Citibank Performance Evaluation Spanish Version Case Study Solution


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Citibank Performance Evaluation Spanish Version Case Study Help

Background and Facts

Citibank Performance Evaluation Spanish Version a workplace products store for little as well as moderate sized services has actually just recently been involved in preparing for a merger with its competitor Residence Deport, which has actually impacted efficiency degrees in departmentswith the senior supervisor associated with legal complications put forth by the federal Trade Payment. With the Advertising Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the current head of operations has actually been asked to take the duty in the near future. With difficulties in the kind of a possible social change and also reduced worker morale, the company requires a full reengineering effort at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The prospective social change at the advertising and marketing department of Citibank Performance Evaluation Spanish Version is enhancing unpredictability in the workplace resulting in various 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 major duty in impacting strategic decisions considering that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Commission's treatment at the same time. Provided the reality that the shop has an international visibility with branches in UK, USA, Canada and Germany, political consider each of these nations might have the ability to influence performance or calculated objectives. Federal Profession Commission's antitrust match versus the merger occupied useful time of the company's senior administration recommending that 'political' factors can have major implications for an international organisation.

Economic Factors: Financial factors such as the development of small businesses in the international circumstance suggest that Citibank Performance Evaluation Spanish Version is flourishing in an atmosphere where there is potential growth of businesses. Along with this, reality that store clients are primarily trying to find workplace supplies for home offices recommends that the market has an increasing trend of entrepreneurs and online companies.

Social factors: Social patterns in the economy show that consumers are searching for convenience in addition to eye-catching rates. Market research demonstrates how the client for Citibank Performance Evaluation Spanish Version does not have recognition about discovering options which can supply a combination of comfort as well as low costs.

Technical factors: Modern technology plays an important role in Citibank Performance Evaluation Spanish Version's company approach particularly as the organization is piloting Innovation centers which would certainly provide modern technology sales and support in the form of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues and also Manifestations.

Several underlying Business Actions issues can be seen in Citibank Performance Evaluation Spanish Version's case as highlighted in this area.

Worries about cultural modification: There is worry about a cultural modification that would take place once Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with the majority of the team member currently revealing discontent over this prospective action. This predicted change has actually produced anxiety in the workplace which has been combined with the previous tension of preparing the company for a potential merger with Home Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of employees that can match the demanding environment of a busy organization. Not only does this result in problem in locating the ideal individuals, it puts stress on brand-new hires as can not endure the rate and pressure that the company expects them to bear.

Dual Reporting Lines: Newbies find this business culture troublesome and also difficult to deal with particularly as populated line relationships are suggested to be weak generally and objective setup and also performance assessment is still done by the solid line supervisor. This suggests that newbies can lose clarity about their particular duties and objectives particularly as populated line reporting does not keep them in direct communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been speculated that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified as well as suitable for the job yet the reality that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Fear and also insecurity can be identified as two major worries that Lewis would be handling especially as the merger has actually now be terminated and also two elderly executives of the marketing division would be leaving. The whole responsibility of the department would be dropping on Lewis's shoulders who would not just be in charge of brining about a social adjustment yet would certainly also have to prove herself in her new duty.

Incompatible Administration Design of Leader: Lewis's management style and its conflict with the advertising and marketing department's function can likewise be seen as an OB difficulty specifically as she has been made use of to dealing with problems in the procedures division where workers are instructed to focus on procedures as well as get them. The marketing department on the various other hand can be seen as a team of people who are used to being nurtured by Krasnow that concentrated much more on output than procedures.

Interdepartmental Disputes: Interdepartmental disagreements in between three divisions, advertising and marketing, merchandizing and procedures specifically over the allotment of the advertising mix can be determined as another OB problem. The marketing division does not share the same vision as the other two departments relating to the aloocation of the advertising and marketing mix twoards promos as well as advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix allotment amongst one another either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing departments can be identified as one more OB issue which might need further focus. The reality that the marketing and advertising sections in the marketing department are separated is stopping both divisions from obtaining from each other's experience as well as proficiency. Integration of marketing with retailing and also operations would certainly end up being more difficult if the advertising and marketing department itself is degenerated which can be another possible OB problem.

Citibank Performance Evaluation Spanish Version Analysis

Different concepts have been used to describe the circumstances to obtain additional clearness about the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that juniors are passive and also lazy, have little passion as well as withstand change. The difficult version of this theory highlighted browbeating, tight controls, hazards and also punishments. Over time it generates reduced productivity, refined sabotage and competition (Bargain, 2003). The situation at Citibank Performance Evaluation Spanish Version is not entirely following Concept X, it can be seen that new hires are locating this atmosphere rather demanding which may at some point lead to a higher disposition of the administration in the direction of Theory X. As per McGregor's supported sight, which he called Concept Y, the essential job of the management is to arrange business problems to ensure that people can achieve their own objectives best by guiding their initiatives towards organizational rewards. If people discover no fulfillment in their work, the monitoring would certainly have little choice but to count on concept X and also external control (Bargain, 2003). Also while assessing Lewis's administration design, concept X might have appropriated in the operations department to some extent however the Advertising department would need dependence on Theory Y so as to get the creativity and originality from the teams.

Tuckman's Team effort Theory: As for Lewis's problem about bringing harmony in between the marketing and advertising division is concerned, this would initially lead to clash as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). Based on Tuckman's theory displayed in appendix 3, throughout the preliminary stage of group advancement, people may not bond, as they are active finding their area in the group. By integrating the marketing and advertising division's work, there might be the same initial separate which might cause the 2nd stage of 'storming' where the teams challenge one another. It is only during the third stage or 'norming' when they would come together to share ideas prior to the team can bring around harmony in the fourth phase 'carrying out'.

When people are presented with adjustment, they enter phase one and so there might be feelings like unhappiness, unpredictability, frustration, rage, worry, rejection and disorientation.The circumstance at the marketing department of Citibank Performance Evaluation Spanish Version is similar so Lewis can obtain comfy with the suggestion that it is not amazing habits. It is throughout this stage that Lewis will certainly have to offer guidance to the department so that they can discover a feeling of instructions. It can be seen just how Krasnow has currently made this shift easier by making Lewis get included in the division a year before his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has reviews the value of 'protection requires as being a lower degree need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and secure and also out of danger' is at the 2nd degree of demands. Before an employee can be made to create mentally, he requires to have his 'Physiological 'as well as 'Safety and security' requires fulfilled.

SWOT Analysis for Citibank Performance Evaluation Spanish Version Case Study

Effects of Analysis.

The OB analysis has actually checked out different theories to recognize how to handle the present scenario handy. The following three alternatives have been suggested to assist Lewis handle the business challenges in the advertising and marketing division. Each of these options has been proposed for relieving the transition needed to bring the advertising and marketing division according to the demands of the market as well as for making the cultural modification that would follow when the present leader leaves.

Assimilation of advertising and marketing features. Separating Adverting and Manufacturing features. Integration of Advertising with Operations.

Analysis of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The in-house advertising and marketing firm of Citibank Performance Evaluation Spanish Version is currently toughness for the organization in regards to saving up on expenses connected to advertising and marketing and promo. Because no brand-new recruitment has actually been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising and marketing function, this is a favorable possibility for incorporating the advertising and marketing functions. Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business advertising and marketing in addition to company and retail advertising experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and marketing features.

The advantage of this approach is that it will certainly integrate the two functions while minimizing the demand for hiring an additional resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing department and in any case her replacement would be required for the current duty that she is carrying out. The disadvantage of this option is that outside hiring may bring about bitterness from internal personnel who might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting and also Production: Offered the affordable pressures as well as high top quality job needed from the marketing firm, it is recommended that Lewis ought to enable the manufacturing unit to be a separate function from the advertising and marketing unit. Because most advertising and marketing companies had these two features as different systems, it makes more feeling to follow the norm.

Integration of Advertising with Workflows: Given that Lewis is already dealing with the advertising and marketing and also procedures departments all at once; it makes sense to integrate the two functions considering that she has actually been effectively taking care of both ends. The reality that the two divisions already have significant differences over allowance of resources suggests that this integration may have the ability to produce consistency especially as Lewis would certainly be heading both ends.However there are various drawbacks of this action especially as it would put excessive concern over Lewis's shoulders. The truth that Lewis needs to adapt her administration style for the advertising division suggests that these 2 departments would certainly be culturally varied. Lewis may not be able to apply one kind of leadership design to both departments which could result in ineffectiveness in either one of the 2 functions.


An examination of the 3 options indicates that integration of advertising and marketing and procedures would not be a practical move due to the huge differences between the two divisions regardless of the truth that currently Lewis is handling both. While splitting up of the manufacturing function might have been a favorable relocation for the marketing division, the truth that it would mean positioning a 3rd function under Lewis's wing suggests this need to be stayed clear of.

Action Plan.
Lewis will certainly take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Manufacturing function will continue to be part of marketing under advertising function.

Lewis will certainly separate herself from operations.

A democratic leadership design with employee empowerment will be used in advertising and marketing department.

Open door policy and focus on cross department communication will certainly be focused on eliminating discord.

Backup plan.

If the combination does not exercise as prepared, a backup strategy would certainly adhere to which would separate the manufacturing function from the advertising and marketing function to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the manufacturing feature will absolutely be separated by putting it under an SVP production.