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Dogloo And Opportunity Capital Partners Case Study Analysis

CASE STUDY

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Dogloo And Opportunity Capital Partners Case Study Analysis

Background and Facts

Dogloo And Opportunity Capital Partners an office supplies seller for small and also medium sized organisations has actually recently been associated with planning for a merging with its rival House Deport, which has actually influenced efficiency levels in departmentswith the elderly manager associated with lawful issues presented by the federal Profession Compensation. With the Marketing Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the near future. With difficulties in the kind of a possible social change and reduced worker spirits, the organization requires a total reengineering effort at the marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The possible social modification at the marketing department of Dogloo And Opportunity Capital Partners is boosting uncertainty in the workplace causing different obstacles for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing critical decisions considering that Stapes Inc. needed to abandon its plans of merging with Workplace Deport after the Federal Trade Commission's treatment while doing so. Provided the fact that the shop has a worldwide presence with branches in UK, USA, Canada as well as Germany, political consider each of these nations might have the ability to affect efficiency or tactical objectives. Federal Trade Compensation's antitrust suit versus the merging took up important time of the company's senior management suggesting that 'political' factors can have significant effects for a worldwide organisation.

Economic Factors: Financial factors such as the development of small businesses in the global circumstance suggest that Dogloo And Opportunity Capital Partners is flourishing in an atmosphere where there is prospective growth of organisations. In addition to this, reality that store consumers are mainly trying to find workplace materials for office suggests that the marketplace has a climbing fad of business owners as well as home based services.

Social factors: Social patterns in the economic situation reveal that consumers are trying to find comfort as well as appealing prices. Marketing research shows how the customer for Dogloo And Opportunity Capital Partners does not have recognition concerning finding solutions which can offer a mix of comfort and also low costs.

Technological factors: Modern technology plays an essential role in Dogloo And Opportunity Capital Partners's company method particularly as the company is piloting Modern technology centers which would certainly provide technology sales as well as assistance in the kind of memory upgrades, peripheral setups. (Summary of PEST in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Habits issues can be seen in Dogloo And Opportunity Capital Partners's case as highlighted in this area.

Concerns concerning cultural modification: There is apprehension about a social adjustment that would certainly happen when Todd Krasnow leaves from his setting as the Exec Vice President of Marketing with most of the team member currently showing unhappiness over this prospective step. This expected change has produced tension in the workplace which has actually been combined with the previous stress and anxiety of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is shortage of employees that can match the stressful setting of a hectic company. Not only does this lead to problem in locating the right people, it puts tension on new hires as can not stand up to the speed as well as stress that the company expects them to birth.

Twin Coverage Lines: Newbies find this organizational culture troublesome and also difficult to handle particularly as populated line connections are suggested to be weak generally and also unbiased setting as well as efficiency analysis is still done by the solid line manager. This means that beginners could lose clearness concerning their respective duties and goals specifically as populated line coverage does not keep them in direct interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles even though it had actually been speculated that the latter would certainly take Krasnow's setting came as a blow to her morale. Lewis might have been qualified as well as ideal for the job but the truth that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Fear & Job Insecurity: Anxiety and instability can be determined as 2 major issues that Lewis would certainly be handling especially as the merger has actually currently be cancelled and also two elderly executives of the advertising and marketing division would be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders that would not simply supervise of brining regarding a social adjustment however would also need to show herself in her new function.

Incompatible Management Design of Leader: Lewis's management design and its conflict with the marketing department's duty can likewise be viewed as an OB difficulty especially as she has actually been utilized to taking care of issues in the procedures department where personnel are instructed to concentrate on procedures and also get them right. The advertising division on the other hand can be seen as a team of people who are used to being nurtured by Krasnow who concentrated more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disagreements in between 3 divisions, advertising and marketing, merchandizing and operations specifically over the appropriation of the advertising and marketing mix can be recognized as one more OB problem. Although the advertising and marketing division does not share the very same vision as the various other 2 departments pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and procedures departments do not concur over the marketing mix allotment amongst one another either.

Disintegration in Advertising Department: Disintegration between the advertising and marketing departments can be determined as one more OB issue which might require additional attention. The fact that the advertising and marketing sections in the advertising division are detached is protecting against both divisions from acquiring from each other's experience and also competence. Integration of advertising and marketing with merchandising and operations would certainly come to be harder if the advertising and marketing division itself is degenerated which can be an additional possible OB worry.

Dogloo And Opportunity Capital Partners Analysis

Various theories have actually been used to discuss the situations to obtain more clearness about the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers think that staffs are passive and careless, have little aspiration and also stand up to change. The circumstance at Dogloo And Opportunity Capital Partners is not completely complying with Concept X, it can be seen that brand-new hires are discovering this setting rather stressful which might ultimately lead to a higher inclination of the administration towards Concept X. Even while evaluating Lewis's management style, theory X may have been ideal in the operations division to some extent however the Advertising department would certainly need dependence on Theory Y in order to obtain the creative thinking and originality from the teams.

Tuckman's Synergy Concept: As much as Lewis's issue about bringing harmony between the advertising and marketing and also advertising and marketing division is worried, this would initially lead to clash as talked about by Bruce Tuckman in his 'Synergy Concept'. By incorporating the marketing and also advertising division's job, there might be the very same first separate which can lead to the 2nd phase of 'storming' where the teams challenge one another.

Bridges' Shift Design: Based On William Bridge's theory (appendix 4), people are fairly uncomfortable with change, which is obvious by the circumstance at Dogloo And Opportunity Capital Partners The circumstance can be viewed as a typical course of life if is studied as per Bridge's theory where he explains that individuals experience three stages of transition when they experience modification. 'End, losing and Releasing', The Neutral Zone and 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they enter phase one and so there may be feelings like sadness, uncertainty, disappointment, anger, fear, denial and disorientation.The scenario at the advertising division of Dogloo And Opportunity Capital Partners is comparable so Lewis can obtain comfortable with the suggestion that it is not extraordinary behavior. In the 2nd phase, there may be a demand to connect the space in between the brand-new and old society so Lewis may have to face this experience when Krasnow leaves. There may be reduced spirits and also low efficiency at this stage which should not be taken as an obstacle. It is during this phase that Lewis will need to provide assistance to the department to make sure that they can locate an orientation. It can be seen how Krasnow has actually already made this shift less complicated by making Lewis get associated with the department a year prior to his actual separation. As per Bridges' Model, stage 3 will certainly cause openness to knowing, High energy as well as commitment as individuals will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has discusses the value of 'protection requires as being a lower level need of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe and out of danger' is at the second degree of requirements. Prior to an employee can be made to develop emotionally, he needs to have his 'Physiological 'as well as 'Safety' needs fulfilled.

SWOT Analysis for Dogloo And Opportunity Capital Partners Case Study



Effects of Analysis.

The OB analysis has actually checked out numerous concepts to recognize exactly how to cope with the present situation available. The following three options have been recommended to help Lewis take care of the organizational challenges in the advertising and marketing division. Each of these choices has been recommended for relieving the transition needed to bring the advertising department in accordance with the demands of the marketplace as well as for making the social change that would certainly adhere to as soon as the existing leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and Production features. Combination of Advertising And Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merging days has knowledge in business-to-business advertising along with firm as well as retail advertising experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising and also advertising functions.

The benefit of this method is that it will certainly integrate both features while decreasing the demand for working with an additional source for advertising. Along with this, Lewis would be heading the advertising and marketing department as well as in any case her substitute would be required for the present function that she is doing. The negative aspect of this option is that external hiring may cause animosity from interior employees that may be considering the position of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Given the affordable pressures as well as high top quality work called for from the marketing firm, it is recommended that Lewis ought to permit the production unit to be a different function from the marketing device. Since many marketing companies had these 2 functions as different devices, it makes more feeling to follow the standard.

Integration of Marketing with Workflows: Considering that Lewis is already taking care of the advertising and procedures divisions at the same time; it makes sense to integrate the two features given that she has been successfully taking treatment of both ends. The reality that Lewis has to adapt her management style for the marketing department recommends that these two departments would certainly be culturally varied.

Referral.



An analysis of the 3 options shows that assimilation of advertising and marketing as well as operations would not be a possible move due to the huge differences in between the two departments in spite of the truth that currently Lewis is handling both. While splitting up of the production function might have been a desirable relocation for the advertising and marketing department, the truth that it would certainly indicate placing a 3rd function under Lewis's wing means this should be prevented.

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

Advertising and Marketing functions would be merged.

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

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

Lewis will certainly divide herself from operations.

An autonomous management design with worker empowerment will certainly be made use of in advertising and marketing division.

Open up door policy and also focus on cross departmental communication will be focused on getting rid of dissonance.

Contingency plan.

If the assimilation does not work out as prepared, a backup strategy would comply with which would certainly divide the production function from the advertising feature to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will be heading the marketing department without an SVP. In that case the manufacturing feature will definitely be divided by placing it under an SVP production.