Chad Cameroon Petroleum Development And Pipeline Project B Case Study Solution


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Chad Cameroon Petroleum Development And Pipeline Project B Case Study Solution

Background and Facts

Chad Cameroon Petroleum Development And Pipeline Project B a workplace supplies store for little as well as medium sized companies has actually lately been involved in preparing for a merger with its competitor Residence Deport, which has influenced performance degrees in departmentswith the elderly manager associated with legal issues presented by the government Profession Commission. With the Advertising and marketing Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the future. With obstacles in the form of a potential cultural modification as well as reduced employee morale, the organization is in need of a complete reengineering effort at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the marketing department of Chad Cameroon Petroleum Development And Pipeline Project B is raising uncertainty in the workplace bring about numerous challenges for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting calculated choices considering that Stapes Inc. had to desert its plans of merging with Workplace Deport after the Federal Profession Payment's intervention while doing so. Given the truth that the shop has a worldwide visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations might be able to impact efficiency or calculated goals. Federal Trade Compensation's antitrust fit versus the merging occupied beneficial time of the organization's elderly management suggesting that 'political' factors can have severe effects for a global service.

Economic Factors: Economic factors such as the development of local business in the international circumstance suggest that Chad Cameroon Petroleum Development And Pipeline Project B is thriving in a setting where there is potential growth of services. Along with this, truth that store consumers are primarily seeking office materials for office recommends that the market has a rising fad of entrepreneurs as well as home based companies.

Social factors: Social fads in the economy reveal that clients are seeking ease along with appealing costs. Marketing research demonstrates how the consumer for Chad Cameroon Petroleum Development And Pipeline Project B lacks understanding concerning locating remedies which can use a mix of comfort as well as affordable.

Technical factors: Technology plays an important duty in Chad Cameroon Petroleum Development And Pipeline Project B's organisation approach specifically as the organization is piloting Technology centers which would offer innovation sales as well as support in the form of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues and Manifestations.

Numerous underlying Business Behavior issues can be seen in Chad Cameroon Petroleum Development And Pipeline Project B's case as highlighted in this section.

Uneasiness concerning cultural change: There is apprehension about a cultural modification that would certainly occur once Todd Krasnow leaves from his placement as the Exec Vice President of Advertising And Marketing with most of the personnel already revealing discontent over this possible move. This predicted modification has actually produced stress and anxiety in the work environment which has actually been coupled with the previous tension of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is lack of personnel that can match the difficult environment of a fast-paced company. Not only does this result in problem in locating the best individuals, it places stress on brand-new hires as can not hold up against the speed as well as pressure that the company anticipates them to birth.

Dual Reporting Lines: Newcomers find this organizational culture troublesome as well as challenging to manage particularly as dotted line relationships are implied to be weaker as a whole and objective setup and efficiency evaluation is still done by the strong line supervisor. This implies that beginners can lose clarity regarding their respective functions and objectives specifically as populated line coverage does not keep them in straight communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been capable and also proper for the job yet the truth that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Work Insecurity: Worry and also instability can be determined as two major worries that Lewis would be managing particularly as the merger has now be cancelled and also two senior execs of the advertising and marketing department would certainly be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders that would not simply be in charge of brining concerning a social modification but would certainly likewise need to verify herself in her new function.

Incompatible Management Style of Leader: Lewis's monitoring design and also its incompatibility with the advertising division's duty can likewise be seen as an OB obstacle particularly as she has actually been used to handling issues in the operations department where personnel are educated to concentrate on procedures and get them right. The marketing division on the various other hand can be viewed as a group of people that are made use of to being supported by Krasnow that focused a lot more on output than procedures.

Interdepartmental Arguments: Interdepartmental disputes between three divisions, advertising and marketing, merchandizing as well as procedures specifically over the allotment of the advertising and marketing mix can be determined as another OB concern. Although the marketing division does not share the very same vision as the other 2 departments relating to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also procedures departments do not agree over the advertising and marketing mix allocation among each other either.

Fragmentation in Marketing Department: Fragmentation in between the advertising and marketing departments can be identified as one more OB concern which could need further focus. The truth that the advertising and marketing areas in the advertising and marketing division are disconnected is avoiding both divisions from obtaining from each other's experience and knowledge. Assimilation of marketing with retailing as well as procedures would end up being harder if the advertising and marketing division itself is broken down which can be one more possible OB concern.

Chad Cameroon Petroleum Development And Pipeline Project B Analysis

Different theories have been utilized to discuss the conditions to obtain more clarity concerning the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers believe that subordinates are passive and careless, have little ambition and resist change. The tough version of this concept highlighted threat, tight controls, risks as well as penalties. Gradually it creates reduced performance, refined sabotage and competition (Offer, 2003). The scenario at Chad Cameroon Petroleum Development And Pipeline Project B is not entirely complying with Concept X, it can be seen that brand-new hires are finding this setting rather demanding which may at some point lead to a greater disposition of the monitoring towards Theory X. Based on McGregor's supported view, which he called Theory Y, the crucial task of the administration is to prepare business conditions to make sure that individuals can achieve their very own goals best by guiding their efforts in the direction of organizational rewards. If individuals find no fulfillment in their work, the management would have little option but to count on theory X as well as outside control (Offer, 2003). Even while assessing Lewis's administration design, theory X might have been suitable in the procedures division somewhat however the Advertising and marketing division would need reliance on Concept Y to get the imagination as well as creativity from the teams.

Tuckman's Synergy Theory: Regarding Lewis's worry regarding bringing consistency in between the marketing and advertising department is worried, this would originally lead to contrast as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, during the first phase of team development, individuals may not bond, as they are busy finding their location in the group. By integrating the advertising and marketing department's job, there might be the same initial detach which could bring about the 2nd phase of 'storming' where the teams test each other. Nonetheless, it is just throughout the 3rd phase or 'norming' when they would certainly collaborate to share concepts prior to the group can produce synergy in the 4th phase 'doing'.

When people are provided with change, they enter phase one and so there may be feelings like sadness, uncertainty, disappointment, rage, anxiety, rejection as well as disorientation.The scenario at the advertising department of Chad Cameroon Petroleum Development And Pipeline Project B is similar so Lewis can get comfy with the suggestion that it is not phenomenal habits. It is throughout this phase that Lewis will certainly have to offer support to the department so that they can locate a sense of direction. It can be seen how Krasnow has currently made this change simpler by making Lewis obtain included in the department a year before his real separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has goes over the value of 'security requires as being a reduced level need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel safe and out of risk' is at the 2nd level of requirements. Prior to an employee can be made to create emotionally, he requires to have his 'Physical 'as well as 'Safety and security' requires fulfilled.

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

Effects of Analysis.

The OB analysis has considered different concepts to comprehend just how to manage the current scenario handy. The following 3 choices have been suggested to help Lewis manage the organizational challenges in the advertising department. Each of these alternatives has actually been suggested for relieving the shift needed to bring the advertising department according to the demands of the market and also for making the cultural change that would follow as soon as the existing leader leaves.

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

Analysis of Alternatives.

Combination of Advertising And Marketing & Advertising Functions: The in-house marketing agency of Chad Cameroon Petroleum Development And Pipeline Project B is already strength for the organization in terms of conserving up on overheads related to marketing and also promo. Because no brand-new employment has actually been done after Bridget Cole's departure with the reporting line being directly assigned to Krasnow for the marketing feature, this is a positive chance for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merger days has proficiency in business-to-business advertising and marketing along with firm and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing functions.

The advantage of this technique is that it will integrate both functions while lowering the need for working with an extra resource for advertising. Along with this, Lewis would be heading the advertising and marketing division and in any case her substitute would be needed for the current role that she is performing. The downside of this choice is that external hiring may cause resentment from internal personnel that might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Manufacturing: Given the affordable stress and also excellent quality work needed from the advertising agency, it is advised that Lewis ought to allow the manufacturing unit to be a different feature from the marketing system. Since a lot of ad agency had these two features as separate systems, it makes even more feeling to follow the norm. Both functions may be able to concentrate on their core triggers more effectively. However, the downside of this method would be that additional prices would certainly have to be birthed for establishing different manufacturing features. Along with this, a production head might have to be employed which could increase overheads for the organization.

Assimilation of Marketing with Procedures: Because Lewis is currently taking treatment of the advertising as well as operations departments simultaneously; it makes sense to integrate the two features given that she has actually been successfully taking treatment of both ends. The fact that Lewis has to adjust her management design for the advertising department recommends that these 2 divisions would certainly be culturally varied.


An examination of the 3 alternatives shows that integration of marketing as well as procedures would not be a possible step due to the large distinctions in between the two divisions although that presently Lewis is handling both. While separation of the manufacturing feature might have been a favorable step for the advertising and marketing division, the truth that it would certainly imply positioning a third function under Lewis's wing suggests this should be stayed clear of. The assimilation of the advertising department is the very best option in terms of obtaining the optimal results from the department. An action plan for this alternative is talked about listed below.

Action Strategy.
Lewis will take control of the function of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

Manufacturing feature will certainly stay part of advertising under advertising feature.

Lewis will certainly divide herself from procedures.

A democratic management design with employee empowerment will be utilized in advertising division.

Open up door plan as well as emphasis on cross department interaction will be aimed at removing discord.

Contingency plan.

If the assimilation does not exercise as intended, a contingency plan would certainly comply with which would certainly separate the manufacturing function from the marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing function will most definitely be divided by positioning it under an SVP manufacturing.