Chad Cameroon Petroleum Development And Pipeline Project A Case Study Analysis


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Background and Facts

Chad Cameroon Petroleum Development And Pipeline Project A a workplace supplies store for little and medium sized organisations has lately been involved in preparing for a merger with its competitor Residence Deport, which has influenced effectiveness degrees in departmentswith the senior manager involved in lawful problems presented by the federal Trade Commission. With the Advertising Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With challenges in the kind of a potential social adjustment and reduced staff member spirits, the organization is in need of a total reengineering effort at the advertising division.

Issue Declaration

The potential social change at the advertising and marketing division of Chad Cameroon Petroleum Development And Pipeline Project A is increasing uncertainty in the workplace leading to numerous obstacles for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting tactical decisions considering that Stapes Inc. needed to abandon its plans of combining with Office Deport after the Federal Trade Payment's treatment at the same time. Given the reality that the store has a worldwide existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may be able to impact efficiency or calculated goals. Federal Trade Compensation's antitrust fit against the merger used up valuable time of the organization's elderly monitoring recommending that 'political' factors can have major effects for a worldwide organisation.

Economic Factors: Financial factors such as the development of small businesses in the international situation suggest that Chad Cameroon Petroleum Development And Pipeline Project A is flourishing in an environment where there is possible growth of services. Along with this, reality that store clients are mainly looking for workplace products for office recommends that the marketplace has a rising trend of business owners as well as home services.

Social factors: Social patterns in the economic situation show that customers are trying to find ease in addition to eye-catching rates. Market research shows how the client for Chad Cameroon Petroleum Development And Pipeline Project A does not have awareness concerning locating services which can supply a combination of ease as well as affordable.

Technical factors: Modern technology plays a crucial function in Chad Cameroon Petroleum Development And Pipeline Project A's organisation technique especially as the company is piloting Innovation facilities which would provide technology sales and support in the kind of memory upgrades, outer installations. (Recap of INSECT in appendix 2).

OB Issues and Symptoms.

Numerous underlying Organizational Actions issues can be seen in Chad Cameroon Petroleum Development And Pipeline Project A's case as highlighted in this section.

Concerns regarding social modification: There is worry about a social adjustment that would certainly take place as soon as Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with most of the team member currently revealing discontent over this potential move. This predicted modification has created anxiety in the work environment which has been paired with the previous anxiety of preparing the firm for a potential merging with House Deport.

Demanding Job Setting for Newcomers: There is shortage of employees that can match the demanding atmosphere of a fast-paced company. Not just does this result in trouble in discovering the appropriate individuals, it puts stress on new hires as can not hold up against the rate and also pressure that the company expects them to birth.

Double Coverage Lines: Newbies locate this organizational culture cumbersome and tough to manage particularly as populated line relationships are meant to be weak in general as well as unbiased setup and also efficiency evaluation is still done by the solid line supervisor. This indicates that newcomers can lose quality about their particular roles as well as purposes particularly as dotted line reporting does not maintain them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been guessed that the last would certainly take Krasnow's setting came as a strike to her spirits. Lewis may have been qualified and also suitable for the task however the truth that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Work Insecurity: Worry and insecurity can be identified as 2 significant problems that Lewis would be managing particularly as the merger has actually now be terminated and also two elderly execs of the advertising and marketing department would be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would certainly not just supervise of brining concerning a social adjustment however would certainly additionally need to prove herself in her brand-new role.

Inappropriate Administration Style of Leader: Lewis's administration design and its incompatibility with the advertising division's role can also be seen as an OB difficulty especially as she has been used to dealing with issues in the operations division where employees are shown to focus on procedures and also obtain them. The advertising and marketing division on the other hand can be viewed as a group of people that are utilized to being nurtured by Krasnow that focused much more on result than processes.

Interdepartmental Arguments: Interdepartmental arguments in between 3 divisions, marketing, merchandizing as well as operations respectively over the allotment of the advertising mix can be determined as another OB problem. Although the advertising department does not share the exact same vision as the various other 2 divisions regarding the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures divisions do not concur over the marketing mix allowance amongst each other either.

Fragmentation in Advertising Department: Disintegration in between the marketing and advertising divisions can be recognized as an additional OB issue which can require additional focus. The fact that the advertising and marketing areas in the advertising department are separated is stopping both divisions from acquiring from each various other's experience as well as know-how. Combination of marketing with merchandising and also procedures would end up being more difficult if the advertising division itself is broken down which can be an additional prospective OB problem.

Chad Cameroon Petroleum Development And Pipeline Project A Analysis

Numerous theories have been used to describe the scenarios to obtain more clarity about the scenario handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors believe that juniors are passive and also lazy, have little ambition and also stand up to change. The scenario at Chad Cameroon Petroleum Development And Pipeline Project A is not totally following Concept X, it can be seen that new hires are finding this setting rather difficult which might at some point lead to a better inclination of the administration towards Concept X. Also while assessing Lewis's monitoring style, theory X might have been ideal in the procedures division to some degree yet the Advertising department would certainly require reliance on Concept Y in order to obtain the creativity as well as creativity from the teams.

Tuckman's Teamwork Concept: Regarding Lewis's problem concerning bringing consistency in between the advertising and marketing department is concerned, this would originally lead to conflict as talked about by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's concept shown in appendix 3, during the preliminary stage of group advancement, people might not bond, as they are active discovering their area in the group. By integrating the marketing and advertising division's work, there may be the same first detach which could lead to the second stage of 'storming' where the groups challenge each other. It is just throughout the 3rd stage or 'norming' when they would certainly come together to share suggestions prior to the group can bring around harmony in the fourth phase 'carrying out'.

When people are offered with change, they enter phase one as well as so there may be feelings like unhappiness, uncertainty, irritation, rage, fear, denial as well as disorientation.The scenario at the advertising and marketing division of Chad Cameroon Petroleum Development And Pipeline Project A is similar so Lewis can obtain comfortable with the concept that it is not phenomenal habits. It is throughout this phase that Lewis will have to provide guidance to the division so that they can locate a feeling of direction. It can be seen exactly how Krasnow has currently made this shift simpler by making Lewis get involved in the division a year prior to his actual departure.

Maslow's Demand hierarchy: The OB issue pertaining to insecurity at the office has been caused to start with by the change in management as well as secondly by the reality that the merger will no longer be initiated. Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the significance of 'security needs as being a lower level requirement of a human for triggering inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the demand to really feel safe and out of danger' goes to the 2nd level of demands. Prior to an employee can be made to develop psychologically, he requires to have his 'Physiological 'and 'Security' needs met. This indicates that unless the personnel are made to really feel safe about their present work status in Chad Cameroon Petroleum Development And Pipeline Project A they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Chad Cameroon Petroleum Development And Pipeline Project A Case Study

Ramification of Analysis.

The OB analysis has actually considered numerous theories to understand exactly how to handle the present circumstance at hand. The following 3 options have been suggested to assist Lewis take care of the business obstacles in the marketing division. Each of these choices has actually been recommended for relieving the change needed to bring the advertising and marketing division in line with the requirements of the marketplace as well as for making the social adjustment that would certainly follow when the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and also Production features. Assimilation of Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has competence in business-to-business advertising along with firm as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both advertising and also advertising functions.

The benefit of this technique is that it will certainly incorporate the two functions while reducing the need for working with an extra resource for marketing. In addition to this, Lewis would certainly be heading the advertising division as well as regardless her substitute would be needed for the current function that she is executing. The drawback of this alternative is that exterior hiring may produce resentment from interior workers who may be eying the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Given the competitive stress and also excellent quality work needed from the advertising agency, it is suggested that Lewis needs to allow the manufacturing system to be a different function from the marketing device. Considering that a lot of ad agency had these two functions as separate devices, it makes more feeling to adhere to the standard. In addition to this, both functions may be able to focus on their core turns on a lot more effectively. The downside of this technique would certainly be that additional costs would have to be borne for setting up different manufacturing features. Along with this, a production head may have to be employed which could enhance expenses for the organization.

Assimilation of Advertising And Marketing with Operations: Because Lewis is already taking treatment of the advertising and procedures departments concurrently; it makes sense to integrate the two features considering that she has actually been efficiently taking care of both ends. The reality that Lewis has to adapt her administration design for the marketing department suggests that these 2 divisions would certainly be culturally diverse.


An evaluation of the three alternatives indicates that assimilation of advertising and marketing and procedures would not be a possible action due to the substantial distinctions in between the 2 divisions despite the reality that presently Lewis is taking care of both. While separation of the production feature may have been a beneficial step for the advertising and marketing department, the truth that it would indicate putting a 3rd feature under Lewis's wing suggests this need to be avoided.

Action Strategy.

Lewis will certainly take over the duty 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 feature will certainly continue to be part of advertising under advertising function.

Lewis will certainly divide herself from procedures.

A democratic leadership design with staff member empowerment will certainly be utilized in advertising and marketing department.

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

Backup strategy.

If the assimilation does not exercise as planned, a backup plan would follow which would certainly divide the production feature from the advertising feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing division without an SVP. In that case the production feature will absolutely be divided by putting it under an SVP manufacturing.