Cemexs Foundations For Sustainability Case Study Solution


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Cemexs Foundations For Sustainability Case Study Analysis

Background and Facts

Cemexs Foundations For Sustainability a workplace supplies seller for small and also medium sized companies has actually lately been involved in preparing for a merging with its rival Home Deport, which has affected effectiveness levels in departmentswith the elderly supervisor involved in legal complications put forth by the government Profession Commission. With the Marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the future. With obstacles in the form of a potential social change as well as reduced employee spirits, the company needs a complete reengineering effort at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The possible social adjustment at the advertising and marketing department of Cemexs Foundations For Sustainability is increasing uncertainty in the working environment leading to numerous obstacles for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting critical decisions considering that Stapes Inc. had to abandon its plans of combining with Workplace Deport after the Federal Trade Commission's treatment in the process. Provided the fact that the store has an international visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations might have the ability to influence performance or tactical goals. Federal Trade Commission's antitrust match against the merger occupied valuable time of the company's senior management recommending that 'political' factors can have severe ramifications for an international service.

Economic Factors: Financial factors such as the appearance of local business in the worldwide scenario suggest that Cemexs Foundations For Sustainability is growing in an atmosphere where there is prospective development of businesses. Fact that shop customers are primarily looking for office supplies for residence offices recommends that the market has a rising fad of entrepreneurs and also house based organisations.

Social factors: Social trends in the economic climate show that customers are looking for benefit as well as attractive prices. Marketing research shows how the client for Cemexs Foundations For Sustainability does not have awareness concerning discovering remedies which can use a combination of benefit and affordable.

Technological factors: Modern technology plays an important function in Cemexs Foundations For Sustainability's business strategy specifically as the organization is piloting Technology facilities which would certainly offer technology sales and also support in the type of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Behavior concerns can be seen in Cemexs Foundations For Sustainability's case as highlighted in this area.

Concerns about social change: There is worry about a social adjustment that would happen as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with most of the team member already revealing discontent over this potential step. This expected modification has produced stress in the work environment which has actually been coupled with the past stress and anxiety of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is scarcity of personnel that can match the demanding atmosphere of a busy organization. Not just does this cause problem in locating the appropriate people, it places stress on new hires as can not endure the speed and also pressure that the organization expects them to birth.

Double Reporting Lines: Novices discover this organizational culture troublesome and challenging to deal with particularly as populated line connections are implied to be weak generally and unbiased setup as well as efficiency assessment is still done by the solid line supervisor. This suggests that beginners can lose quality about their respective functions and also objectives particularly as populated line coverage does not keep them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles although it had been hypothesized that the last would take Krasnow's setting came as a strike to her spirits. Lewis may have been capable and also appropriate for the job however the fact that Kransnow's separation would make Coles a direct report to Lewis may have been the reason for Coles' resignation from services.

Concern & Work Instability: Worry as well as insecurity can be recognized as two significant worries that Lewis would certainly be dealing with especially as the merging has currently be terminated as well as 2 senior executives of the marketing division would certainly be leaving. The whole obligation of the department would be falling on Lewis's shoulders that would certainly not just be in charge of brining concerning a cultural change but would additionally need to verify herself in her new role.

Inappropriate Administration Design of Leader: Lewis's monitoring design and its incompatibility with the advertising and marketing department's role can also be seen as an OB challenge specifically as she has actually been used to handling concerns in the procedures department where personnel are educated to concentrate on procedures and get them. The advertising department on the various other hand can be viewed as a group of people who are made use of to being supported by Krasnow who focused more on output than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements between 3 divisions, marketing, merchandizing and operations respectively over the appropriation of the advertising and marketing mix can be determined as another OB problem. Although the marketing department does not share the very same vision as the various other two divisions concerning the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix allowance among one another either.

Fragmentation in Advertising And Marketing Department: Disintegration between the advertising and marketing divisions can be determined as one more OB concern which could need more attention. The fact that the advertising and marketing sections in the marketing department are disconnected is stopping both divisions from obtaining from each other's experience and expertise. Combination of advertising and marketing with merchandising as well as procedures would certainly end up being harder if the advertising division itself is degenerated which can be an additional possible OB problem.

Cemexs Foundations For Sustainability Analysis

Various theories have actually been utilized to explain the situations to get additional quality concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors believe that subordinates are passive as well as careless, have little aspiration and resist modification. The situation at Cemexs Foundations For Sustainability is not entirely following Theory X, it can be seen that new hires are finding this environment instead stressful which might ultimately lead to a higher disposition of the management towards Concept X. Even while analyzing Lewis's monitoring style, theory X may have been suitable in the procedures division to some level however the Marketing department would certainly need reliance on Concept Y in order to obtain the creativity and originality from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's issue concerning bringing consistency in between the marketing and advertising division is worried, this would initially bring about conflict as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, throughout the initial phase of team advancement, individuals may not bond, as they are busy locating their place in the group. By integrating the advertising and marketing department's work, there might coincide first separate which can result in the 2nd phase of 'storming' where the groups test each other. It is just throughout the third stage or 'norming' when they would certainly come together to share suggestions prior to the team can bring about harmony in the 4th phase 'executing'.

Bridges' Change Design: As per William Bridge's theory (appendix 4), individuals are quite uncomfortable with adjustment, which is apparent by the situation at Cemexs Foundations For Sustainability The circumstance can be seen as a typical course of life if is studied according to Bridge's concept where he describes that individuals go through three phases of change when they experience modification. 'Ending, shedding as well as Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people exist with adjustment, they go into phase one therefore there might be emotions like unhappiness, uncertainty, disappointment, temper, concern, denial and disorientation.The scenario at the advertising department of Cemexs Foundations For Sustainability is comparable so Lewis can get comfortable with the suggestion that it is not amazing habits. In the second stage, there might be a demand to bridge the space in between the brand-new and old culture so Lewis may need to encounter this ordeal when Krasnow leaves. There may be reduced morale and reduced performance at this phase which need to not be taken as a problem. It is throughout this phase that Lewis will certainly have to give support to the division to ensure that they can find an orientation. It can be seen how Krasnow has actually already made this change much easier by making Lewis get involved in the department a year before his real separation. As per Bridges' Model, phase three will certainly bring about openness to knowing, High power and commitment as individuals will welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has talks about the importance of 'protection needs as being a lower degree demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel protected and also out of risk' is at the second level of demands. Prior to an employee can be made to develop psychologically, he needs to have his 'Physiological 'and also 'Security' requires satisfied.

SWOT Analysis for Cemexs Foundations For Sustainability Case Study

Implication of Analysis.

The OB analysis has actually considered various concepts to comprehend just how to deal with the existing situation handy. The following three options have actually been proposed to aid Lewis deal with the business challenges in the advertising department. Each of these choices has been suggested for reducing the transition needed to bring the marketing department in line with the requirements of the market as well as for making the social modification that would certainly follow once the current leader leaves.

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

Evaluation of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merger days has knowledge in business-to-business advertising along with company as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to take care of both advertising as well as marketing functions.

The benefit of this approach is that it will integrate both features while minimizing the demand for working with an additional source for marketing. Lewis would certainly be heading the marketing division and in any case her replacement would certainly be required for the existing role that she is doing. The disadvantage of this alternative is that exterior hiring might cause animosity from inner personnel who might be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Production: Offered the competitive stress and excellent quality work called for from the advertising agency, it is recommended that Lewis must enable the manufacturing system to be a separate function from the advertising unit. Because many ad agency had these two functions as separate devices, it makes more sense to comply with the norm. Both functions might be able to concentrate on their core activates more effectively. The disadvantage of this method would be that extra prices would certainly have to be birthed for establishing up different manufacturing features. A production head may have to be hired which could increase overheads for the company.

Combination of Advertising And Marketing with Procedures: Since Lewis is currently dealing with the advertising and marketing and also operations divisions all at once; it makes sense to incorporate the two features because she has actually been successfully caring for both ends. The reality that the two departments currently have major differences over appropriation of sources suggests that this combination may be able to bring about consistency particularly as Lewis would be heading both ends.However there are different negative aspects of this action especially as it would put too much burden over Lewis's shoulders. The truth that Lewis needs to adjust her management style for the advertising and marketing division suggests that these two divisions would certainly be culturally varied. Lewis may not be able to apply one kind of management design to both departments which could result in inadequacy in either one of the two features.


An analysis of the three alternatives suggests that integration of marketing and also operations would certainly not be a possible step as a result of the large differences between both divisions despite the fact that presently Lewis is handling both. While separation of the manufacturing feature might have been a favorable action for the advertising division, the truth that it would imply putting a 3rd feature under Lewis's wing suggests this must be prevented. The assimilation of the advertising and marketing department is the most effective option in regards to getting the ideal arise from the division. An activity prepare for this option is discussed listed below.

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

Advertising and Marketing functions would certainly be merged.

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

Production function will certainly continue to be part of marketing under advertising function.

Lewis will divide herself from procedures.

A democratic management design with staff member empowerment will certainly be used in advertising department.

Open up door policy and focus on cross departmental interaction will certainly be focused on eliminating dissonance.

Backup strategy.

If the combination does not exercise as prepared, a contingency strategy would follow which would divide the production feature from the advertising feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will definitely be divided by placing it under an SVP manufacturing.