Destin Brass Products Co Spanish Version Case Study Solution


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Destin Brass Products Co Spanish Version Case Study Help

Background and Facts

Destin Brass Products Co Spanish Version a workplace supplies merchant for little as well as moderate sized services has actually recently been involved in preparing for a merging with its competitor House Deport, which has actually impacted performance degrees in departmentswith the elderly manager involved in lawful issues presented by the government Profession Payment. With the Advertising and marketing Head putting forward the information of his separation from the business in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With challenges in the type of a potential social change and low worker morale, the company needs a full reengineering effort at the marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing division of Destin Brass Products Co Spanish Version is boosting uncertainty in the workplace resulting in numerous challenges for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing tactical decisions since Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Payment's treatment while doing so. Offered the truth that the store has a global existence with branches in UK, U.S.A., Canada and Germany, political consider each of these countries might have the ability to affect performance or tactical objectives. Federal Profession Compensation's antitrust match against the merger occupied important time of the company's senior administration suggesting that 'political' factors can have significant implications for a worldwide business.

Economic Factors: Financial factors such as the emergence of local business in the global scenario suggest that Destin Brass Products Co Spanish Version is flourishing in a setting where there is possible growth of services. Truth that shop customers are primarily looking for workplace supplies for home workplaces suggests that the market has a climbing trend of business owners and home based companies.

Social factors: Social trends in the economic climate reveal that consumers are searching for ease in addition to eye-catching costs. Marketing research demonstrates how the consumer for Destin Brass Products Co Spanish Version does not have awareness about finding services which can offer a mix of comfort and also affordable.

Technical factors: Innovation plays an important role in Destin Brass Products Co Spanish Version's company technique specifically as the organization is piloting Innovation facilities which would certainly supply innovation sales and assistance in the form of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and also Manifestations.

Numerous underlying Organizational Behavior concerns can be seen in Destin Brass Products Co Spanish Version's case as highlighted in this area.

Worries about cultural adjustment: There is uneasiness regarding a social adjustment that would happen once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with a lot of the team member currently showing unhappiness over this potential step. This predicted adjustment has developed stress and anxiety in the work environment which has actually been coupled with the previous stress and anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is shortage of personnel that can match the demanding setting of a busy organization. Not just does this result in problem in discovering the appropriate people, it places stress on new hires as can not stand up to the pace as well as stress that the organization expects them to birth.

Dual Coverage Lines: Beginners discover this business society difficult as well as challenging to handle especially as populated line partnerships are meant to be weak as a whole and also objective setting and efficiency examination is still done by the strong line supervisor. This suggests that novices can lose quality about their corresponding functions and also goals specifically as populated line reporting does not maintain them in direct communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had been hypothesized that the latter would take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified and also suitable for the task but the truth that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Worry as well as insecurity can be identified as 2 significant issues that Lewis would certainly be taking care of particularly as the merger has now be cancelled and also two elderly executives of the marketing division would certainly be leaving. The entire obligation of the division would be dropping on Lewis's shoulders who would certainly not simply be in charge of brining about a social adjustment but would additionally have to show herself in her new role.

Incompatible Administration Style of Leader: Lewis's monitoring style as well as its incompatibility with the advertising division's function can additionally be seen as an OB obstacle specifically as she has been used to managing concerns in the procedures division where employees are educated to focus on processes as well as get them right. The advertising division on the other hand can be viewed as a team of people who are made use of to being nurtured by Krasnow that focused much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental arguments between 3 departments, advertising, merchandizing and also procedures respectively over the allocation of the marketing mix can be determined as an additional OB problem. Although the advertising and marketing division does not share the very same vision as the other two divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations departments do not agree over the advertising mix allocation among each other either.

Disintegration in Advertising Division: Disintegration between the marketing and advertising divisions can be recognized as another OB issue which can need further attention. The fact that the advertising and marketing sections in the marketing division are detached is protecting against both divisions from obtaining from each other's experience as well as experience. Assimilation of advertising with retailing and also procedures would become harder if the advertising and marketing division itself is broken down which can be an additional potential OB problem.

Destin Brass Products Co Spanish Version Analysis

Various theories have actually been used to explain the circumstances to get additional clearness concerning the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, many supervisors think that staffs are passive as well as lazy, have little aspiration and also stand up to modification. The tough variation of this theory highlighted threat, tight controls, threats and penalties. Gradually it creates low productivity, subtle sabotage and also rivalry (Offer, 2003). The scenario at Destin Brass Products Co Spanish Version is not totally complying with Theory X, it can be seen that new hires are locating this setting rather difficult which might ultimately lead to a higher inclination of the monitoring towards Theory X. Based on McGregor's advocated sight, which he called Theory Y, the important job of the administration is to set up organizational conditions to ensure that individuals can accomplish their own objectives best by directing their efforts towards organizational benefits. If individuals discover no contentment in their job, the administration would certainly have little choice however to count on concept X and exterior control (Bargain, 2003). Also while assessing Lewis's administration style, concept X might have appropriated in the procedures division to some extent however the Advertising department would certainly require dependence on Concept Y in order to get the creativity and also originality from the teams.

Tuckman's Teamwork Theory: Regarding Lewis's problem about bringing harmony in between the advertising and marketing department is worried, this would initially result in contrast as gone over by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, throughout the initial stage of group advancement, individuals might not bond, as they are hectic discovering their location in the group. By integrating the marketing and advertising department's work, there may coincide initial disconnect which could lead to the 2nd stage of 'storming' where the teams challenge each other. Nonetheless, it is only throughout the third phase or 'norming' when they would certainly collaborate to share concepts prior to the team can cause synergy in the fourth phase 'carrying out'.

When people are provided with change, they go into stage one as well as so there may be emotions like sadness, unpredictability, frustration, rage, concern, rejection and disorientation.The circumstance at the advertising department of Destin Brass Products Co Spanish Version is comparable so Lewis can obtain comfy with the concept that it is not amazing actions. It is during this phase that Lewis will certainly have to give support to the division so that they can find a sense of instructions. It can be seen how Krasnow has currently made this shift simpler by making Lewis get entailed in the department a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has reviews the relevance of 'protection requires as being a lower degree need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and also out of threat' is at the 2nd level of demands. Before a staff member can be made to establish psychologically, he requires to have his 'Physical 'and also 'Safety and security' requires fulfilled.

SWOT Analysis for Destin Brass Products Co Spanish Version Case Study

Implication of Analysis.

The OB analysis has actually looked at different concepts to understand exactly how to handle the existing situation at hand. The adhering to 3 options have actually been suggested to assist Lewis handle the business difficulties in the advertising and marketing department. Each of these options has actually been recommended for alleviating the shift needed to bring the advertising department in line with the demands of the market as well as for making the cultural change that would certainly follow when the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and Production functions. Combination of Marketing with Workflow.

Analysis of Alternatives.

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

The advantage of this strategy is that it will certainly incorporate the two features while decreasing the need for hiring an added resource for advertising. Lewis would certainly be heading the advertising department and in any kind of case her replacement would certainly be required for the present role that she is carrying out. The negative aspect of this alternative is that exterior hiring might bring about resentment from inner employees who might be considering the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and also Manufacturing: Provided the affordable pressures as well as premium quality job required from the advertising agency, it is suggested that Lewis should enable the production device to be a separate feature from the advertising system. Considering that the majority of advertising agencies had these 2 functions as separate units, it makes more feeling to follow the standard. In addition to this, both features may be able to focus on their core turns on extra effectively. The downside of this strategy would certainly be that additional prices would have to be birthed for setting up different production functions. A production head might have to be hired which can boost overheads for the company.

Assimilation of Advertising And Marketing with Procedures: Since Lewis is currently taking treatment of the advertising and marketing and also operations divisions at the same time; it makes sense to incorporate the two features since she has been efficiently taking treatment of both ends. The fact that Lewis has to adapt her administration design for the advertising and marketing department suggests that these two departments would certainly be culturally varied.


An analysis of the 3 alternatives suggests that assimilation of advertising and marketing as well as operations would certainly not be a feasible relocation due to the large differences between the two departments regardless of the truth that currently Lewis is dealing with both. While separation of the production feature might have been a desirable move for the marketing department, the reality that it would certainly indicate positioning a third function under Lewis's wing suggests this must be prevented.

Activity Plan.
Lewis will take over the function of EVP Marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

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

Lewis will separate herself from operations.

A democratic management style with employee empowerment will certainly be utilized in advertising division.

Open up door plan as well as emphasis on cross department communication will be targeted at getting rid of dissonance.

Contingency plan.

If the integration does not exercise as planned, a contingency plan would adhere to which would separate the production feature from the advertising function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing department without an SVP. Because case the production feature will definitely be separated by positioning it under an SVP production.