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Citibank Hong Kong Capital Arbitrage In The Emerging Markets Case Study Analysis

CASE ANALYSIS

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Citibank Hong Kong Capital Arbitrage In The Emerging Markets Case Study Analysis

Background and Facts

Citibank Hong Kong Capital Arbitrage In The Emerging Markets a workplace supplies store for small and also medium sized organisations has actually recently been associated with preparing for a merging with its competitor Residence Deport, which has influenced performance degrees in departmentswith the senior supervisor involved in legal issues put forth by the federal Profession Payment. With the Marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the function in the future. With obstacles in the kind of a prospective cultural change and also reduced worker spirits, the organization needs a complete reengineering initiative at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the marketing department of Citibank Hong Kong Capital Arbitrage In The Emerging Markets is enhancing unpredictability in the workplace leading to various obstacles for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing critical choices considering that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Commission's intervention while doing so. Offered the truth that the shop has a worldwide visibility with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these countries may have the ability to influence efficiency or critical objectives. Federal Trade Compensation's antitrust suit versus the merging used up important time of the organization's senior monitoring suggesting that 'political' factors can have major ramifications for a worldwide company.

Economic Factors: Economic factors such as the appearance of small companies in the global circumstance suggest that Citibank Hong Kong Capital Arbitrage In The Emerging Markets is prospering in a setting where there is possible growth of services. Fact that shop clients are mainly looking for office supplies for house workplaces recommends that the market has a rising pattern of business owners and home based organisations.

Social factors: Social patterns in the economic situation show that consumers are trying to find convenience in addition to eye-catching costs. Market research demonstrates how the customer for Citibank Hong Kong Capital Arbitrage In The Emerging Markets does not have recognition about locating services which can offer a combination of ease as well as inexpensive.

Technological factors: Innovation plays a vital duty in Citibank Hong Kong Capital Arbitrage In The Emerging Markets's organisation technique particularly as the company is piloting Modern technology centers which would certainly use modern technology sales and also assistance in the kind of memory upgrades, peripheral installments. (Recap of BUG in appendix 2).

OB Issues and also Manifestations.

A number of underlying Business Habits problems can be seen in Citibank Hong Kong Capital Arbitrage In The Emerging Markets's case as highlighted in this area.

Concerns regarding cultural change: There is uneasiness concerning a social change that would happen as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with a lot of the personnel already revealing unhappiness over this prospective move. This predicted modification has produced anxiety in the work environment which has actually been paired with the past tension of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Stressful Task Environment for Newcomers: There is shortage of workers that can match the stressful setting of a fast-paced organization. Not just does this result in problem in discovering the ideal people, it places stress on new hires as can not hold up against the rate and pressure that the company expects them to bear.

Dual Coverage Lines: Newcomers locate this business society difficult and challenging to handle specifically as dotted line relationships are implied to be weak as a whole and unbiased setting as well as efficiency analysis is still done by the strong line supervisor. This suggests that newcomers can shed clearness regarding their respective roles as well as objectives especially as dotted line coverage does not maintain them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles although it had been guessed that the latter would take Krasnow's setting came as a blow to her spirits. Lewis might have been capable and also proper for the job however the reality that Kransnow's departure would make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Worry & Job Insecurity: Concern and also instability can be determined as 2 significant problems that Lewis would certainly be taking care of specifically as the merger has currently be terminated as well as 2 senior execs of the advertising and marketing department would be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders that would certainly not just supervise of brining about a cultural modification however would certainly likewise have to confirm herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's management style and its conflict with the marketing division's function can also be seen as an OB obstacle specifically as she has been used to handling issues in the operations department where employees are educated to concentrate on procedures as well as get them right. The marketing department on the various other hand can be seen as a group of people who are utilized to being nurtured by Krasnow who focused more on result than procedures.

Interdepartmental Disputes: Interdepartmental disputes between three departments, marketing, merchandizing and also procedures specifically over the allotment of the advertising mix can be recognized as another OB concern. Although the marketing department does not share the same vision as the various other two departments pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also operations departments do not agree over the advertising mix allotment among each other either.

Disintegration in Advertising Department: Disintegration between the marketing and advertising departments can be recognized as an additional OB problem which can need more focus. The fact that the marketing and advertising sections in the advertising and marketing division are separated is avoiding both divisions from gaining from each other's experience and competence. Assimilation of advertising and marketing with retailing and procedures would become harder if the advertising and marketing division itself is broken down which can be an additional possible OB concern.

Citibank Hong Kong Capital Arbitrage In The Emerging Markets Analysis

Different theories have actually been utilized to clarify the scenarios to obtain more clearness concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers believe that staffs are easy and lazy, have little passion and also withstand adjustment. The circumstance at Citibank Hong Kong Capital Arbitrage In The Emerging Markets is not totally following Concept X, it can be seen that new hires are finding this setting rather difficult which might eventually lead to a better inclination of the management towards Theory X. Even while examining Lewis's monitoring design, concept X might have been appropriate in the procedures department to some level however the Advertising and marketing department would require dependence on Concept Y in order to get the creative thinking as well as creativity from the groups.

Tuckman's Teamwork Concept: As for Lewis's concern concerning bringing harmony in between the advertising and marketing division is concerned, this would originally cause clash as talked about by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, during the preliminary stage of team development, individuals may not bond, as they are hectic finding their area in the team. By integrating the marketing and advertising department's work, there may coincide preliminary separate which might cause the 2nd stage of 'storming' where the groups test one another. It is only during the third phase or 'norming' when they would come together to share suggestions prior to the team can bring around harmony in the fourth stage 'executing'.

Bridges' Change Model: According To William Bridge's theory (appendix 4), people are rather awkward with change, which is obvious by the circumstance at Citibank Hong Kong Capital Arbitrage In The Emerging Markets The circumstance can be viewed as a normal program of life if is examined based on Bridge's theory where he discusses that people undergo three stages of change when they experience change. 'End, shedding and Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When individuals exist with change, they enter stage one and so there may be emotions like despair, uncertainty, irritation, rage, worry, denial and disorientation.The scenario at the advertising department of Citibank Hong Kong Capital Arbitrage In The Emerging Markets is similar so Lewis can obtain comfortable with the suggestion that it is not remarkable habits. In the 2nd stage, there may be a need to link the gap between the new and old culture so Lewis may have to face this ordeal when Krasnow leaves. There might be low morale and also reduced productivity at this stage which ought to not be taken as an obstacle. It is during this stage that Lewis will certainly need to give advice to the department to ensure that they can locate a sense of direction. It can be seen just how Krasnow has actually already made this shift less complicated by making Lewis get associated with the division a year before his real departure. Based on Bridges' Design, phase three will bring about visibility to understanding, High energy and dedication as individuals will accept the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the significance of 'protection requires as being a reduced level need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel safe as well as out of threat' is at the 2nd level of demands. Prior to a worker can be made to establish emotionally, he requires to have his 'Physical 'and also 'Safety' needs fulfilled.

SWOT Analysis for Citibank Hong Kong Capital Arbitrage In The Emerging Markets Case Study



Implication of Analysis.

The OB analysis has actually considered different concepts to comprehend exactly how to handle the present circumstance at hand. The complying with 3 choices have been proposed to help Lewis manage the organizational obstacles in the advertising department. Each of these options has been suggested for relieving the shift required to bring the marketing division in accordance with the requirements of the market as well as for making the social change that would certainly adhere to once the current leader leaves.

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

Analysis of Alternatives.

Assimilation of Marketing & Advertising And Marketing Functions: The internal advertising company of Citibank Hong Kong Capital Arbitrage In The Emerging Markets is currently toughness for the company in regards to conserving up on overheads connected to advertising and marketing and promotion. Since no new recruitment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the advertising function, this is a favorable chance for incorporating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merger days has proficiency in business-to-business marketing in addition to agency as well as retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing functions.

The benefit of this method is that it will certainly integrate both functions while minimizing the requirement for working with an additional source for advertising. Along with this, Lewis would be heading the advertising department and also regardless her replacement would certainly be needed for the present duty that she is doing. The downside of this alternative is that external hiring might cause resentment from internal workers that might be eying the placement of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and also Manufacturing: Given the affordable stress as well as high quality work needed from the advertising agency, it is recommended that Lewis ought to allow the production unit to be a separate function from the marketing unit. Considering that the majority of advertising and marketing companies had these 2 functions as separate units, it makes even more sense to comply with the standard.

Assimilation of Advertising And Marketing with Procedures: Because Lewis is already caring for the marketing and procedures departments all at once; it makes sense to integrate the two functions because she has been successfully caring for both ends. The reality that both divisions currently have significant differences over allowance of resources suggests that this assimilation may be able to bring about consistency particularly as Lewis would be heading both ends.However there are different disadvantages of this action specifically as it would put excessive burden over Lewis's shoulders. The truth that Lewis has to adapt her administration design for the advertising division suggests that these two departments would certainly be culturally varied. Lewis may not be able to use one type of leadership style to both divisions which might result in inefficiency in either one of the 2 functions.

Recommendation.



An assessment of the 3 options shows that assimilation of advertising as well as operations would not be a practical move due to the huge differences between the 2 departments despite the truth that currently Lewis is handling both. While separation of the production feature may have been a favorable step for the marketing division, the truth that it would suggest positioning a 3rd feature under Lewis's wing suggests this should be avoided.

Action Plan.
Recommendation
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Manufacturing feature will remain component of marketing under marketing feature.

Lewis will divide herself from operations.

An autonomous leadership style with employee empowerment will certainly be made use of in advertising division.

Open door policy and also emphasis on cross departmental interaction will certainly be focused on removing disharmony.

Backup plan.

If the integration does not work out as intended, a contingency plan would adhere to which would certainly separate the production function from the advertising feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing department without an SVP. Because case the production feature will most definitely be divided by placing it under an SVP production.