Chases Strategy For Syndicating The Hong Kong Disneyland Loan A Case Study Solution


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Background and Facts

Chases Strategy For Syndicating The Hong Kong Disneyland Loan A a workplace materials retailer for small and average sized organisations has recently been involved in planning for a merger with its competitor Home Deport, which has influenced performance degrees in departmentswith the senior manager associated with legal issues put forth by the government Profession Compensation. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the future. With difficulties in the type of a possible social adjustment and reduced employee morale, the company requires a full reengineering initiative at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The potential social adjustment at the advertising department of Chases Strategy For Syndicating The Hong Kong Disneyland Loan A is boosting uncertainty in the workplace causing different difficulties for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting strategic decisions since Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Profession Payment's treatment while doing so. Offered the truth that the store has a worldwide visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries might have the ability to impact efficiency or tactical objectives. Federal Trade Commission's antitrust fit against the merging occupied important time of the company's elderly monitoring suggesting that 'political' factors can have significant effects for a worldwide service.

Economic Factors: Economic factors such as the development of local business in the global situation recommend that Chases Strategy For Syndicating The Hong Kong Disneyland Loan A is growing in an environment where there is possible growth of companies. Fact that shop customers are mostly looking for workplace supplies for house workplaces suggests that the market has a rising fad of entrepreneurs as well as residence based companies.

Social factors: Social fads in the economic situation reveal that clients are seeking ease as well as eye-catching rates. Market research demonstrates how the customer for Chases Strategy For Syndicating The Hong Kong Disneyland Loan A does not have awareness concerning locating remedies which can supply a mix of ease and affordable.

Technical factors: Modern technology plays an important duty in Chases Strategy For Syndicating The Hong Kong Disneyland Loan A's business method especially as the organization is piloting Innovation facilities which would use technology sales and assistance in the kind of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Organizational Behavior concerns can be seen in Chases Strategy For Syndicating The Hong Kong Disneyland Loan A's case as highlighted in this section.

Uneasiness concerning social change: There is uneasiness concerning a social adjustment that would occur as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Marketing with a lot of the personnel already showing unhappiness over this prospective move. This expected change has actually created stress in the office which has been combined with the previous anxiety of preparing the company for a possible merger with House Deport.
Pest Analysis
Stressful Job Environment for Newcomers: There is shortage of workers that can match the difficult environment of a hectic company. Not just does this result in problem in locating the ideal individuals, it puts stress and anxiety on brand-new hires as can not withstand the rate and also stress that the company anticipates them to bear.

Twin Reporting Lines: Newcomers discover this organizational society difficult and also challenging to manage especially as populated line partnerships are indicated to be weaker as a whole and unbiased setting and also efficiency examination is still done by the strong line manager. This suggests that beginners can lose clearness about their corresponding roles and also purposes particularly as dotted line coverage does not maintain them in direct communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had actually been speculated that the latter would take Krasnow's setting came as a blow to her morale. Lewis may have been qualified as well as ideal for the task yet the reality that Kransnow's departure would make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Worry & Work Insecurity: Concern and instability can be determined as two major problems that Lewis would be handling particularly as the merging has actually now be terminated and also 2 senior execs of the advertising and marketing department would be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders who would not just be in charge of brining regarding a social modification but would likewise have to confirm herself in her brand-new duty.

Inappropriate Administration Style of Leader: Lewis's administration style and also its conflict with the advertising division's role can also be seen as an OB challenge particularly as she has been used to managing problems in the procedures department where personnel are shown to concentrate on processes and also get them. The advertising department on the various other hand can be seen as a group of individuals who are used to being nurtured by Krasnow who focused a lot more on output than procedures.

Interdepartmental Disputes: Interdepartmental arguments between 3 divisions, marketing, merchandizing and also procedures specifically over the appropriation of the advertising mix can be determined as another OB worry. The marketing department does not share the very same vision as the various other two divisions pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allotment amongst one an additional either.

Disintegration in Marketing Department: Fragmentation in between the advertising and marketing departments can be recognized as one more OB issue which might need more attention. The reality that the advertising and marketing sections in the advertising and marketing division are disconnected is protecting against both divisions from acquiring from each various other's experience and also competence. Combination of advertising and marketing with merchandising and also operations would certainly become more difficult if the marketing department itself is disintegrated which can be an additional possible OB concern.

Chases Strategy For Syndicating The Hong Kong Disneyland Loan A Analysis

Different theories have been made use of to discuss the circumstances to obtain further clearness about the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that staffs are passive as well as lazy, have little ambition and stand up to change. The situation at Chases Strategy For Syndicating The Hong Kong Disneyland Loan A is not entirely complying with Concept X, it can be seen that brand-new hires are locating this environment instead demanding which may at some point lead to a higher disposition of the management in the direction of Theory X. Also while evaluating Lewis's monitoring design, theory X might have been suitable in the operations division to some degree however the Marketing division would call for reliance on Theory Y in order to get the creative thinking as well as originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's problem about bringing consistency in between the advertising and marketing department is concerned, this would at first result in conflict as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the preliminary stage of team development, individuals may not bond, as they are busy discovering their area in the group. By incorporating the advertising and marketing division's job, there might be the same initial disconnect which could result in the 2nd stage of 'storming' where the teams challenge each other. However, it is only during the 3rd stage or 'norming' when they would integrate to share ideas prior to the group can produce synergy in the 4th stage 'performing'.

Bridges' Transition Model: As per William Bridge's theory (appendix 4), individuals are quite uncomfortable with modification, which is noticeable by the situation at Chases Strategy For Syndicating The Hong Kong Disneyland Loan A The circumstance can be seen as a normal program of life if is examined as per Bridge's concept where he describes that individuals undergo three stages of change when they experience adjustment. 'Ending, losing as well as Releasing', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals exist with change, they go into stage one and so there may be emotions like unhappiness, uncertainty, stress, rage, concern, denial and disorientation.The scenario at the advertising department of Chases Strategy For Syndicating The Hong Kong Disneyland Loan A is comparable so Lewis can get comfortable with the suggestion that it is not amazing habits. In the second phase, there may be a demand to bridge the void between the new and also old culture so Lewis might have to encounter this experience once Krasnow leaves. There may be reduced spirits as well as low performance at this phase which must not be taken as a trouble. It is during this stage that Lewis will need to give advice to the department so that they can locate a sense of direction. It can be seen how Krasnow has actually currently made this change less complicated by making Lewis obtain involved in the department a year prior to his actual departure. According to Bridges' Version, stage three will bring about visibility to understanding, High energy and commitment as individuals will accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has goes over the relevance of 'safety needs as being a reduced degree need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel secure and out of threat' is at the 2nd degree of demands. Prior to an employee can be made to create mentally, he needs to have his 'Physiological 'and 'Safety and security' requires met.

SWOT Analysis for Chases Strategy For Syndicating The Hong Kong Disneyland Loan A Case Study

Ramification of Analysis.

The OB analysis has considered numerous theories to recognize how to handle the present situation handy. The adhering to 3 options have been recommended to aid Lewis handle the business obstacles in the marketing department. Each of these alternatives has actually been recommended for reducing the shift needed to bring the marketing division in accordance with the needs of the marketplace and also for making the cultural change that would certainly adhere to as soon as the current leader leaves.

Combination of advertising and marketing features. Dividing Adverting and also Manufacturing functions. Combination of Advertising with Workflow.

Examination of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The internal advertising and marketing company of Chases Strategy For Syndicating The Hong Kong Disneyland Loan A is currently toughness for the company in regards to conserving up on overheads associated with advertising and marketing as well as promotion. Considering that no new employment has been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the marketing function, this is a desirable chance for incorporating the advertising and marketing features. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has competence in business-to-business marketing in addition to firm and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both marketing and advertising features.

The benefit of this approach is that it will integrate both features while decreasing the requirement for working with an additional source for advertising. Lewis would certainly be heading the marketing division and also in any case her substitute would be needed for the current function that she is performing. The negative aspect of this choice is that external hiring might cause bitterness from interior employees who might be eying the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Production: Provided the competitive stress and also high quality work needed from the advertising agency, it is advised that Lewis needs to permit the production system to be a separate function from the advertising unit. Because the majority of advertising agencies had these two functions as separate systems, it makes even more sense to comply with the standard. In addition to this, both functions might have the ability to concentrate on their core activates extra effectively. The drawback of this approach would be that additional expenses would certainly have to be birthed for establishing up different production functions. A manufacturing head may have to be worked with which could enhance overheads for the company.

Integration of Marketing with Operations: Since Lewis is already dealing with the advertising and operations divisions concurrently; it makes good sense to incorporate both functions since she has been efficiently dealing with both ends. The truth that both divisions currently have significant distinctions over allocation of resources suggests that this assimilation might be able to bring about harmony particularly as Lewis would certainly be heading both ends.However there are different disadvantages of this action particularly as it would put way too much concern over Lewis's shoulders. The reality that Lewis has to adapt her administration style for the marketing division suggests that these 2 departments would be culturally diverse. In addition to this, Lewis might not have the ability to use one kind of management design to both divisions which might cause inefficiency in either among the two functions.


An evaluation of the three options indicates that integration of marketing and procedures would not be a feasible move because of the huge differences between the two departments although that presently Lewis is dealing with both. While splitting up of the manufacturing feature might have been a beneficial move for the advertising division, the truth that it would imply putting a 3rd function under Lewis's wing implies this should be avoided also. The combination of the advertising and marketing department is the most effective alternative in terms of obtaining the optimum results from the division. An activity plan for this option is reviewed below.

Action Strategy.
Lewis will take over the duty of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Manufacturing feature will certainly continue to be component of advertising under advertising function.

Lewis will divide herself from procedures.

An autonomous leadership design with employee empowerment will certainly be used in advertising department.

Open up door plan and emphasis on cross departmental interaction will be targeted at getting rid of dissonance.

Backup strategy.

If the assimilation does not work out as intended, a contingency strategy would certainly follow which would certainly divide the production feature from the advertising and marketing feature to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing division without an SVP. Because case the manufacturing function will absolutely be divided by positioning it under an SVP manufacturing.