Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance Case Study Help


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Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance Case Study Analysis

Background and Facts

Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance an office products seller for small and also average sized businesses has actually recently been involved in planning for a merging with its competitor House Deport, which has actually affected efficiency levels in departmentswith the senior manager involved in legal issues presented by the government Profession Compensation. With the Marketing Head putting forward the news 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 near future. With obstacles in the form of a potential cultural modification and also reduced staff member spirits, the company is in need of a complete reengineering initiative at the advertising division.

Problem Declaration
Porter's 5 Forces Analysis
The potential cultural change at the advertising and marketing department of Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance is raising uncertainty in the workplace bring about different challenges 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 significant duty in impacting critical choices because Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Trade Commission's treatment while doing so. Provided the fact that the shop has a global visibility with branches in UK, USA, Canada as well as Germany, political consider each of these nations may be able to affect performance or calculated objectives. Federal Profession Compensation's antitrust match versus the merging used up useful time of the organization's senior management recommending that 'political' factors can have severe ramifications for a global company.

Economic Factors: Economic factors such as the emergence of local business in the global circumstance suggest that Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance is growing in a setting where there is possible growth of services. Reality that shop customers are mostly looking for office products for residence offices suggests that the market has an increasing trend of business owners and house based services.

Social factors: Social patterns in the economy show that consumers are searching for ease as well as appealing rates. Market research demonstrates how the client for Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance lacks awareness concerning discovering remedies which can offer a combination of benefit and affordable.

Technical factors: Technology plays an important role in Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance's company technique particularly as the company is piloting Modern technology facilities which would offer modern technology sales as well as assistance in the type of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues and Effects.

A number of underlying Business Behavior concerns can be seen in Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance's case as highlighted in this section.

Worries about cultural modification: There is apprehension regarding a cultural adjustment that would take place as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with most of the employee already showing unhappiness over this possible step. This anticipated modification has actually created stress in the workplace which has been combined with the previous tension of preparing the company for a possible merging with House Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is lack of personnel that can match the demanding atmosphere of a hectic organization. Not just does this bring about problem in finding the right people, it puts tension on new hires as can not withstand the pace and pressure that the company expects them to bear.

Dual Reporting Lines: Beginners find this organizational culture difficult and also hard to manage particularly as dotted line partnerships are suggested to be weaker as a whole and unbiased setup as well as performance evaluation is still done by the strong line supervisor. This suggests that novices might lose clearness regarding their respective roles and also purposes especially as dotted line coverage does not keep them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been speculated that the last would take Krasnow's setting came as a strike to her spirits. Lewis may have been qualified as well as proper for the task however 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 & Task Insecurity: Worry and instability can be identified as 2 major worries that Lewis would be dealing with particularly as the merging has now be terminated and two elderly execs of the marketing division would be leaving. The whole obligation of the department would be dropping on Lewis's shoulders that would not just supervise of brining about a cultural adjustment yet would likewise have to show herself in her new duty.

Incompatible Administration Design of Leader: Lewis's administration style and also its incompatibility with the advertising division's duty can also be seen as an OB obstacle specifically as she has actually been utilized to handling issues in the operations division where workers are taught to focus on processes and also get them. The advertising division on the other hand can be viewed as a group of individuals who are used to being supported by Krasnow that concentrated much more on result than processes.

Interdepartmental Differences: Interdepartmental disputes between three departments, marketing, merchandizing and operations specifically over the allowance of the marketing mix can be recognized as an additional OB issue. Although the advertising and marketing division does not share the very same vision as the other two departments relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as operations departments do not agree over the marketing mix appropriation among one another either.

Disintegration in Marketing Department: Fragmentation between the advertising and marketing divisions can be recognized as another OB problem which could require more focus. The reality that the marketing and advertising areas in the advertising department are disconnected is avoiding both departments from obtaining from each various other's experience as well as knowledge. Combination of advertising with merchandising and procedures would certainly come to be more difficult if the advertising department itself is degenerated which can be one more potential OB concern.

Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance Analysis

Numerous theories have been utilized to clarify the situations to get further clarity regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that staffs are easy as well as careless, have little ambition as well as stand up to adjustment. The tough version of this concept stressed browbeating, limited controls, dangers and also penalties. With time it generates reduced efficiency, refined sabotage and also rivalry (Offer, 2003). The circumstance at Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance is not completely following Concept X, it can be seen that brand-new hires are finding this setting rather demanding which might at some point lead to a higher disposition of the monitoring towards Concept X. Based on McGregor's supported view, which he called Concept Y, the necessary task of the administration is to organize business conditions to ensure that people can accomplish their very own objectives best by routing their efforts in the direction of organizational incentives. If individuals find no contentment in their work, the management would certainly have little option yet to rely on theory X and also outside control (Deal, 2003). Even while analyzing Lewis's monitoring design, theory X might have been suitable in the procedures division somewhat but the Advertising division would call for reliance on Concept Y in order to get the creative thinking as well as originality from the groups.

Tuckman's Teamwork Theory: As far as Lewis's concern about bringing harmony between the marketing as well as advertising and marketing department is worried, this would initially lead to clash as gone over by Bruce Tuckman in his 'Teamwork Concept'. By incorporating the advertising and also advertising and marketing department's job, there might be the very same preliminary detach which might lead to the 2nd stage of 'storming' where the teams challenge one an additional.

Bridges' Change Model: According To William Bridge's concept (appendix 4), individuals are rather uncomfortable with adjustment, which is apparent by the situation at Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance The scenario can be viewed as a normal course of life if is examined as per Bridge's concept where he describes that people experience three phases of change when they experience modification. 'Closing, losing and Letting go', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When people exist with adjustment, they go into stage one and so there might be feelings like unhappiness, unpredictability, frustration, anger, fear, denial and disorientation.The situation at the advertising division of Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance is comparable so Lewis can get comfortable with the concept that it is not phenomenal habits. In the 2nd stage, there might be a demand to connect the space in between the brand-new and old society so Lewis may need to encounter this challenge when Krasnow leaves. There may be low morale and low efficiency at this phase which must not be taken as an obstacle. It is throughout this phase that Lewis will need to provide support to the department so that they can discover a sense of direction. It can be seen just how Krasnow has currently made this change less complicated by making Lewis obtain involved in the department a year prior to his real separation. Based on Bridges' Version, stage three will bring about openness to knowing, High power as well as commitment as individuals will welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has talks about the significance of 'security needs as being a reduced level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected and also out of danger' is at the second level of demands. Before a worker can be made to establish emotionally, he requires to have his 'Physical 'and 'Safety' needs satisfied.

SWOT Analysis for Contrasting Chinas Yunan Model With Bangladeshs Yunus Model For Microfinance Case Study

Ramification of Analysis.

The OB analysis has considered different concepts to comprehend just how to handle the present scenario at hand. The following three choices have actually been proposed to assist Lewis handle the organizational obstacles in the advertising department. Each of these choices has been suggested for alleviating the change needed to bring the advertising and marketing department according to the needs of the marketplace as well as for making the social modification that would certainly adhere to as soon as the present leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and Manufacturing functions. Integration of Advertising And Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has proficiency in business-to-business advertising along with agency as well as retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and advertising functions.

The benefit of this technique is that it will integrate both features while reducing the requirement for employing an added resource for advertising and marketing. Along with this, Lewis would certainly be heading the advertising and marketing division and also all the same her replacement would certainly be needed for the existing role that she is performing. The downside of this choice is that outside hiring might bring about bitterness from interior workers who might be eying the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and Manufacturing: Offered the competitive stress and high quality job called for from the ad agency, it is suggested that Lewis must permit the production system to be a separate feature from the advertising unit. Considering that a lot of ad agency had these two functions as different devices, it makes even more sense to follow the norm. Both functions might be able to concentrate on their core turns on more efficiently. The negative aspect of this strategy would be that added expenses would have to be borne for establishing up different production features. In addition to this, a manufacturing head may have to be worked with which can boost overheads for the organization.

Integration of Advertising And Marketing with Workflows: Given that Lewis is already taking care of the marketing as well as operations divisions all at once; it makes good sense to incorporate the two features because she has been successfully looking after both ends. The truth that the two departments currently have major differences over allotment of sources recommends that this combination may have the ability to cause harmony particularly as Lewis would certainly be heading both ends.However there are different negative aspects of this step especially as it would place too much burden over Lewis's shoulders. The fact that Lewis needs to adjust her management style for the advertising and marketing division suggests that these two divisions would be culturally varied. Lewis may not be able to apply one kind of management design to both divisions which could result in inadequacy in either one of the two features.


An examination of the 3 options suggests that combination of advertising and marketing and procedures would certainly not be a viable relocation as a result of the huge differences in between the two departments despite the fact that currently Lewis is dealing with both. While splitting up of the production feature may have been a favorable move for the marketing department, the truth that it would indicate positioning a third feature under Lewis's wing indicates this ought to be stayed clear of. The integration of the advertising and marketing division is the best choice in regards to getting the optimal arise from the department. An activity prepare for this choice is talked about below.

Activity Plan.
Lewis will certainly take over the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be combined.

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

Manufacturing function will remain part of marketing under advertising feature.

Lewis will certainly separate herself from procedures.

A democratic management design with employee empowerment will certainly be used in marketing division.

Open up door policy and also focus on cross departmental interaction will be targeted at eliminating discord.

Backup plan.

If the combination does not exercise as intended, a contingency plan would certainly adhere to which would certainly separate the production function from the marketing function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing department without an SVP. In that case the manufacturing function will certainly be separated by putting it under an SVP manufacturing.