Currie Road Construction Limited B Case Study Analysis


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Background and Facts

Currie Road Construction Limited B an office materials store for tiny as well as medium sized businesses has recently been involved in preparing for a merging with its competitor Home Deport, which has affected effectiveness degrees in departmentswith the senior manager associated with lawful difficulties presented by the federal Trade Compensation. With the Advertising Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the role in the future. With obstacles in the form of a possible cultural modification and reduced worker morale, the organization wants a full reengineering initiative at the marketing department.

Trouble Statement
Porter's 5 Forces Analysis
The possible social change at the advertising division of Currie Road Construction Limited B is enhancing uncertainty in the working environment resulting in numerous difficulties for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing strategic decisions given that Stapes Inc. needed to abandon its plans of combining with Workplace Deport after the Federal Profession Payment's intervention in the process. Offered the reality that the store has a global visibility with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might be able to influence performance or critical goals. Federal Trade Commission's antitrust match versus the merging occupied useful time of the organization's senior management recommending that 'political' factors can have significant effects for an international organisation.

Economic Factors: Economic factors such as the introduction of small companies in the international situation recommend that Currie Road Construction Limited B is prospering in an environment where there is potential development of services. Along with this, truth that shop clients are mostly seeking office supplies for home offices recommends that the market has a rising trend of entrepreneurs as well as home organisations.

Social factors: Social patterns in the economy show that clients are seeking comfort in addition to eye-catching rates. Marketing research shows how the customer for Currie Road Construction Limited B does not have recognition about discovering remedies which can provide a mix of convenience and inexpensive.

Technological factors: Innovation plays an essential function in Currie Road Construction Limited B's company approach specifically as the company is piloting Technology centers which would provide technology sales and also assistance in the form of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Habits problems can be seen in Currie Road Construction Limited B's case as highlighted in this section.

Concerns concerning social adjustment: There is concern concerning a cultural change that would happen as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with the majority of the staff members currently showing unhappiness over this possible step. This predicted modification has produced tension in the workplace which has actually been combined with the past tension of preparing the company for a prospective merging with House Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of personnel that can match the stressful setting of a hectic company. Not just does this lead to difficulty in discovering the appropriate people, it places stress and anxiety on new hires as can not withstand the speed and pressure that the organization anticipates them to birth.

Dual Reporting Lines: Beginners discover this business culture difficult and also difficult to manage particularly as populated line partnerships are suggested to be weak generally as well as objective setting as well as efficiency evaluation is still done by the solid line manager. This indicates that newbies might shed quality about their corresponding roles and also purposes particularly as dotted line reporting does not maintain them in direct interaction with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had actually been speculated that the last would certainly take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and ideal for the work yet the fact that Kransnow's departure would make Coles a straight record to Lewis might have been the reason for Coles' resignation from services.

Concern & Task Instability: Concern and insecurity can be recognized as 2 significant issues that Lewis would be dealing with specifically as the merging has now be cancelled and two elderly execs of the advertising and marketing division would certainly be leaving. The whole obligation of the department would be dropping on Lewis's shoulders that would certainly not just be in charge of brining about a cultural modification yet would also have to prove herself in her brand-new role.

Inappropriate Monitoring Style of Leader: Lewis's management style as well as its incompatibility with the marketing department's role can also be seen as an OB challenge specifically as she has actually been made use of to managing concerns in the operations department where employees are educated to concentrate on processes and get them right. The marketing division on the various other hand can be seen as a group of people that are made use of to being nurtured by Krasnow who concentrated a lot more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental differences in between 3 divisions, advertising and marketing, merchandizing and also procedures respectively over the allowance of the advertising mix can be determined as one more OB worry. Although the marketing division does not share the very same vision as the various other two departments regarding the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also operations departments do not agree over the marketing mix allotment among each other either.

Fragmentation in Advertising And Marketing Division: Fragmentation in between the advertising and marketing departments can be determined as one more OB concern which could require further focus. The reality that the advertising and marketing areas in the advertising and marketing division are separated is protecting against both divisions from obtaining from each other's experience as well as expertise. Integration of advertising with merchandising and also operations would come to be more difficult if the marketing department itself is degenerated which can be one more possible OB issue.

Currie Road Construction Limited B Analysis

Numerous concepts have been utilized to explain the situations to obtain further clearness concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that juniors are easy and lazy, have little ambition as well as stand up to adjustment. The difficult variation of this theory stressed threat, limited controls, hazards and punishments. In time it generates reduced productivity, refined sabotage and also rivalry (Offer, 2003). Although the circumstance at Currie Road Construction Limited B is not entirely complying with Theory X, it can be seen that new hires are finding this atmosphere instead demanding which might at some point lead to a greater inclination of the monitoring in the direction of Concept X. As per McGregor's advocated sight, which he called Theory Y, the crucial task of the administration is to arrange organizational conditions to ensure that individuals can achieve their own objectives best by routing their initiatives towards business rewards. If individuals find no complete satisfaction in their job, the administration would have little choice but to depend on concept X as well as outside control (Bargain, 2003). Even while evaluating Lewis's management design, concept X might have been suitable in the procedures department somewhat yet the Advertising department would certainly need dependence on Theory Y to get the creativity and creativity from the teams.

Tuckman's Teamwork Concept: As for Lewis's issue concerning bringing harmony between the advertising and marketing department is concerned, this would originally bring about clash as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). As per Tuckman's concept displayed in appendix 3, throughout the initial stage of team advancement, people might not bond, as they are hectic finding their area in the team. By incorporating the advertising and marketing division's job, there might coincide initial separate which could cause the second stage of 'storming' where the teams challenge each other. However, it is just throughout the 3rd phase or 'norming' when they would come together to share concepts prior to the team can produce harmony in the 4th stage 'carrying out'.

Bridges' Shift Model: As per William Bridge's theory (appendix 4), people are fairly uncomfortable with change, which is noticeable by the scenario at Currie Road Construction Limited B The scenario can be seen as a typical training course of life if is examined as per Bridge's concept where he explains that individuals experience 3 stages of transition when they experience adjustment. 'End, shedding and Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals are presented with modification, they enter stage one and so there might be emotions like sadness, uncertainty, frustration, temper, anxiety, rejection and also disorientation.The situation at the marketing department of Currie Road Construction Limited B is comparable so Lewis can obtain comfy with the suggestion that it is not remarkable behavior. In the 2nd phase, there might be a requirement to link the void between the brand-new and also old culture so Lewis may have to encounter this challenge once Krasnow leaves. There may be reduced spirits as well as low performance at this phase which ought to not be taken as a setback. It is throughout this stage that Lewis will need to offer advice to the division to ensure that they can find a sense of direction. It can be seen just how Krasnow has currently made this change simpler by making Lewis obtain associated with the department a year before his actual separation. As per Bridges' Design, phase 3 will certainly produce openness to discovering, High energy and also dedication as people will embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has reviews the importance of 'safety and security needs as being a lower level need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel safe and secure and out of risk' is at the second level of demands. Before a worker can be made to establish psychologically, he requires to have his 'Physiological 'and 'Safety and security' requires satisfied.

SWOT Analysis for Currie Road Construction Limited B Case Study

Ramification of Analysis.

The OB analysis has looked at various theories to understand exactly how to manage the present scenario available. The adhering to three choices have actually been proposed to help Lewis deal with the organizational difficulties in the advertising division. Each of these alternatives has been suggested for relieving the transition needed to bring the advertising and marketing department in line with the demands of the market as well as for making the cultural adjustment that would certainly adhere to when the current leader leaves.

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

Examination of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis throughout the earlier merging days has experience in business-to-business advertising along with company and also retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to take care of both advertising and also advertising features.

The advantage of this approach is that it will certainly incorporate the two features while minimizing the requirement for employing an additional source for advertising and marketing. In addition to this, Lewis would be heading the marketing department and also all the same her replacement would be required for the existing duty that she is performing. The negative aspect of this alternative is that exterior hiring might cause animosity from inner employees who might be looking at the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting as well as Manufacturing: Given the affordable pressures and also high top quality work called for from the advertising and marketing agency, it is suggested that Lewis should enable the manufacturing unit to be a separate feature from the advertising and marketing system. Since the majority of marketing firms had these two functions as different systems, it makes more sense to adhere to the standard.

Combination of Marketing with Workflows: Since Lewis is already caring for the advertising and procedures divisions simultaneously; it makes sense to integrate the two functions given that she has actually been successfully looking after both ends. The truth that the two departments already have major distinctions over appropriation of sources recommends that this combination may be able to bring about harmony particularly as Lewis would be heading both ends.However there are various drawbacks of this action particularly as it would put too much worry over Lewis's shoulders. The fact that Lewis needs to adapt her administration style for the advertising and marketing division recommends that these two departments would be culturally varied. Along with this, Lewis may not have the ability to use one type of leadership design to both departments which might lead to ineffectiveness in either one of both features.


An evaluation of the 3 alternatives suggests that integration of advertising and also operations would certainly not be a viable move due to the large distinctions in between the 2 departments regardless of the reality that currently Lewis is dealing with both. While separation of the manufacturing function might have been a favorable action for the advertising department, the fact that it would imply putting a third feature under Lewis's wing suggests this should be prevented.

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

Marketing and advertising functions would certainly be merged.

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

Manufacturing function will certainly continue to be component of advertising under advertising function.

Lewis will certainly separate herself from procedures.

An autonomous management style with employee empowerment will be made use of in marketing division.

Open door policy and emphasis on cross departmental interaction will be targeted at getting rid of dissonance.

Contingency plan.

If the assimilation does not work out as planned, a backup strategy would certainly adhere to which would certainly separate the production function from the marketing function to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the marketing division without an SVP. In that case the manufacturing function will certainly be separated by putting it under an SVP production.