Chases Strategy For Syndicating The Hong Kong Disneyland Loan B Case Study Help


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

Background and Facts

Chases Strategy For Syndicating The Hong Kong Disneyland Loan B an office products seller for tiny and also moderate sized companies has actually just recently been associated with preparing for a merging with its competitor Residence Deport, which has influenced efficiency degrees in departmentswith the elderly manager involved in legal difficulties presented by the federal Trade Compensation. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the future. With difficulties in the type of a possible social adjustment and also reduced worker morale, the organization wants a full reengineering initiative at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The potential social adjustment at the advertising and marketing department of Chases Strategy For Syndicating The Hong Kong Disneyland Loan B is boosting uncertainty in the working environment resulting in various 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 significant duty in affecting calculated decisions given that Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Profession Payment's intervention while doing so. Provided the reality that the shop has a global existence with branches in UK, U.S.A., Canada and Germany, political consider each of these nations might be able to influence efficiency or strategic goals. Federal Profession Compensation's antitrust match versus the merger occupied valuable time of the organization's senior management suggesting that 'political' factors can have significant implications for an international service.

Economic Factors: Financial factors such as the appearance of local business in the international scenario suggest that Chases Strategy For Syndicating The Hong Kong Disneyland Loan B is growing in a setting where there is possible development of services. Truth that store consumers are primarily looking for office products for house offices suggests that the market has an increasing pattern of entrepreneurs and also home based services.

Social factors: Social fads in the economic situation reveal that consumers are trying to find comfort as well as eye-catching rates. Marketing research demonstrates how the consumer for Chases Strategy For Syndicating The Hong Kong Disneyland Loan B lacks awareness concerning finding services which can use a mix of benefit as well as inexpensive.

Technological factors: Modern technology plays an important duty in Chases Strategy For Syndicating The Hong Kong Disneyland Loan B's service approach particularly as the company is piloting Innovation facilities which would certainly provide modern technology sales and also support in the kind of memory upgrades, outer installations. (Recap of PARASITE in appendix 2).

OB Issues and also Symptoms.

A number of underlying Business Habits concerns can be seen in Chases Strategy For Syndicating The Hong Kong Disneyland Loan B's case as highlighted in this section.

Apprehensions concerning cultural adjustment: There is concern about a social modification that would certainly happen once Todd Krasnow leaves from his position as the Executive Vice President of Marketing with a lot of the employee already revealing discontent over this possible relocation. This anticipated change has created anxiety in the workplace which has been paired with the previous tension of preparing the firm for a prospective merger with House Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is lack of personnel that can match the difficult environment of a hectic organization. Not only does this lead to problem in locating the right people, it puts stress and anxiety on new hires as can not hold up against the rate and also pressure that the company expects them to bear.

Dual Reporting Lines: Beginners locate this organizational culture troublesome as well as hard to handle especially as dotted line connections are implied to be weak generally and also objective setting and also efficiency evaluation is still done by the strong line supervisor. This indicates that newcomers could lose quality concerning their corresponding functions as well as purposes particularly as populated line coverage does not keep them in straight interaction with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles although it had actually been hypothesized that the last would take Krasnow's placement came as a blow to her morale. Lewis might have been qualified and suitable for the work but the truth that Kransnow's departure would make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Job Insecurity: Anxiety as well as instability can be determined as 2 major issues that Lewis would certainly be managing especially as the merger has currently be cancelled and also two senior execs of the advertising and marketing division would certainly be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders that would not just be in charge of brining about a social change yet would also have to confirm herself in her new duty.

Incompatible Management Design of Leader: Lewis's management style and its conflict with the advertising division's role can also be seen as an OB challenge particularly as she has actually been used to handling problems in the procedures division where workers are educated to focus on processes as well as obtain them right. The marketing department on the various other hand can be viewed as a team of individuals that are made use of to being nurtured by Krasnow that focused more on result than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements between three divisions, advertising and marketing, merchandizing and also procedures respectively over the allocation of the advertising and marketing mix can be identified as another OB problem. Although the marketing division does not share the exact same vision as the other 2 divisions regarding the aloocation of the advertising mix twoards promotions and also advertsing, the merchandizing as well as procedures divisions do not concur over the advertising and marketing mix allocation amongst one another either.

Disintegration in Marketing Department: Fragmentation in between the marketing and advertising divisions can be identified as another OB issue which could need further attention. The truth that the marketing and advertising sections in the marketing division are disconnected is avoiding both departments from acquiring from each other's experience as well as proficiency. Assimilation of marketing with retailing as well as operations would certainly come to be harder if the advertising division itself is degenerated which can be another potential OB concern.

Chases Strategy For Syndicating The Hong Kong Disneyland Loan B Analysis

Numerous theories have been used to discuss the situations to obtain further clearness about the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors believe that staffs are passive and lazy, have little aspiration as well as stand up to adjustment. The tough variation of this concept highlighted browbeating, tight controls, threats and also punishments. Gradually it creates reduced performance, subtle sabotage as well as rivalry (Deal, 2003). Although the situation at Chases Strategy For Syndicating The Hong Kong Disneyland Loan B is not entirely adhering to Theory X, it can be seen that new hires are locating this setting rather difficult which may ultimately bring about a greater disposition of the administration in the direction of Theory X. As per McGregor's promoted sight, which he called Concept Y, the necessary job of the administration is to set up business conditions to ensure that people can achieve their own objectives best by directing their initiatives in the direction of organizational benefits. If people discover no complete satisfaction in their work, the administration would certainly have little choice yet to count on concept X as well as exterior control (Offer, 2003). Also while examining Lewis's monitoring design, theory X might have been suitable in the operations division to some extent however the Advertising and marketing division would require reliance on Concept Y to get the creativity as well as creativity from the teams.

Tuckman's Synergy Concept: As far as Lewis's issue about bringing harmony between the marketing and advertising department is worried, this would initially cause clash as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, during the first phase of group development, individuals may not bond, as they are hectic finding their location in the team. By incorporating the advertising and marketing division's work, there might be the same first separate which could lead to the 2nd phase of 'storming' where the teams test one another. Nonetheless, it is just throughout the third phase or 'norming' when they would certainly integrate to share suggestions before the team can cause harmony in the 4th phase 'doing'.

When individuals are offered with change, they get in phase one as well as so there might be emotions like unhappiness, uncertainty, aggravation, anger, fear, rejection as well as disorientation.The circumstance at the advertising division of Chases Strategy For Syndicating The Hong Kong Disneyland Loan B is similar so Lewis can obtain comfy with the idea that it is not remarkable behavior. It is during this phase that Lewis will certainly have to offer guidance to the division so that they can discover a sense of direction. It can be seen how Krasnow has actually already made this change much easier by making Lewis obtain involved in the division a year before his actual departure.
Vrio Analysis
Maslow's Requirement pecking order: The OB issue related to insecurity at the work environment has been caused first of all by the change in management and also second of all by the fact that the merging will certainly no more be started. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has reviews the significance of 'safety and security requires as being a lower level demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel safe and secure and also unharmed' goes to the second level of requirements. Before a staff member can be made to create psychologically, he requires to have his 'Physiological 'and also 'Safety and security' requires satisfied. This indicates that unless the workers are made to really feel safe concerning their present employment condition in Chases Strategy For Syndicating The Hong Kong Disneyland Loan B they may not get to 'Self-Fulfillment'. (King, 2009).

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

Implication of Analysis.

The OB analysis has actually looked at various concepts to recognize just how to handle the existing scenario available. The adhering to three alternatives have actually been recommended to assist Lewis manage the business difficulties in the advertising department. Each of these choices has actually been proposed for easing the shift required to bring the marketing division according to the needs of the marketplace and for making the social change that would certainly adhere to as soon as the present leader leaves.

Assimilation of marketing and advertising features. Dividing Adverting and also Production functions. Assimilation of Advertising And Marketing with Workflow.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merger days has expertise in business-to-business advertising along with company and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both marketing and also advertising features.

The advantage of this method is that it will certainly incorporate both functions while decreasing the need for working with an added resource for advertising and marketing. Lewis would be heading the marketing department and in any case her replacement would be needed for the present duty that she is doing. The drawback of this option is that outside hiring may produce resentment from interior workers that might be considering the placement of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and Production: Provided the competitive stress and premium quality job required from the advertising agency, it is advised that Lewis must allow the manufacturing unit to be a different feature from the marketing device. Because the majority of ad agency had these two features as separate units, it makes even more feeling to comply with the norm. In addition to this, both features may be able to focus on their core triggers more successfully. The disadvantage of this method would be that extra prices would have to be borne for establishing up different manufacturing functions. In addition to this, a production head may have to be employed which can boost overheads for the organization.

Combination of Advertising with Procedures: Since Lewis is already taking care of the advertising and marketing as well as operations departments simultaneously; it makes feeling to integrate the two functions because she has been successfully taking care of both ends. The fact that Lewis has to adapt her management style for the marketing division recommends that these 2 departments would certainly be culturally diverse.


An evaluation of the 3 alternatives shows that assimilation of advertising and also procedures would not be a viable move due to the large distinctions in between the two divisions despite the reality that currently Lewis is dealing with both. While splitting up of the production feature might have been a desirable step for the advertising department, the fact that it would certainly imply positioning a 3rd feature under Lewis's wing means this must be avoided.

Activity Plan.
Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

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

Lewis will separate herself from operations.

An autonomous leadership design with staff member empowerment will certainly be utilized in marketing division.

Open up door policy and emphasis on cross departmental communication will be aimed at getting rid of disharmony.

Contingency strategy.

If the integration does not work out as intended, a contingency strategy would certainly follow which would certainly divide the manufacturing feature from the advertising and marketing function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing department without an SVP. Because case the manufacturing feature will most definitely be divided by placing it under an SVP production.