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Cemex And Antidumping Case Study Analysis

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Cemex And Antidumping Case Study Solution

Background and Facts

Cemex And Antidumping an office materials seller for little as well as average sized businesses has actually recently been associated with preparing for a merger with its competitor House Deport, which has actually influenced efficiency degrees in departmentswith the elderly manager involved in legal difficulties put forth by the federal Trade Commission. With the Marketing Head putting forward the information 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 near future. With obstacles in the kind of a prospective social adjustment as well as low worker spirits, the company wants a total reengineering initiative at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising division of Cemex And Antidumping is boosting uncertainty in the workplace bring about various obstacles 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 major function in influencing tactical choices considering that Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Profession Compensation's treatment in the process. Provided the truth that the store has a global visibility with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might be able to affect efficiency or critical goals. Federal Profession Compensation's antitrust suit versus the merging occupied important time of the organization's senior management recommending that 'political' factors can have serious effects for a worldwide business.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide circumstance recommend that Cemex And Antidumping is thriving in a setting where there is potential growth of companies. Fact that store customers are primarily looking for workplace products for home workplaces recommends that the market has a climbing trend of entrepreneurs and also residence based organisations.

Social factors: Social patterns in the economic situation show that clients are looking for convenience in addition to appealing costs. Market research shows how the customer for Cemex And Antidumping does not have awareness concerning finding solutions which can supply a mix of comfort and also inexpensive.

Technical factors: Technology plays an essential function in Cemex And Antidumping's service method especially as the company is piloting Modern technology facilities which would use modern technology sales and also assistance in the form of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues as well as Manifestations.

Several underlying Business Habits concerns can be seen in Cemex And Antidumping's case as highlighted in this section.

Concerns concerning cultural change: There is uneasiness concerning a social modification that would certainly take place when Todd Krasnow leaves from his position as the Executive Vice President of Advertising with a lot of the employee currently showing unhappiness over this possible action. This expected change has actually developed stress in the workplace which has been combined with the past stress and anxiety of preparing the firm for a prospective merging with Residence Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is shortage of personnel that can match the demanding atmosphere of a busy company. Not only does this lead to problem in locating the appropriate individuals, it puts anxiety on brand-new hires as can not hold up against the rate as well as stress that the company anticipates them to bear.

Twin Coverage Lines: Novices locate this organizational society troublesome and difficult to cope with particularly as dotted line connections are meant to be weaker generally and also unbiased setup and efficiency examination is still done by the solid line manager. This implies that novices might shed clarity regarding their respective roles and also purposes especially as populated line coverage does not keep them in direct interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had actually been guessed that the latter would take Krasnow's position came as an impact to her spirits. Lewis may have been qualified as well as appropriate for the task yet the fact that Kransnow's separation would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Work Insecurity: Worry and also insecurity can be identified as 2 significant worries that Lewis would certainly be taking care of specifically as the merging has currently be terminated as well as 2 senior executives of the marketing division would certainly be leaving. The entire obligation of the division would certainly be falling on Lewis's shoulders who would not simply supervise of brining concerning a cultural adjustment yet would certainly additionally have to confirm herself in her brand-new role.

Inappropriate Management Style of Leader: Lewis's monitoring style as well as its conflict with the marketing division's role can also be seen as an OB challenge particularly as she has actually been used to handling concerns in the operations division where workers are taught to concentrate on processes and also get them right. The marketing division on the various other hand can be viewed as a group of individuals that are utilized to being nurtured by Krasnow who concentrated extra on outcome than procedures.

Interdepartmental Disputes: Interdepartmental arguments between three departments, marketing, merchandizing and procedures specifically over the appropriation of the advertising and marketing mix can be determined as one more OB worry. The advertising department does not share the very same vision as the other 2 departments regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations departments do not concur over the advertising mix allotment among one an additional either.

Disintegration in Advertising And Marketing Division: Fragmentation in between the marketing and advertising departments can be identified as an additional OB problem which might need more interest. The reality that the marketing and advertising sections in the advertising division are separated is stopping both departments from acquiring from each various other's experience as well as experience. Assimilation of marketing with retailing and operations would become harder if the marketing department itself is disintegrated which can be an additional prospective OB worry.

Cemex And Antidumping Analysis

Different concepts have been used to explain the conditions to obtain further clearness about the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many managers believe that juniors are passive and lazy, have little aspiration and also stand up to adjustment. The hard variation of this concept highlighted coercion, limited controls, risks as well as penalties. In time it produces reduced productivity, refined sabotage as well as competition (Offer, 2003). The situation at Cemex And Antidumping is not entirely following Theory X, it can be seen that brand-new hires are finding this atmosphere rather demanding which might eventually lead to a better inclination of the administration towards Theory X. As per McGregor's advocated view, which he called Theory Y, the important job of the management is to arrange business conditions to make sure that people can attain their very own goals best by guiding their efforts towards organizational benefits. If individuals discover no contentment in their work, the management would certainly have little option but to depend on theory X and also exterior control (Bargain, 2003). Even while evaluating Lewis's administration design, concept X might have been suitable in the procedures division to some extent but the Advertising and marketing department would certainly need dependence on Concept Y in order to get the creativity and also creativity from the groups.

Tuckman's Team effort Theory: As far as Lewis's concern about bringing harmony between the advertising and marketing and also advertising division is worried, this would at first lead to conflict as gone over by Bruce Tuckman in his 'Teamwork Concept'. By combining the marketing and advertising and marketing department's job, there might be the same initial detach which might lead to the second stage of 'storming' where the teams challenge one another.

When individuals are offered with modification, they enter phase one as well as so there may be emotions like despair, uncertainty, frustration, anger, concern, denial and also disorientation.The circumstance at the advertising and marketing department of Cemex And Antidumping is similar so Lewis can get comfortable with the idea that it is not remarkable actions. It is during this phase that Lewis will certainly have to give assistance to the division so that they can locate a feeling of direction. It can be seen how Krasnow has actually already made this change easier by making Lewis obtain involved in the division a year before his actual separation.
Vrio Analysis
Maslow's Need power structure: The OB issue related to instability at the work environment has actually been activated firstly by the modification in monitoring and second of all by the truth that the merging will certainly no more be initiated. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has discusses the relevance of 'safety and security requires as being a reduced degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel protected and out of danger' goes to the 2nd degree of demands. Before a worker can be made to develop mentally, he requires to have his 'Physical 'as well as 'Safety' requires fulfilled. This shows that unless the employees are made to feel safe and secure about their existing employment condition in Cemex And Antidumping they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Cemex And Antidumping Case Study



Implication of Analysis.

The OB analysis has actually taken a look at numerous theories to understand exactly how to cope with the current situation at hand. The complying with three alternatives have been recommended to assist Lewis manage the organizational difficulties in the advertising and marketing division. Each of these options has actually been proposed for easing the transition required to bring the marketing department in accordance with the demands of the marketplace and for making the cultural adjustment that would follow once the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting and Production functions. Combination of Advertising with Procedures.

Evaluation of Alternatives.

Integration of Advertising & Marketing Functions: The in-house advertising firm of Cemex And Antidumping is currently stamina for the company in regards to saving up on overheads related to marketing and also promotion. Considering that no new recruitment has actually been done after Bridget Cole's departure with the coverage line being directly designated to Krasnow for the advertising and marketing feature, this is a positive opportunity for integrating the marketing and advertising features. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has experience in business-to-business advertising and marketing along with agency and retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to manage both advertising and marketing features.

The advantage of this technique is that it will certainly integrate the two features while minimizing the requirement for employing an extra resource for marketing. In addition to this, Lewis would be heading the advertising division and in any case her replacement would certainly be required for the present function that she is carrying out. The downside of this option is that outside hiring might produce resentment from internal personnel who might be considering the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Production: Offered the competitive pressures and also high quality work required from the advertising agency, it is suggested that Lewis must permit the production device to be a separate feature from the marketing system. Since a lot of advertising agencies had these 2 functions as separate devices, it makes even more feeling to adhere to the norm. In addition to this, both features may be able to focus on their core turns on more effectively. The downside of this approach would certainly be that added costs would have to be birthed for setting up different manufacturing features. In addition to this, a production head may need to be hired which could raise overheads for the company.

Combination of Advertising with Operations: Because Lewis is already caring for the advertising as well as operations divisions simultaneously; it makes good sense to integrate the two features given that she has been efficiently caring for both ends. The reality that both divisions currently have significant differences over allocation of resources recommends that this assimilation may have the ability to produce consistency specifically as Lewis would certainly be heading both ends.However there are different downsides of this relocation especially as it would certainly put excessive burden over Lewis's shoulders. The truth that Lewis needs to adapt her administration style for the advertising and marketing division recommends that these 2 divisions would be culturally varied. Lewis may not be able to use one kind of management design to both departments which could result in inadequacy in either one of the two features.

Suggestion.



An evaluation of the three choices shows that combination of advertising and also procedures would certainly not be a feasible move because of the large distinctions between the two divisions although that presently Lewis is managing both. While splitting up of the production function may have been a positive step for the advertising and marketing department, the reality that it would suggest positioning a 3rd feature under Lewis's wing indicates this must be stayed clear of also. The integration of the marketing department is the most effective option in terms of obtaining the ideal arise from the division. An action prepare for this alternative is gone over listed below.

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

Advertising and Marketing functions would certainly be combined.

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

Production function will continue to be component of advertising and marketing under marketing feature.

Lewis will divide herself from operations.

An autonomous management design with staff member empowerment will certainly be utilized in advertising department.

Open door policy and also focus on cross department communication will certainly be focused on removing discord.

Backup plan.

If the assimilation does not work out as planned, a backup plan would adhere to which would separate the manufacturing function from the marketing feature to reduce the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. Because case the production function will most definitely be separated by putting it under an SVP manufacturing.