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City Water Tanzania A Water Partnerships For Dar Es Salaam Case Study Analysis

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City Water Tanzania A Water Partnerships For Dar Es Salaam Case Study Analysis

Background and Facts

City Water Tanzania A Water Partnerships For Dar Es Salaam a workplace products store for tiny and also moderate sized businesses has actually recently been associated with planning for a merger with its rival House Deport, which has actually influenced efficiency degrees in departmentswith the senior supervisor associated with legal difficulties put forth by the government Trade Payment. With the Advertising and marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the future. With difficulties in the form of a potential cultural modification as well as low employee spirits, the company requires a total reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The possible social change at the advertising and marketing department of City Water Tanzania A Water Partnerships For Dar Es Salaam is raising uncertainty in the working environment bring about numerous challenges for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting tactical decisions because Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment at the same time. Offered the reality that the store has an international visibility with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations may be able to affect efficiency or calculated objectives. Federal Trade Payment's antitrust match versus the merger took up important time of the company's elderly management suggesting that 'political' factors can have severe implications for an international organisation.

Economic Factors: Financial factors such as the appearance of small companies in the worldwide circumstance recommend that City Water Tanzania A Water Partnerships For Dar Es Salaam is prospering in an environment where there is potential development of services. Truth that store consumers are mostly looking for office products for residence workplaces suggests that the market has a climbing pattern of business owners and also house based organisations.

Social factors: Social patterns in the economic climate show that customers are searching for benefit along with appealing costs. Marketing research demonstrates how the client for City Water Tanzania A Water Partnerships For Dar Es Salaam lacks understanding about discovering options which can use a combination of comfort and inexpensive.

Technical factors: Modern technology plays an important function in City Water Tanzania A Water Partnerships For Dar Es Salaam's service strategy specifically as the company is piloting Technology centers which would provide technology sales and also support in the form of memory upgrades, peripheral installments. (Recap of BUG in appendix 2).

OB Issues and Symptoms.

Several underlying Organizational Behavior problems can be seen in City Water Tanzania A Water Partnerships For Dar Es Salaam's case as highlighted in this section.

Worries concerning social adjustment: There is uneasiness about a social change that would certainly occur once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with most of the team member currently revealing unhappiness over this prospective action. This anticipated modification has produced tension in the workplace which has been coupled with the previous stress and anxiety of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is shortage of personnel that can match the stressful setting of a fast-paced organization. Not just does this cause difficulty in discovering the best people, it puts tension on brand-new hires as can not hold up against the pace and also stress that the organization expects them to bear.

Dual Reporting Lines: Beginners discover this business society cumbersome and hard to cope with especially as populated line partnerships are suggested to be weak in general as well as unbiased setting and performance examination is still done by the strong line supervisor. This indicates that newcomers can shed quality regarding their corresponding roles as well as goals particularly as populated line coverage does not maintain them in straight communication with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been guessed that the last would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and also appropriate for the job but the fact that Kransnow's departure would make Coles a straight record to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Fear and instability can be recognized as 2 major worries that Lewis would be managing especially as the merging has now be terminated and also 2 elderly executives of the advertising and marketing division would be leaving. The entire duty of the division would certainly be dropping on Lewis's shoulders who would certainly not just supervise of brining concerning a social modification yet would additionally have to confirm herself in her brand-new function.

Inappropriate Administration Design of Leader: Lewis's monitoring design and also its conflict with the advertising and marketing department's role can likewise be viewed as an OB difficulty specifically as she has been utilized to handling issues in the operations department where employees are instructed to focus on processes as well as obtain them right. The advertising department on the various other hand can be viewed as a team of people that are utilized to being nurtured by Krasnow that focused a lot more on result than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between three divisions, advertising and marketing, merchandizing and also operations respectively over the allocation of the marketing mix can be determined as an additional OB concern. Although the advertising division does not share the exact same vision as the various other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and procedures divisions do not agree over the advertising and marketing mix allowance amongst each other either.

Disintegration in Advertising And Marketing Division: Fragmentation in between the marketing and advertising divisions can be identified as another OB issue which might require additional interest. The truth that the marketing and advertising sections in the advertising department are detached is protecting against both departments from getting from each various other's experience and also proficiency. Integration of advertising with merchandising and also operations would become harder if the marketing division itself is degenerated which can be one more potential OB concern.

City Water Tanzania A Water Partnerships For Dar Es Salaam Analysis

Numerous theories have been used to discuss the conditions to get additional clearness about the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that staffs are passive and also lazy, have little ambition and stand up to adjustment. The difficult variation of this theory emphasized threat, limited controls, risks and also penalties. With time it produces reduced efficiency, subtle sabotage as well as rivalry (Offer, 2003). Although the circumstance at City Water Tanzania A Water Partnerships For Dar Es Salaam is not entirely complying with Concept X, it can be seen that brand-new hires are discovering this atmosphere instead demanding which might eventually lead to a better inclination of the management towards Theory X. According to McGregor's supported view, which he called Concept Y, the crucial task of the management is to arrange business problems so that individuals can achieve their very own goals best by directing their initiatives towards business rewards. If individuals discover no fulfillment in their work, the monitoring would certainly have little choice however to count on theory X and also exterior control (Deal, 2003). Also while evaluating Lewis's monitoring style, concept X may have been suitable in the procedures division somewhat however the Advertising division would certainly call for dependence on Theory Y in order to get the creativity as well as creativity from the groups.

Tuckman's Team effort Theory: Regarding Lewis's worry regarding bringing harmony in between the advertising and marketing department is worried, this would originally result in contrast as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, during the initial stage of team development, people may not bond, as they are busy locating their place in the team. By combining the marketing and advertising department's job, there may coincide first detach which could result in the second stage of 'storming' where the teams challenge one another. Nevertheless, it is just during the 3rd stage or 'norming' when they would certainly collaborate to share suggestions before the team can bring about harmony in the fourth stage 'executing'.

Bridges' Shift Version: As per William Bridge's theory (appendix 4), people are rather uneasy with change, which is noticeable by the situation at City Water Tanzania A Water Partnerships For Dar Es Salaam The scenario can be seen as a normal training course of life if is studied according to Bridge's theory where he clarifies that people experience three stages of shift when they experience modification. 'End, losing and also Releasing', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals exist with modification, they enter phase one therefore there might be feelings like unhappiness, uncertainty, aggravation, anger, anxiety, rejection and disorientation.The circumstance at the advertising department of City Water Tanzania A Water Partnerships For Dar Es Salaam is comparable so Lewis can obtain comfy with the idea that it is not amazing actions. In the second phase, there might be a requirement to link the gap in between the brand-new and old society so Lewis might need to face this experience as soon as Krasnow leaves. There might be reduced morale and also reduced performance at this phase which ought to not be taken as a problem. It is during this stage that Lewis will have to offer guidance to the division so that they can discover a sense of direction. It can be seen exactly how Krasnow has actually currently made this change simpler by making Lewis obtain involved in the department a year prior to his actual departure. As per Bridges' Design, stage 3 will certainly bring about visibility to understanding, High power as well as commitment as people will certainly accept the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand power structure: The OB problem pertaining to instability at the work environment has been triggered to start with by the adjustment in monitoring and also secondly by the reality that the merging will certainly no longer be started. Abraham Maslow in his Concept of 'Demands Power structure' (appendix 5) has discusses the value of 'safety needs as being a lower degree need of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel safe and safe' goes to the second degree of requirements. Before a staff member can be made to establish psychologically, he requires to have his 'Physiological 'as well as 'Security' requires satisfied. This suggests that unless the employees are made to feel protected about their current work status in City Water Tanzania A Water Partnerships For Dar Es Salaam they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for City Water Tanzania A Water Partnerships For Dar Es Salaam Case Study



Implication of Analysis.

The OB analysis has looked at numerous theories to recognize exactly how to cope with the existing scenario available. The complying with three choices have actually been suggested to help Lewis take care of the business obstacles in the advertising division. Each of these choices has actually been proposed for reducing the change needed to bring the marketing division in line with the requirements of the market as well as for making the social adjustment that would adhere to when the present leader leaves.

Integration of advertising and marketing features. Dividing Adverting and Production functions. Integration of Advertising with Procedures.

Assessment of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business advertising and marketing along with firm as well as retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to manage both advertising and also advertising and marketing functions.

The advantage of this approach is that it will incorporate the two features while decreasing the requirement for working with an additional resource for advertising. Lewis would certainly be heading the advertising division as well as in any kind of case her replacement would be required for the present function that she is performing. The drawback of this option is that exterior hiring might cause resentment from inner personnel that may be looking at the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Provided the affordable pressures as well as high quality work called for from the ad agency, it is recommended that Lewis should permit the production unit to be a different feature from the marketing system. Because many ad agency had these two functions as separate units, it makes even more sense to adhere to the standard. Both functions might be able to focus on their core triggers extra successfully. The disadvantage of this strategy would be that additional expenses would have to be borne for setting up separate manufacturing features. A production head may have to be hired which can increase overheads for the company.

Integration of Marketing with Workflows: Considering that Lewis is currently caring for the advertising as well as operations departments simultaneously; it makes sense to incorporate both features given that she has actually been successfully dealing with both ends. The fact that the two departments already have significant differences over allotment of resources recommends that this integration may be able to bring about consistency particularly as Lewis would be heading both ends.However there are various drawbacks of this move specifically as it would certainly put too much worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring style for the advertising department recommends that these 2 divisions would be culturally diverse. Along with this, Lewis might not be able to use one type of leadership design to both departments which might result in ineffectiveness in either among both features.

Recommendation.



An assessment of the 3 options indicates that integration of advertising as well as procedures would certainly not be a viable step due to the large distinctions between the two departments in spite of the reality that currently Lewis is handling both. While splitting up of the manufacturing feature may have been a positive relocation for the advertising division, the truth that it would suggest positioning a 3rd function under Lewis's wing means this ought to be prevented.

Action Strategy.
Recommendation
Lewis will certainly take control of the role of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Manufacturing feature will stay part of marketing under advertising function.

Lewis will separate herself from operations.

An autonomous leadership style with staff member empowerment will be utilized in advertising and marketing department.

Open up door policy and also emphasis on cross department interaction will be focused on getting rid of discord.

Backup plan.

If the assimilation does not exercise as prepared, a backup plan would comply with which would divide the production feature from the advertising function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising department without an SVP. In that case the production feature will definitely be divided by positioning it under an SVP production.