Dupont Corporation Sale Of Performance Coatings Case Study Solution


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Dupont Corporation Sale Of Performance Coatings Case Study Help

Background and Facts

Dupont Corporation Sale Of Performance Coatings a workplace supplies seller for little as well as average sized companies has actually lately been involved in planning for a merger with its rival House Deport, which has actually impacted efficiency levels in departmentswith the elderly manager associated with lawful complications presented by the government Profession Commission. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the duty in the near future. With challenges in the type of a potential cultural adjustment as well as reduced employee spirits, the company wants a complete reengineering effort at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising and marketing division of Dupont Corporation Sale Of Performance Coatings is increasing uncertainty in the working environment leading to various 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 function in affecting calculated choices since Stapes Inc. needed to desert its plans of merging with Workplace Deport after the Federal Profession Commission's intervention in the process. Given the reality that the store has an international presence with branches in UK, UNITED STATES, Canada as well as Germany, political consider each of these countries may be able to impact performance or tactical goals. Federal Profession Payment's antitrust suit against the merging took up important time of the organization's senior administration suggesting that 'political' factors can have significant effects for a global service.

Economic Factors: Financial factors such as the appearance of small businesses in the global situation recommend that Dupont Corporation Sale Of Performance Coatings is thriving in a setting where there is potential development of services. Fact that shop clients are mostly looking for office products for residence offices suggests that the market has an increasing pattern of entrepreneurs and house based services.

Social factors: Social fads in the economic climate show that customers are seeking benefit along with appealing costs. Marketing research shows how the customer for Dupont Corporation Sale Of Performance Coatings does not have recognition regarding discovering options which can supply a mix of benefit and also low costs.

Technological factors: Technology plays an important function in Dupont Corporation Sale Of Performance Coatings's service approach specifically as the organization is piloting Modern technology centers which would provide technology sales as well as assistance in the type of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues as well as Effects.

Several underlying Organizational Habits issues can be seen in Dupont Corporation Sale Of Performance Coatings's case as highlighted in this section.

Apprehensions about social modification: There is uneasiness regarding a social adjustment that would certainly occur when Todd Krasnow leaves from his position as the Executive Vice President of Advertising And Marketing with most of the staff members already showing discontent over this prospective relocation. This anticipated adjustment has actually created tension in the workplace which has been coupled with the previous tension of preparing the company for a potential merging with Home Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is lack of employees that can match the demanding setting of a busy organization. Not just does this cause problem in locating the ideal people, it puts stress on new hires as can not withstand the rate and pressure that the company expects them to birth.

Twin Reporting Lines: Novices find this organizational culture difficult and challenging to handle specifically as dotted line connections are indicated to be weaker generally and unbiased setup and performance evaluation is still done by the strong line supervisor. This implies that newcomers could shed quality regarding their corresponding functions and goals particularly as populated line coverage does not maintain them in straight communication with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had been speculated that the latter would take Krasnow's placement came as a strike to her morale. Lewis may have been qualified and suitable for the task yet the reality that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from solutions.

Anxiety & Task Insecurity: Concern and also instability can be recognized as two significant worries that Lewis would be dealing with particularly as the merger has currently be cancelled and also 2 elderly execs of the marketing department would be leaving. The whole duty of the department would certainly be falling on Lewis's shoulders who would not simply supervise of brining concerning a social change yet would likewise have to confirm herself in her new duty.

Inappropriate Monitoring Style of Leader: Lewis's monitoring design and its incompatibility with the advertising and marketing department's duty can additionally be viewed as an OB obstacle especially as she has actually been made use of to handling concerns in the operations division where personnel are instructed to focus on processes and also obtain them right. The marketing division on the various other hand can be seen as a team of individuals that are used to being supported by Krasnow who concentrated extra on outcome than processes.

Interdepartmental Arguments: Interdepartmental disagreements between three divisions, advertising and marketing, merchandizing as well as operations specifically over the allotment of the marketing mix can be identified as one more OB issue. The advertising and marketing division does not share the very same vision as the other 2 divisions regarding the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and operations departments do not concur over the marketing mix allotment amongst one an additional either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the marketing and advertising divisions can be identified as another OB issue which can require further attention. The truth that the marketing and advertising sections in the marketing division are separated is stopping both departments from getting from each other's experience and experience. Integration of advertising with retailing and procedures would end up being harder if the marketing division itself is broken down which can be another prospective OB problem.

Dupont Corporation Sale Of Performance Coatings Analysis

Different concepts have actually been made use of to explain the scenarios to obtain additional clearness concerning the situation handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that juniors are passive as well as careless, have little passion and resist adjustment. The difficult version of this theory emphasized browbeating, limited controls, hazards as well as penalties. Over time it generates low efficiency, subtle sabotage and also rivalry (Offer, 2003). Although the circumstance at Dupont Corporation Sale Of Performance Coatings is not completely following Theory X, it can be seen that new hires are discovering this setting rather stressful which might at some point bring about a higher disposition of the administration in the direction of Concept X. Based on McGregor's promoted sight, which he called Theory Y, the necessary task of the administration is to prepare organizational problems to make sure that individuals can accomplish their own goals best by directing their efforts towards organizational incentives. If individuals locate no contentment in their work, the management would certainly have little choice however to rely upon theory X and also external control (Offer, 2003). Even while assessing Lewis's management design, concept X might have been suitable in the procedures division somewhat but the Advertising and marketing department would call for dependence on Theory Y so as to get the creativity and also creativity from the groups.

Tuckman's Team effort Theory: As much as Lewis's issue concerning bringing harmony in between the marketing as well as marketing department is concerned, this would originally lead to contrast as discussed by Bruce Tuckman in his 'Teamwork Concept'. By incorporating the marketing and also marketing department's work, there may be the same preliminary detach which could lead to the 2nd stage of 'storming' where the groups test one another.

When people are offered with change, they get in stage one and so there may be feelings like despair, uncertainty, aggravation, temper, anxiety, denial and also disorientation.The situation at the advertising and marketing department of Dupont Corporation Sale Of Performance Coatings is comparable so Lewis can obtain comfy with the idea that it is not phenomenal behavior. It is throughout this stage that Lewis will certainly have to give support to the department so that they can discover a sense of instructions. It can be seen exactly how Krasnow has already made this change easier by making Lewis obtain included in the division a year before his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the importance of 'protection needs as being a reduced level requirement of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel safe and secure and also out of danger' is at the second degree of needs. Before a worker can be made to establish psychologically, he requires to have his 'Physical 'and also 'Safety' requires satisfied.

SWOT Analysis for Dupont Corporation Sale Of Performance Coatings Case Study

Ramification of Analysis.

The OB analysis has looked at various theories to comprehend just how to handle the existing scenario at hand. The following 3 options have actually been suggested to help Lewis handle the business challenges in the marketing department. Each of these choices has been suggested for easing the change required to bring the advertising division in line with the requirements of the market and also for making the cultural modification that would comply with once the current leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Production functions. Integration of Marketing with Workflow.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merging days has knowledge in business-to-business advertising and marketing along with company and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to deal with both advertising and marketing and also advertising features.

The benefit of this strategy is that it will integrate the two features while decreasing the need for working with an extra resource for marketing. Lewis would certainly be heading the advertising department as well as in any case her substitute would be needed for the present role that she is carrying out. The disadvantage of this choice is that external hiring may cause animosity from inner workers that might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting and Production: Provided the competitive stress and top quality job required from the ad agency, it is suggested that Lewis ought to permit the manufacturing device to be a different function from the advertising and marketing device. Considering that most ad agency had these 2 features as different devices, it makes even more sense to comply with the standard. Along with this, both functions might be able to focus on their core activates much more successfully. Nonetheless, the disadvantage of this method would certainly be that extra prices would certainly need to be birthed for establishing separate production functions. A manufacturing head might have to be hired which might boost expenses for the organization.

Assimilation of Advertising And Marketing with Operations: Because Lewis is already looking after the advertising and operations divisions all at once; it makes sense to incorporate both features because she has actually been efficiently caring for both ends. The reality that both departments already have major distinctions over allowance of resources suggests that this integration may have the ability to bring about consistency especially as Lewis would be heading both ends.However there are numerous downsides of this action especially as it would certainly put too much concern over Lewis's shoulders. The fact that Lewis needs to adapt her monitoring style for the marketing division suggests that these 2 divisions would be culturally varied. In addition to this, Lewis may not have the ability to use one kind of management design to both divisions which might lead to inadequacy in either among both functions.


An assessment of the 3 choices indicates that integration of marketing as well as procedures would not be a practical relocation because of the vast distinctions between the two divisions although that presently Lewis is handling both. While separation of the manufacturing function might have been a positive action for the advertising and marketing division, the reality that it would certainly suggest putting a third function under Lewis's wing implies this need to be prevented too. The assimilation of the advertising division is the best choice in regards to getting the optimal arise from the department. An activity prepare for this option is talked about below.

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

Advertising and Marketing features would be merged.

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

Production feature will certainly remain part of advertising under advertising and marketing function.

Lewis will certainly separate herself from procedures.

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

Open up door policy and also focus on cross department communication will certainly be targeted at removing dissonance.

Contingency plan.

If the assimilation does not work out as intended, a contingency strategy would certainly comply with which would separate the manufacturing feature from the advertising function to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing division without an SVP. Because case the production feature will absolutely be separated by placing it under an SVP production.