Dbl Partners Double Bottom Line Venture Capital Case Study Solution


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Dbl Partners Double Bottom Line Venture Capital Case Study Analysis

Background and Facts

Dbl Partners Double Bottom Line Venture Capital an office supplies seller for little as well as average sized services has recently been associated with planning for a merging with its competitor House Deport, which has impacted effectiveness degrees in departmentswith the elderly manager associated with lawful complications put forth by the federal Trade Compensation. With the Advertising and marketing Head advancing the information of his separation from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the near future. With obstacles in the kind of a prospective social adjustment and also reduced worker spirits, the organization needs a full reengineering initiative at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The potential social change at the advertising and marketing division of Dbl Partners Double Bottom Line Venture Capital is raising unpredictability in the workplace causing various obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in impacting calculated decisions because Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Compensation's intervention at the same time. Provided the fact that the store has an international visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these nations may be able to influence performance or critical goals. Federal Trade Commission's antitrust fit versus the merging occupied beneficial time of the company's senior monitoring recommending that 'political' factors can have significant implications for a worldwide organisation.

Economic Factors: Financial factors such as the development of small companies in the global scenario suggest that Dbl Partners Double Bottom Line Venture Capital is flourishing in an environment where there is possible growth of organisations. Along with this, fact that store clients are mainly searching for office products for office recommends that the market has an increasing trend of business owners and also online businesses.

Social factors: Social trends in the economic situation reveal that clients are trying to find ease along with appealing costs. Marketing research demonstrates how the customer for Dbl Partners Double Bottom Line Venture Capital lacks understanding regarding discovering solutions which can offer a combination of benefit as well as inexpensive.

Technical factors: Technology plays an important role in Dbl Partners Double Bottom Line Venture Capital's business approach especially as the company is piloting Technology facilities which would offer modern technology sales and assistance in the type of memory upgrades, outer installations. (Summary of PARASITE in appendix 2).

OB Issues and Symptoms.

Numerous underlying Business Behavior problems can be seen in Dbl Partners Double Bottom Line Venture Capital's case as highlighted in this section.

Concerns about cultural change: There is apprehension regarding a cultural adjustment that would happen as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with the majority of the personnel already showing discontent over this prospective move. This anticipated adjustment has developed stress and anxiety in the office which has actually been paired with the past tension of preparing the firm for a potential merging with Home Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is scarcity of personnel that can match the stressful environment of a hectic organization. Not just does this lead to trouble in finding the right individuals, it places anxiety on new hires as can not withstand the speed as well as stress that the company expects them to birth.

Double Coverage Lines: Novices locate this business culture cumbersome and challenging to cope with especially as populated line relationships are meant to be weaker as a whole and also objective setting and also efficiency assessment is still done by the solid line supervisor. This indicates that newbies could lose clearness about their respective duties and also goals particularly as dotted line reporting does not maintain them in direct communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had actually been speculated that the latter would certainly take Krasnow's placement came as a blow to her morale. Lewis may have been qualified and appropriate for the task yet the fact that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from solutions.

Concern & Job Insecurity: Anxiety and instability can be identified as 2 significant worries that Lewis would be dealing with particularly as the merging has now be terminated and also two elderly execs of the advertising and marketing department would be leaving. The entire obligation of the department would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining about a cultural modification but would additionally have to show herself in her new function.

Inappropriate Administration Design of Leader: Lewis's monitoring style and its conflict with the advertising and marketing department's role can additionally be viewed as an OB difficulty particularly as she has actually been made use of to dealing with problems in the operations department where employees are educated to concentrate on processes and obtain them right. The marketing division on the various other hand can be seen as a group of people that are used to being nurtured by Krasnow who concentrated extra on result than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between three divisions, marketing, merchandizing as well as procedures respectively over the allotment of the advertising mix can be recognized as another OB problem. Although the advertising department does not share the same vision as the various other 2 departments relating to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix allowance amongst one another either.

Disintegration in Advertising And Marketing Division: Fragmentation between the advertising and marketing divisions can be identified as another OB concern which could need additional attention. The fact that the marketing and advertising areas in the advertising and marketing division are disconnected is protecting against both departments from getting from each various other's experience and also experience. Integration of marketing with retailing and procedures would certainly come to be harder if the advertising and marketing department itself is degenerated which can be another possible OB issue.

Dbl Partners Double Bottom Line Venture Capital Analysis

Various concepts have actually been utilized to explain the scenarios to get more quality concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors believe that staffs are passive and also careless, have little passion and also stand up to modification. The difficult version of this theory stressed browbeating, tight controls, hazards and also punishments. In time it produces reduced performance, subtle sabotage as well as competition (Deal, 2003). Although the scenario at Dbl Partners Double Bottom Line Venture Capital is not completely adhering to Concept X, it can be seen that brand-new hires are finding this setting instead difficult which might eventually result in a greater inclination of the administration towards Theory X. According to McGregor's advocated sight, which he called Concept Y, the essential task of the monitoring is to prepare business conditions to ensure that people can achieve their own goals best by routing their initiatives in the direction of organizational rewards. If individuals discover no fulfillment in their job, the management would certainly have little selection yet to count on theory X as well as outside control (Bargain, 2003). Even while examining Lewis's administration design, concept X might have appropriated in the operations division to some extent yet the Advertising and marketing department would require dependence on Theory Y to get the imagination and creativity from the groups.

Tuckman's Synergy Concept: As far as Lewis's worry about bringing consistency between the advertising and marketing department is worried, this would initially cause conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory received appendix 3, throughout the initial phase of team advancement, people may not bond, as they are hectic finding their place in the group. By integrating the marketing and advertising division's work, there might be the same first disconnect which might lead to the 2nd phase of 'storming' where the teams test each other. Nonetheless, it is only throughout the 3rd stage or 'norming' when they would integrate to share concepts prior to the team can bring about harmony in the 4th stage 'doing'.

When individuals are presented with change, they get in phase one and so there may be feelings like sadness, unpredictability, frustration, rage, worry, rejection and disorientation.The scenario at the marketing department of Dbl Partners Double Bottom Line Venture Capital is similar so Lewis can get comfortable with the idea that it is not phenomenal habits. It is during this phase that Lewis will have to offer advice to the division so that they can find a sense of instructions. It can be seen how Krasnow has already made this change easier by making Lewis obtain included in the department a year before his real departure.
Vrio Analysis
Maslow's Requirement pecking order: The OB issue pertaining to insecurity at the work environment has actually been triggered first of all by the modification in monitoring and second of all by the reality that the merger will no more be initiated. Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has goes over the relevance of 'protection needs as being a reduced degree need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the demand to really feel secure and unharmed' goes to the second level of demands. Prior to an employee can be made to develop mentally, he requires to have his 'Physical 'and also 'Security' requires fulfilled. This suggests that unless the workers are made to really feel secure about their present work standing in Dbl Partners Double Bottom Line Venture Capital they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Dbl Partners Double Bottom Line Venture Capital Case Study

Ramification of Analysis.

The OB analysis has taken a look at various concepts to recognize how to deal with the existing scenario handy. The adhering to 3 choices have actually been proposed to aid Lewis take care of the business difficulties in the advertising department. Each of these alternatives has been proposed for reducing the shift required to bring the marketing department in line with the needs of the market and for making the social adjustment that would certainly comply with as soon as the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting as well as Manufacturing features. Assimilation of Advertising And Marketing with Workflow.

Assessment of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The in-house marketing firm of Dbl Partners Double Bottom Line Venture Capital is already toughness for the company in regards to saving up on overheads associated with marketing and also promo. Given that no brand-new employment has actually been done after Bridget Cole's departure with the coverage line being straight assigned to Krasnow for the advertising and marketing feature, this is a favorable opportunity for integrating the advertising and marketing functions. Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merging days has expertise in business-to-business advertising and marketing in addition to agency and retail advertising and marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both advertising and marketing features.

The benefit of this method is that it will certainly incorporate the two features while reducing the demand for employing an added resource for advertising and marketing. Lewis would be heading the marketing department and also in any case her substitute would be needed for the current duty that she is doing. The disadvantage of this alternative is that exterior hiring may bring about resentment from inner workers who might be eying the setting of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Provided the competitive stress as well as high quality work required from the advertising and marketing company, it is suggested that Lewis must enable the production unit to be a separate function from the advertising system. Considering that a lot of marketing companies had these 2 functions as separate systems, it makes more feeling to comply with the standard.

Assimilation of Advertising And Marketing with Workflows: Given that Lewis is already taking treatment of the advertising as well as operations departments at the same time; it makes sense to integrate the 2 features since she has actually been effectively taking care of both ends. The truth that Lewis has to adapt her administration design for the marketing division recommends that these 2 divisions would certainly be culturally varied.


An analysis of the 3 choices suggests that combination of advertising and marketing and also procedures would certainly not be a viable relocation as a result of the vast distinctions in between both departments despite the fact that currently Lewis is dealing with both. While separation of the production function may have been a positive move for the advertising and marketing department, the fact that it would mean putting a 3rd feature under Lewis's wing implies this need to be prevented. The assimilation of the advertising and marketing department is the best option in regards to obtaining the ideal results from the division. An action plan for this option is talked about listed below.

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

Marketing and advertising features would be merged.

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

Manufacturing function will certainly remain component of advertising and marketing under advertising feature.

Lewis will divide herself from operations.

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

Open door plan and focus on cross departmental communication will be aimed at removing dissonance.

Backup strategy.

If the integration does not exercise as planned, a backup strategy would certainly comply with which would divide the manufacturing feature from the marketing feature to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing division without an SVP. In that case the production feature will most definitely be divided by placing it under an SVP production.