuals who are made use of to being nurtured by Krasnow who concentrated much more on result than processes.

Interdepartmental Arguments: Interdepartmental disagreements in between three departments, advertising and marketing, merchandizing and also operations respectively over the allocation of the advertising mix can be determined as another OB issue. The advertising and marketing department does not share the very same vision as the other two departments relating to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and operations departments do not concur over the advertising and marketing mix allowance amongst one another either.

Disintegration in Advertising Department: Disintegration between the marketing and advertising divisions can be identified as another OB concern which might need more focus. The fact that the marketing and advertising areas in the advertising and marketing department are separated is stopping both divisions from obtaining from each other's experience as well as experience. Integration of advertising with retailing and also operations would come to be harder if the advertising department itself is broken down which can be another prospective OB problem.

Catastrophe Bonds At Swiss Re Analysis

Numerous concepts have been utilized to explain the circumstances to obtain more quality about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that juniors are passive and also lazy, have little aspiration as well as resist adjustment. The situation at Catastrophe Bonds At Swiss Re is not completely complying with Concept X, it can be seen that new hires are finding this environment rather demanding which may eventually lead to a higher disposition of the monitoring towards Concept X. Even while evaluating Lewis's management design, theory X may have been suitable in the operations division to some extent however the Advertising department would certainly need reliance on Concept Y in order to get the imagination and originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's concern concerning bringing harmony in between the marketing and advertising department is worried, this would initially bring about contrast as talked about by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, throughout the first stage of group development, people might not bond, as they are hectic finding their area in the team. By incorporating the advertising and marketing department's job, there might coincide preliminary disconnect which can cause the 2nd phase of 'storming' where the teams challenge one another. It is only during the third stage or 'norming' when they would certainly come together to share concepts before the group can bring about synergy in the 4th stage 'executing'.

Bridges' Shift Model: As per William Bridge's theory (appendix 4), individuals are rather uneasy with change, which is evident by the situation at Catastrophe Bonds At Swiss Re The situation can be viewed as a regular course of life if is examined as per Bridge's theory where he describes that individuals experience three phases of shift when they experience change. 'End, losing and also Letting go', The Neutral Area and 'The New Beginning' (Bridges, 2004). When people are presented with change, they enter stage one and so there may be emotions like sadness, unpredictability, irritation, anger, concern, rejection and also disorientation.The situation at the advertising and marketing department of Catastrophe Bonds At Swiss Re is comparable so Lewis can obtain comfy with the concept that it is not phenomenal actions. In the second phase, there may be a requirement to connect the gap in between the new and old society so Lewis might have to face this challenge once Krasnow leaves. There may be reduced morale as well as reduced productivity at this stage which need to not be taken as an obstacle. It is throughout this stage that Lewis will certainly have to offer support to the division to make sure that they can locate an orientation. It can be seen just how Krasnow has actually currently made this shift less complicated by making Lewis get associated with the department a year prior to his real departure. As per Bridges' Version, stage three will cause openness to discovering, High energy and dedication as individuals will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB problem related to instability at the workplace has actually been activated firstly by the change in monitoring as well as second of all by the truth that the merger will no longer be launched. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the value of 'safety and security requires as being a reduced degree requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel protected and out of danger' is at the second level of needs. Prior to a staff member can be made to create emotionally, he requires to have his 'Physiological 'and 'Safety' needs fulfilled. This shows that unless the employees are made to feel safe about their existing employment condition in Catastrophe Bonds At Swiss Re they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Catastrophe Bonds At Swiss Re Case Study

Implication of Analysis.

The OB analysis has actually taken a look at different theories to understand how to deal with the existing scenario at hand. The following 3 options have actually been recommended to aid Lewis deal with the business difficulties in the advertising department. Each of these choices has been recommended for reducing the shift required to bring the advertising department in line with the needs of the marketplace as well as for making the cultural change that would certainly comply with once the present leader leaves.

Combination of advertising and marketing functions. Separating Adverting as well as Manufacturing functions. Combination of Marketing with Workflow.

Assessment of Alternatives.

Assimilation of Advertising & Marketing Functions: The internal marketing company of Catastrophe Bonds At Swiss Re is already toughness for the company in terms of saving up on expenses connected to advertising and marketing and also promo. Considering that no new employment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising and marketing feature, this is a positive possibility for integrating the advertising and marketing functions. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merging days has expertise in business-to-business advertising together with agency and also retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to take care of both advertising and marketing features.

The advantage of this strategy is that it will integrate both functions while reducing the need for employing an additional resource for advertising and marketing. Lewis would be heading the advertising division and also in any kind of case her substitute would certainly be required for the existing function that she is executing. The disadvantage of this alternative is that outside hiring may cause bitterness from internal employees who may be considering the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Manufacturing: Provided the competitive pressures and also excellent quality job required from the ad agency, it is advised that Lewis needs to permit the manufacturing device to be a different function from the advertising unit. Given that most advertising agencies had these two features as different units, it makes more feeling to adhere to the norm. Both functions might be able to focus on their core activates extra successfully. The negative aspect of this strategy would be that extra costs would have to be borne for setting up separate manufacturing functions. A manufacturing head may have to be worked with which can increase overheads for the company.

Integration of Advertising And Marketing with Operations: Given that Lewis is already dealing with the advertising and marketing and operations divisions at the same time; it makes sense to incorporate the two functions given that she has been efficiently taking care of both ends. The reality that both departments already have major distinctions over appropriation of resources suggests that this assimilation may have the ability to produce harmony particularly as Lewis would be heading both ends.However there are different disadvantages of this step specifically as it would put way too much problem over Lewis's shoulders. The fact that Lewis has to adapt her administration design for the advertising division suggests that these two divisions would be culturally varied. Along with this, Lewis may not have the ability to use one type of management design to both departments which might result in inadequacy in either among the two features.


An examination of the three options indicates that combination of advertising as well as operations would not be a viable relocation because of the substantial distinctions in between the two divisions although that presently Lewis is dealing with both. While separation of the manufacturing feature might have been a positive relocation for the advertising and marketing department, the fact that it would certainly imply placing a 3rd feature under Lewis's wing implies this should be stayed clear of also. The assimilation of the advertising and marketing division is the most effective alternative in regards to getting the optimal results from the department. An activity prepare for this option is reviewed listed below.

Action Plan.
Lewis will certainly take over the function of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Production function will certainly remain component of marketing under advertising feature.

Lewis will certainly separate herself from procedures.

An autonomous leadership design with staff member empowerment will certainly be utilized in advertising and marketing division.

Open door plan and focus on cross department interaction will be aimed at removing disharmony.

Contingency strategy.

If the assimilation does not exercise as planned, a backup plan would adhere to which would certainly divide the production function from the advertising function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing department without an SVP. In that case the manufacturing feature will definitely be divided by positioning it under an SVP manufacturing.