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Dharavi Developing Asias Largest Slum A Case Study Solution

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Background and Facts

Dharavi Developing Asias Largest Slum A an office products merchant for tiny and also medium sized organisations has lately been associated with preparing for a merging with its rival House Deport, which has influenced performance levels in departmentswith the senior supervisor associated with legal complications presented by the federal Trade Compensation. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the future. With challenges in the kind of a potential cultural modification and also reduced staff member morale, the company needs a total reengineering effort at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural change at the marketing department of Dharavi Developing Asias Largest Slum A is enhancing unpredictability in the working environment leading to numerous challenges 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 duty in impacting tactical choices since Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Trade Commission's intervention while doing so. Offered the reality that the shop has a global visibility with branches in UK, USA, Canada as well as Germany, political consider each of these nations may have the ability to affect efficiency or tactical goals. Federal Profession Compensation's antitrust fit versus the merging occupied beneficial time of the organization's senior administration suggesting that 'political' factors can have significant ramifications for a worldwide service.

Economic Factors: Economic factors such as the emergence of small businesses in the worldwide scenario recommend that Dharavi Developing Asias Largest Slum A is flourishing in an atmosphere where there is potential development of organisations. In addition to this, fact that store consumers are mostly looking for workplace materials for home offices recommends that the market has a rising pattern of entrepreneurs and also online businesses.

Social factors: Social patterns in the economic situation show that customers are seeking ease along with appealing prices. Marketing research shows how the consumer for Dharavi Developing Asias Largest Slum A does not have understanding regarding discovering solutions which can supply a combination of comfort and affordable.

Technological factors: Technology plays an essential duty in Dharavi Developing Asias Largest Slum A's service approach specifically as the company is piloting Technology facilities which would certainly use modern technology sales and support in the form of memory upgrades, outer installments. (Recap of INSECT in appendix 2).

OB Issues and Effects.

Several underlying Organizational Actions problems can be seen in Dharavi Developing Asias Largest Slum A's case as highlighted in this section.

Concerns concerning cultural change: There is apprehension about a social adjustment that would certainly happen once Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising with a lot of the employee currently revealing discontent over this prospective action. This expected change has produced stress and anxiety in the office which has actually been combined with the previous anxiety of preparing the firm for a prospective merging with Residence Deport.
Pest Analysis
Difficult Task Environment for Newcomers: There is shortage of personnel that can match the demanding atmosphere of a hectic company. Not just does this lead to trouble in discovering the best individuals, it places tension on new hires as can not hold up against the rate and also pressure that the organization expects them to birth.

Double Coverage Lines: Newcomers discover this business society cumbersome as well as challenging to manage specifically as dotted line connections are indicated to be weak generally and also objective setting and performance examination is still done by the strong line supervisor. This implies that beginners could shed clearness concerning their corresponding roles as well as goals particularly as dotted line coverage does not maintain them in straight 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 guessed that the latter would take Krasnow's placement came as a strike to her morale. Lewis might have been capable as well as suitable for the work but the truth that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Worry & Work Insecurity: Anxiety and insecurity can be identified as two major problems that Lewis would be handling particularly as the merging has actually currently be cancelled as well as 2 elderly execs of the advertising division would be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders that would not simply supervise of brining concerning a social adjustment but would likewise have to verify herself in her brand-new duty.

Incompatible Management Design of Leader: Lewis's management style and also its conflict with the advertising and marketing division's role can likewise be seen as an OB challenge particularly as she has been utilized to taking care of problems in the operations department where employees are taught to focus on processes and get them. The advertising department on the other hand can be seen as a team of individuals that are utilized to being supported by Krasnow that concentrated a lot more on output than procedures.

Interdepartmental Disputes: Interdepartmental disputes between three divisions, advertising, merchandizing and also procedures specifically over the allotment of the advertising mix can be identified as an additional OB worry. The marketing department does not share the very same vision as the various other 2 divisions relating to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as operations divisions do not concur over the marketing mix appropriation amongst one an additional either.

Fragmentation in Advertising And Marketing Division: Disintegration between the advertising and marketing departments can be identified as an additional OB problem which can require more attention. The reality that the advertising and marketing areas in the advertising and marketing department are detached is avoiding both divisions from getting from each other's experience and experience. Combination of advertising and marketing with retailing as well as procedures would certainly become harder if the advertising division itself is broken down which can be one more prospective OB problem.

Dharavi Developing Asias Largest Slum A Analysis

Various concepts have actually been made use of to describe the situations to get additional quality regarding the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors think that juniors are easy and careless, have little ambition as well as stand up to modification. The situation at Dharavi Developing Asias Largest Slum A is not totally following Theory X, it can be seen that brand-new hires are discovering this environment instead stressful which may at some point lead to a higher inclination of the management towards Theory X. Also while analyzing Lewis's management design, concept X may have been appropriate in the procedures department to some degree yet the Advertising department would call for reliance on Concept Y in order to get the creative thinking and also creativity from the teams.

Tuckman's Synergy Concept: Regarding Lewis's concern about bringing harmony in between the advertising and marketing department is concerned, this would initially bring about conflict as talked about by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept displayed in appendix 3, throughout the first stage of team growth, people may not bond, as they are active discovering their place in the group. By incorporating the advertising and marketing department's job, there might coincide initial detach which could lead to the second phase of 'storming' where the groups test one another. It is only during the third phase or 'norming' when they would come together to share ideas before the team can bring about harmony in the 4th stage 'performing'.

When individuals are presented with change, they enter phase one as well as so there might be emotions like despair, unpredictability, aggravation, anger, concern, denial and also disorientation.The situation at the advertising division of Dharavi Developing Asias Largest Slum A is comparable so Lewis can obtain comfortable with the concept that it is not remarkable habits. It is during this phase that Lewis will certainly have to offer assistance to the division so that they can discover a feeling of direction. It can be seen exactly how Krasnow has actually currently made this transition much easier by making Lewis obtain included in the department a year prior to his real separation.
Vrio Analysis
Maslow's Demand hierarchy: The OB concern related to insecurity at the work environment has been set off firstly by the modification in administration and also secondly by the fact that the merger will no more be started. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the importance of 'protection requires as being a lower degree demand of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to really feel safe and untouched' is at the 2nd degree of demands. Before an employee can be made to create psychologically, he needs to have his 'Physical 'and also 'Safety and security' requires met. This indicates that unless the employees are made to feel secure regarding their present employment standing in Dharavi Developing Asias Largest Slum A they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Dharavi Developing Asias Largest Slum A Case Study



Effects of Analysis.

The OB analysis has considered numerous theories to recognize just how to manage the present scenario at hand. The following 3 alternatives have been recommended to aid Lewis manage the organizational obstacles in the advertising and marketing division. Each of these alternatives has actually been suggested for relieving the change required to bring the advertising and marketing department in line with the demands of the market as well as for making the social change that would certainly follow when the present leader leaves.

Combination of advertising and marketing functions. Dividing Adverting as well as Production functions. Combination of Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis throughout the earlier merger days has know-how in business-to-business advertising along with company as well as retail advertising experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to handle both advertising and advertising features.

The advantage of this technique is that it will certainly integrate the two features while minimizing the need for employing an added source for marketing. Lewis would be heading the advertising division and in any kind of case her substitute would be needed for the present role that she is doing. The disadvantage of this option is that outside hiring might cause animosity from interior employees that may be looking at the setting of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Production: Offered the competitive pressures as well as top quality job required from the ad agency, it is advised that Lewis should allow the production system to be a separate feature from the marketing system. Because many ad agency had these 2 features as different units, it makes more sense to comply with the norm. Both functions might be able to focus on their core turns on much more successfully. Nevertheless, the negative aspect of this method would certainly be that additional costs would have to be birthed for setting up different manufacturing features. In addition to this, a manufacturing head might have to be worked with which might increase expenses for the company.

Assimilation of Advertising with Operations: Considering that Lewis is currently looking after the advertising and also procedures divisions concurrently; it makes sense to integrate the two functions since she has been efficiently looking after both ends. The truth that the two divisions already have significant distinctions over appropriation of resources suggests that this integration may have the ability to produce consistency especially as Lewis would be heading both ends.However there are different disadvantages of this move specifically as it would certainly place too much problem over Lewis's shoulders. The fact that Lewis has to adjust her monitoring design for the advertising department suggests that these two departments would be culturally diverse. Lewis may not be able to use one kind of management design to both divisions which might result in inadequacy in either one of the two features.

Recommendation.



An evaluation of the three alternatives indicates that combination of marketing as well as operations would certainly not be a feasible action due to the substantial differences between the two divisions despite the truth that currently Lewis is managing both. While splitting up of the production feature might have been a favorable move for the marketing division, the truth that it would mean positioning a third function under Lewis's wing indicates this need to be stayed clear of.

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

Advertising and Marketing features would be combined.

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

Production feature will certainly remain component of advertising under advertising function.

Lewis will certainly divide herself from procedures.

A democratic management style with staff member empowerment will be utilized in advertising and marketing department.

Open up door plan and also emphasis on cross departmental interaction will be targeted at removing disharmony.

Contingency plan.

If the integration does not work out as intended, a backup plan would certainly comply with which would certainly separate the production feature from the marketing function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing feature will most definitely be divided by placing it under an SVP production.