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Dbl Partners Double Bottom Line Venture Capital Case Study Help

CASE ANALYSIS

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Dbl Partners Double Bottom Line Venture Capital Case Study Help

Background and Facts

Dbl Partners Double Bottom Line Venture Capital a workplace supplies store for tiny as well as average sized companies has recently been associated with preparing for a merger with its competitor Home Deport, which has actually affected performance levels in departmentswith the senior manager involved in legal complications presented by the government Trade Commission. With the Advertising Head advancing the news of his separation from the company in one year, Jeannie Lewis, the current head of operations has actually been asked to take the function in the near future. With challenges in the form of a possible social change as well as reduced employee spirits, the company needs a full reengineering effort at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible social modification at the marketing department of Dbl Partners Double Bottom Line Venture Capital is enhancing uncertainty in the workplace leading to numerous difficulties 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 major role in impacting tactical decisions given that Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Trade Payment's treatment at the same time. Offered the reality that the store has a global existence with branches in UK, USA, Canada and also Germany, political factors in each of these countries might have the ability to impact efficiency or tactical goals. Federal Trade Commission's antitrust fit versus the merging used up important time of the organization's elderly management suggesting that 'political' factors can have serious effects for a global company.

Economic Factors: Economic factors such as the appearance of local business in the international scenario suggest that Dbl Partners Double Bottom Line Venture Capital is flourishing in a setting where there is prospective growth of organisations. Reality that store customers are primarily looking for office supplies for house offices suggests that the market has a rising trend of entrepreneurs as well as house based companies.

Social factors: Social fads in the economic situation reveal that consumers are seeking comfort in addition to appealing prices. Market research demonstrates how the client for Dbl Partners Double Bottom Line Venture Capital does not have recognition concerning finding remedies which can use a combination of convenience and affordable.

Technical factors: Innovation plays an essential role in Dbl Partners Double Bottom Line Venture Capital's organisation approach specifically as the organization is piloting Innovation facilities which would use innovation sales and also assistance in the kind of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues as well as Manifestations.

Numerous underlying Organizational Habits concerns can be seen in Dbl Partners Double Bottom Line Venture Capital's case as highlighted in this section.

Concerns concerning cultural adjustment: There is apprehension concerning a social adjustment that would certainly take place when Todd Krasnow leaves from his placement as the Exec Vice President of Marketing with most of the staff members already showing unhappiness over this prospective relocation. This anticipated adjustment has created stress and anxiety in the office which has actually been coupled with the previous stress and anxiety of preparing the company for a possible merging with Residence Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is shortage of employees that can match the difficult atmosphere of a fast-paced organization. Not just does this cause difficulty in finding the ideal individuals, it puts stress on brand-new hires as can not withstand the pace and pressure that the organization anticipates them to bear.

Dual Reporting Lines: Newbies discover this organizational society cumbersome as well as tough to cope with specifically as populated line partnerships are suggested to be weak as a whole as well as unbiased setting and efficiency evaluation is still done by the strong line manager. This means that newcomers could shed quality about their corresponding functions as well as purposes specifically as populated line coverage does not keep them in direct communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had actually been hypothesized that the latter would take Krasnow's position came as a blow to her morale. Lewis may have been qualified and appropriate for the task however the truth that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Work Instability: Fear as well as instability can be identified as 2 major concerns that Lewis would be managing specifically as the merging has currently be terminated and also 2 elderly execs of the marketing division would certainly be leaving. The whole duty of the division would be dropping on Lewis's shoulders who would certainly not just be in charge of brining regarding a cultural adjustment however would certainly additionally need to prove herself in her new duty.

Inappropriate Management Style of Leader: Lewis's monitoring style and also its incompatibility with the marketing division's duty can likewise be viewed as an OB obstacle specifically as she has actually been made use of to handling concerns in the operations department where personnel are instructed to focus on processes and get them right. The advertising and marketing department on the various other hand can be seen as a group of individuals who are utilized to being nurtured by Krasnow that focused more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disputes in between 3 departments, advertising, merchandizing as well as procedures specifically over the allotment of the advertising and marketing mix can be identified as an additional OB concern. Although the advertising and marketing division does not share the same vision as the various other 2 divisions pertaining to the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also operations departments do not agree over the advertising and marketing mix appropriation among one another either.

Fragmentation in Advertising Division: Fragmentation in between the advertising and marketing departments can be identified as one more OB problem which can require further attention. The truth that the advertising and marketing sections in the advertising division are detached is stopping both divisions from gaining from each other's experience and also expertise. Assimilation of marketing with retailing and also operations would certainly come to be more difficult if the advertising department itself is disintegrated which can be another possible OB worry.

Dbl Partners Double Bottom Line Venture Capital Analysis

Different theories have been utilized to describe the scenarios to obtain additional clearness regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that juniors are easy and careless, have little aspiration and resist change. The difficult variation of this theory stressed browbeating, limited controls, threats as well as penalties. Over time it generates reduced performance, subtle sabotage and rivalry (Bargain, 2003). The circumstance at Dbl Partners Double Bottom Line Venture Capital is not entirely complying with Theory X, it can be seen that brand-new hires are discovering this setting rather difficult which might eventually lead to a better inclination of the administration towards Theory X. According to McGregor's advocated sight, which he called Concept Y, the crucial job of the management is to organize business problems so that people can attain their own goals best by directing their efforts towards business benefits. If individuals find no fulfillment in their work, the administration would certainly have little choice however to count on concept X and exterior control (Offer, 2003). Even while examining Lewis's monitoring design, concept X might have been suitable in the procedures department somewhat however the Advertising and marketing department would need reliance on Concept Y to get the imagination as well as creativity from the groups.

Tuckman's Team effort Theory: Regarding Lewis's concern about bringing harmony between the marketing and advertising division is concerned, this would at first result in contrast as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's theory displayed in appendix 3, throughout the first phase of team development, individuals may not bond, as they are active finding their location in the team. By combining the advertising and marketing division's work, there might coincide first separate which could result in the second stage of 'storming' where the teams challenge one another. It is only throughout the 3rd stage or 'norming' when they would certainly come with each other to share ideas before the team can bring around synergy in the fourth stage 'doing'.

When individuals are provided with change, they go into phase one as well as so there might be emotions like unhappiness, unpredictability, frustration, anger, anxiety, rejection as well as 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 amazing behavior. It is throughout this phase that Lewis will certainly have to give guidance to the division so that they can locate a sense of direction. It can be seen just how Krasnow has actually currently made this shift simpler by making Lewis get included in the division a year prior to his real separation.
Vrio Analysis
Maslow's Need pecking order: The OB issue related to insecurity at the work environment has been caused firstly by the modification in monitoring as well as secondly by the reality that the merger will no longer be initiated. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has discusses the value of 'safety and security requires as being a reduced level need of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the demand to really feel safe and secure and unharmed' goes to the second degree of requirements. Before a worker can be made to develop psychologically, he needs to have his 'Physiological 'and 'Security' requires satisfied. This shows that unless the workers are made to really feel protected about their current work condition in Dbl Partners Double Bottom Line Venture Capital they might not reach 'Self-Fulfillment'. (King, 2009).

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



Implication of Analysis.

The OB analysis has taken a look at numerous concepts to recognize how to manage the existing situation available. The following 3 options have been suggested to assist Lewis take care of the business difficulties in the marketing division. Each of these alternatives has actually been proposed for reducing the shift required to bring the marketing division according to the needs of the market as well as for making the cultural adjustment that would adhere to once the existing leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Manufacturing functions. Combination of Advertising with Workflow.

Examination of Alternatives.

Assimilation of Marketing & Advertising Functions: The internal advertising and marketing company of Dbl Partners Double Bottom Line Venture Capital is currently toughness for the organization in terms of saving up on overheads related to marketing as well as promo. Given that no brand-new employment has been done after Bridget Cole's departure with the coverage line being directly appointed to Krasnow for the advertising and marketing function, this is a beneficial opportunity for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has experience in business-to-business marketing in addition to company and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to deal with both advertising and marketing features.

The benefit of this technique is that it will certainly integrate both functions while reducing the requirement for employing an added resource for advertising and marketing. Lewis would certainly be heading the marketing division and in any case her replacement would certainly be needed for the existing role that she is doing. The negative aspect of this alternative is that exterior hiring may produce animosity from interior personnel that might be eying the setting of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Manufacturing: Offered the affordable pressures and also high quality work called for from the advertising and marketing agency, it is recommended that Lewis needs to enable the production unit to be a separate function from the advertising and marketing system. Since many advertising and marketing agencies had these 2 functions as separate devices, it makes more feeling to comply with the norm.

Assimilation of Advertising with Operations: Considering that Lewis is already taking care of the advertising and also procedures divisions simultaneously; it makes feeling to incorporate the 2 features because she has actually been successfully taking care of both ends. The truth that Lewis has to adjust her management style for the marketing department suggests that these two departments would be culturally varied.

Referral.



An analysis of the three options shows that combination of marketing and also operations would not be a possible relocation due to the substantial differences between the two divisions regardless of the truth that presently Lewis is dealing with both. While separation of the production function might have been a positive move for the marketing department, the fact that it would certainly suggest putting a third feature under Lewis's wing suggests this ought to be stayed clear of.

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

Advertising and Marketing features would be merged.

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

Production function will certainly continue to be component of advertising under marketing function.

Lewis will separate herself from operations.

An autonomous leadership style with staff member empowerment will certainly be made use of in advertising and marketing division.

Open up door plan and emphasis on cross department communication will be aimed at eliminating dissonance.

Backup plan.

If the combination does not exercise as prepared, a contingency strategy would certainly comply with which would certainly separate the manufacturing function from the advertising and marketing function to lower the tons on the SVP of advertising and marketing. 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 separated by putting it under an SVP manufacturing.