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 Analysis

Background and Facts

Chad Cameroon Petroleum Development And Pipeline Project B an office materials retailer for tiny as well as average sized organisations has lately been associated with preparing for a merger with its rival Home Deport, which has influenced efficiency levels in departmentswith the senior supervisor involved in lawful complications presented by the government Profession Compensation. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the near future. With challenges in the type of a prospective cultural change as well as reduced employee spirits, the organization wants a complete reengineering initiative at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising department of Chad Cameroon Petroleum Development And Pipeline Project B is boosting unpredictability in the working environment bring about numerous challenges 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 significant role in influencing strategic choices given that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Trade Commission's treatment in the process. Given the fact that the shop has a global visibility with branches in UK, U.S.A., Canada and also Germany, political consider each of these countries might be able to affect performance or strategic objectives. Federal Trade Payment's antitrust fit against the merger took up useful time of the organization's elderly administration suggesting that 'political' factors can have severe effects for a worldwide business.

Economic Factors: Economic factors such as the development of small businesses in the global situation suggest that Chad Cameroon Petroleum Development And Pipeline Project B is growing in an environment where there is possible growth of services. Reality that store clients are mostly looking for office supplies for home workplaces suggests that the market has a rising trend of entrepreneurs and residence based businesses.

Social factors: Social trends in the economy show that clients are trying to find convenience as well as attractive costs. Market research demonstrates how the customer for Chad Cameroon Petroleum Development And Pipeline Project B lacks recognition regarding discovering options which can provide a mix of convenience and also low costs.

Technological factors: Technology plays a crucial duty in Chad Cameroon Petroleum Development And Pipeline Project B's company approach especially as the company is piloting Innovation centers which would certainly offer modern technology sales and assistance in the form of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

A number of underlying Business Behavior concerns can be seen in Chad Cameroon Petroleum Development And Pipeline Project B's case as highlighted in this section.

Concerns concerning cultural adjustment: There is concern regarding a cultural change that would happen when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising And Marketing with the majority of the team member already showing discontent over this prospective move. This expected adjustment has developed tension in the workplace which has been combined with the past stress and anxiety of preparing the firm for a possible merger with Residence Deport.
Pest Analysis
Stressful Job Setting for Newcomers: There is scarcity of personnel that can match the stressful setting of a busy company. Not just does this bring about difficulty in locating the right individuals, it places stress and anxiety on brand-new hires as can not hold up against the pace and stress that the organization anticipates them to birth.

Double Coverage Lines: Newbies discover this organizational society difficult as well as hard to deal with particularly as populated line relationships are meant to be weaker generally and also objective setting and efficiency evaluation is still done by the solid line supervisor. This means that newcomers could shed quality about their corresponding roles as well as objectives particularly as dotted line reporting does not keep them in direct communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had been speculated that the last would take Krasnow's placement came as a strike to her morale. Lewis might have been qualified and also appropriate for the task yet the truth that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Work Insecurity: Anxiety as well as instability can be recognized as two major concerns that Lewis would certainly be taking care of particularly as the merging has actually now be terminated and two senior executives of the advertising and marketing department would certainly be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders who would certainly not simply be in charge of brining about a cultural change however would also need to show herself in her new role.

Incompatible Management Style of Leader: Lewis's management design as well as its conflict with the marketing division's role can additionally be viewed as an OB challenge particularly as she has actually been made use of to handling concerns in the procedures department where employees are taught to focus on procedures and also get them right. The advertising and marketing division on the other hand can be seen as a group of people that are used to being nurtured by Krasnow who focused more on result than procedures.

Interdepartmental Disputes: Interdepartmental disagreements between three divisions, advertising and marketing, merchandizing as well as operations respectively over the allocation of the marketing mix can be identified as another OB problem. The advertising division does not share the very same vision as the various other two departments concerning the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing as well as procedures divisions do not agree over the advertising mix allowance amongst one an additional either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the advertising and marketing divisions can be determined as an additional OB concern which can require further interest. The fact that the marketing and advertising sections in the advertising and marketing division are disconnected is stopping both departments from getting from each various other's experience and expertise. Assimilation of advertising and marketing with merchandising and operations would certainly come to be harder if the marketing department itself is broken down which can be one more possible OB problem.

Chad Cameroon Petroleum Development And Pipeline Project B Analysis

Different theories have been used to clarify the circumstances to obtain additional clearness concerning the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that subordinates are passive and also careless, have little ambition and stand up to adjustment. The circumstance at Chad Cameroon Petroleum Development And Pipeline Project B is not totally complying with Concept X, it can be seen that brand-new hires are locating this environment rather stressful which might at some point lead to a better disposition of the management towards Theory X. Also while evaluating Lewis's monitoring style, concept X might have been appropriate in the procedures department to some degree but the Marketing division would certainly need reliance on Concept Y in order to obtain the creativity and also originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's worry concerning bringing consistency between the marketing and advertising division is concerned, this would at first result in contrast as gone over by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the initial phase of team growth, individuals might not bond, as they are active locating their place in the group. By integrating the marketing and advertising division's job, there may coincide first detach which could result in the 2nd phase of 'storming' where the teams challenge one another. It is only throughout the 3rd phase or 'norming' when they would come with each other to share suggestions prior to the team can bring around harmony in the 4th stage 'doing'.

Bridges' Transition Version: Based On William Bridge's theory (appendix 4), individuals are fairly uneasy with change, which is noticeable by the scenario at Chad Cameroon Petroleum Development And Pipeline Project B The circumstance can be viewed as a typical program of life if is researched based on Bridge's concept where he describes that people go through 3 stages of transition when they experience adjustment. 'End, losing as well as Letting go', The Neutral Area as well as 'The New Starting' (Bridges, 2004). When people exist with change, they get in stage one therefore there may be emotions like unhappiness, unpredictability, aggravation, rage, worry, rejection and disorientation.The circumstance at the advertising department of Chad Cameroon Petroleum Development And Pipeline Project B is similar so Lewis can get comfortable with the concept that it is not phenomenal behavior. In the 2nd phase, there may be a demand to bridge the void in between the brand-new as well as old culture so Lewis may need to encounter this ordeal once Krasnow leaves. There might be reduced morale as well as reduced efficiency at this phase which must not be taken as a setback. It is during this phase that Lewis will certainly need to offer assistance to the department to ensure that they can locate a sense of direction. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis obtain involved in the department a year prior to his actual departure. According to Bridges' Model, stage three will bring about openness to learning, High energy and also commitment as individuals will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB issue pertaining to insecurity at the work environment has actually been set off first of all by the adjustment in administration and second of all by the fact that the merging will no longer be launched. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the importance of 'safety needs as being a lower level need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel secure and safe' goes to the second degree of needs. Prior to a staff member can be made to establish psychologically, he requires to have his 'Physical 'and also 'Security' needs satisfied. This shows that unless the employees are made to really feel secure concerning their existing employment standing in Chad Cameroon Petroleum Development And Pipeline Project B they might not reach 'Self-Fulfillment'. (King, 2009).

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

Ramification of Analysis.

The OB analysis has actually checked out different theories to understand just how to manage the present circumstance handy. The following 3 alternatives have been recommended to assist Lewis take care of the organizational obstacles in the advertising and marketing division. Each of these options has been proposed for alleviating the transition needed to bring the advertising and marketing division in line with the needs of the marketplace as well as for making the cultural modification that would adhere to as soon as the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting as well as Manufacturing functions. Integration of Marketing with Operations.

Analysis of Alternatives.

Assimilation of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising firm of Chad Cameroon Petroleum Development And Pipeline Project B is currently toughness for the organization in terms of conserving up on overheads connected to advertising and marketing as well as promo. Because no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being straight appointed to Krasnow for the advertising feature, this is a positive opportunity for incorporating the marketing and advertising functions. Judith Shapiro who has actually earlier been spoken with by Lewis throughout the earlier merging days has experience in business-to-business advertising and marketing in addition to agency and retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both marketing and advertising functions.

The benefit of this approach is that it will integrate both functions while minimizing the need for employing an extra resource for advertising. Lewis would certainly be heading the marketing division and also in any kind of case her replacement would certainly be required for the existing duty that she is doing. The drawback of this alternative is that external hiring might produce animosity from interior workers that may be eying the setting of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Production: Offered the affordable pressures and excellent quality work required from the advertising agency, it is advised that Lewis ought to allow the manufacturing unit to be a separate feature from the marketing device. Considering that the majority of advertising agencies had these two functions as different systems, it makes more feeling to comply with the norm. Along with this, both features might have the ability to concentrate on their core triggers more efficiently. The disadvantage of this technique would be that additional expenses would have to be birthed for setting up different production functions. A manufacturing head might have to be employed which might boost expenses for the company.

Combination of Advertising with Operations: Given that Lewis is already taking treatment of the marketing and operations divisions all at once; it makes sense to incorporate the 2 features because she has actually been successfully taking treatment of both ends. The reality that Lewis has to adjust her monitoring style for the marketing department recommends that these two divisions would certainly be culturally varied.


An analysis of the three choices indicates that integration of advertising and also operations would certainly not be a feasible move because of the huge distinctions between the two divisions despite the fact that presently Lewis is managing both. While separation of the manufacturing feature may have been a beneficial action for the marketing division, the truth that it would certainly suggest positioning a 3rd function under Lewis's wing implies this need to be stayed clear of. The combination of the advertising and marketing division is the very best alternative in terms of getting the optimum arise from the department. An action prepare for this alternative is gone over listed below.

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

Marketing and advertising features would certainly be combined.

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

Production function will stay part of advertising and marketing under advertising feature.

Lewis will separate herself from operations.

An autonomous leadership design with employee empowerment will be utilized in advertising and marketing division.

Open up door policy and also emphasis on cross department communication will be targeted at eliminating dissonance.

Contingency plan.

If the integration does not exercise as planned, a backup plan would comply with which would certainly separate the manufacturing function from the marketing feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the production function will most definitely be divided by placing it under an SVP manufacturing.