Competing For Development B4 International Lifeline Fund Case Study Analysis


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Competing For Development B4 International Lifeline Fund Case Study Help

Background and Facts

Competing For Development B4 International Lifeline Fund an office materials merchant for small and medium sized services has lately been associated with planning for a merger with its competitor Home Deport, which has actually affected performance degrees in departmentswith the senior supervisor involved in legal problems presented by the federal Profession Compensation. With the Advertising and marketing Head advancing the news 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 future. With obstacles in the form of a prospective social change as well as reduced staff member morale, the company requires a full reengineering effort at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural change at the advertising division of Competing For Development B4 International Lifeline Fund is raising uncertainty in the working environment leading to various difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting tactical choices given that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Compensation's treatment while doing so. Given the reality that the shop has a global visibility with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations may have the ability to affect efficiency or calculated objectives. Federal Trade Payment's antitrust suit against the merger occupied important time of the company's senior monitoring recommending that 'political' factors can have major implications for an international organisation.

Economic Factors: Economic factors such as the development of local business in the worldwide scenario recommend that Competing For Development B4 International Lifeline Fund is flourishing in an atmosphere where there is possible growth of organisations. Truth that store clients are mainly looking for workplace products for house offices recommends that the market has a climbing trend of business owners as well as home based businesses.

Social factors: Social fads in the economic climate reveal that consumers are seeking convenience along with attractive prices. Market research demonstrates how the customer for Competing For Development B4 International Lifeline Fund lacks understanding regarding locating options which can supply a mix of ease and low costs.

Technical factors: Modern technology plays an important duty in Competing For Development B4 International Lifeline Fund's company strategy particularly as the company is piloting Technology facilities which would supply modern technology sales and also assistance in the type of memory upgrades, outer installments. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

Several underlying Business Actions problems can be seen in Competing For Development B4 International Lifeline Fund's case as highlighted in this area.

Worries concerning cultural adjustment: There is apprehension regarding a cultural adjustment that would certainly happen once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with the majority of the staff members currently revealing unhappiness over this possible action. This predicted change has developed stress and anxiety in the work environment which has been combined with the previous stress of preparing the firm for a potential merger with Residence Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is lack of employees that can match the difficult environment of a hectic organization. Not only does this cause difficulty in finding the right people, it puts stress on new hires as can not stand up to the pace and stress that the organization anticipates them to birth.

Twin Coverage Lines: Beginners find this business society difficult and challenging to handle particularly as dotted line relationships are implied to be weak as a whole and unbiased setting as well as performance examination is still done by the strong line manager. This indicates that beginners can lose clearness about their respective roles as well as goals particularly as dotted line coverage does not maintain them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles even though it had been hypothesized that the last would take Krasnow's position came as a blow to her morale. Lewis may have been capable and also ideal for the task yet the truth that Kransnow's departure would make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Instability: Fear as well as insecurity can be recognized as 2 major concerns that Lewis would certainly be handling particularly as the merging has actually currently be terminated and 2 senior execs of the advertising department would be leaving. The entire duty of the department would be dropping on Lewis's shoulders who would certainly not just be in charge of brining concerning a cultural change however would certainly also have to show herself in her brand-new role.

Inappropriate Monitoring Design of Leader: Lewis's administration style as well as its conflict with the advertising and marketing department's role can also be seen as an OB challenge specifically as she has actually been utilized to handling problems in the procedures division where workers are taught to concentrate on procedures and get them. The advertising department on the other hand can be seen as a team of individuals that are utilized to being nurtured by Krasnow who focused a lot more on output than procedures.

Interdepartmental Disagreements: Interdepartmental differences between three departments, advertising, merchandizing as well as procedures respectively over the allotment of the marketing mix can be determined as another OB worry. Although the marketing department does not share the very same vision as the other 2 divisions concerning the aloocation of the advertising mix twoards promos as well as advertsing, the merchandizing and also operations divisions do not agree over the marketing mix allowance amongst one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the marketing and advertising departments can be identified as another OB concern which could need further focus. The truth that the advertising and marketing areas in the advertising and marketing department are separated is preventing both departments from gaining from each various other's experience as well as competence. Combination of advertising with retailing as well as procedures would certainly come to be harder if the marketing division itself is broken down which can be one more possible OB issue.

Competing For Development B4 International Lifeline Fund Analysis

Different theories have actually been utilized to describe the conditions to obtain more clarity regarding the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors think that subordinates are passive as well as lazy, have little passion and also withstand adjustment. The situation at Competing For Development B4 International Lifeline Fund is not totally following Concept X, it can be seen that brand-new hires are locating this environment rather demanding which might ultimately lead to a greater inclination of the administration towards Theory X. Also while examining Lewis's administration design, concept X may have been ideal in the procedures department to some extent yet the Advertising department would call for dependence on Concept Y in order to obtain the creativity and also originality from the teams.

Tuckman's Team effort Concept: As for Lewis's concern about bringing harmony in between the advertising and marketing division is worried, this would initially cause clash as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, during the first stage of team advancement, people might not bond, as they are hectic discovering their place in the group. By integrating the advertising and marketing division's job, there may coincide initial separate which can cause the 2nd phase of 'storming' where the groups challenge each other. Nevertheless, it is just during the 3rd phase or 'norming' when they would come together to share ideas before the team can cause synergy in the fourth phase 'doing'.

When individuals are offered with change, they enter phase one as well as so there might be feelings like unhappiness, unpredictability, frustration, rage, fear, denial and also disorientation.The scenario at the advertising and marketing department of Competing For Development B4 International Lifeline Fund is similar so Lewis can get comfortable with the suggestion that it is not extraordinary behavior. It is throughout this stage that Lewis will have to offer advice to the department so that they can discover a sense of instructions. It can be seen just how Krasnow has actually currently made this transition much easier by making Lewis obtain involved in the division a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the value of 'protection needs as being a lower level requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to feel protected and also out of danger' is at the 2nd degree of needs. Before a staff member can be made to develop psychologically, he needs to have his 'Physiological 'and 'Security' requires satisfied.

SWOT Analysis for Competing For Development B4 International Lifeline Fund Case Study

Effects of Analysis.

The OB analysis has checked out different theories to understand how to cope with the present situation available. The adhering to three choices have actually been proposed to aid Lewis handle the organizational difficulties in the advertising and marketing division. Each of these alternatives has actually been proposed for easing the shift required to bring the marketing department in line with the needs of the marketplace as well as for making the cultural change that would follow once the present leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting and Manufacturing functions. Combination of Advertising with Procedures.

Examination of Alternatives.

Combination of Advertising & Marketing Functions: The internal advertising company of Competing For Development B4 International Lifeline Fund is currently stamina for the organization in regards to conserving up on overheads associated with advertising as well as promo. Because no new recruitment has actually been done after Bridget Cole's separation with the coverage line being directly assigned to Krasnow for the advertising and marketing function, this is a desirable opportunity for integrating the advertising and marketing features. Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has expertise in business-to-business advertising along with company and retail advertising experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both marketing and advertising features.

The benefit of this strategy is that it will certainly incorporate both functions while minimizing the requirement for working with an added source for advertising and marketing. Lewis would certainly be heading the marketing division and also in any kind of case her replacement would be needed for the existing function that she is performing. The disadvantage of this option is that exterior hiring might produce animosity from inner personnel that may be looking at the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Production: Given the competitive pressures as well as high quality work called for from the advertising agency, it is advised that Lewis should allow the manufacturing device to be a different feature from the marketing unit. Since most ad agency had these 2 functions as different units, it makes even more feeling to comply with the standard. Along with this, both features may be able to focus on their core triggers more effectively. The drawback of this method would certainly be that added expenses would certainly have to be borne for establishing up different production features. In addition to this, a manufacturing head may have to be worked with which might enhance overheads for the company.

Assimilation of Advertising with Procedures: Considering that Lewis is already taking care of the marketing as well as procedures divisions at the same time; it makes feeling to integrate the two features because she has been efficiently taking treatment of both ends. The fact that Lewis has to adapt her monitoring style for the advertising and marketing division suggests that these 2 departments would be culturally diverse.


An examination of the 3 alternatives suggests that assimilation of advertising and procedures would certainly not be a viable step because of the substantial distinctions between the two divisions despite the fact that currently Lewis is managing both. While splitting up of the manufacturing feature might have been a desirable relocation for the advertising department, the fact that it would certainly indicate placing a 3rd function under Lewis's wing suggests this should be stayed clear of. The combination of the advertising division is the best alternative in terms of obtaining the optimum arise from the division. An activity plan for this alternative is reviewed listed below.

Activity Strategy.
Lewis will take over the role of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

Manufacturing function will remain component of marketing under marketing feature.

Lewis will certainly divide herself from procedures.

A democratic leadership design with employee empowerment will certainly be made use of in advertising and marketing department.

Open door policy as well as emphasis on cross departmental interaction will be aimed at eliminating disharmony.

Contingency plan.

If the combination does not work out as intended, a backup strategy would certainly comply with which would divide the production feature from the advertising and marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising department without an SVP. In that case the production feature will certainly be divided by putting it under an SVP production.