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Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged Case Study Analysis

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Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged Case Study Help

Background and Facts

Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged an office products seller for tiny and also average sized businesses has recently been involved in planning for a merger with its rival Home Deport, which has affected performance levels in departmentswith the senior manager involved in legal problems presented by the federal Profession Payment. With the Advertising and marketing Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the near future. With difficulties in the kind of a possible social change and also low worker spirits, the organization needs a full reengineering initiative at the advertising and marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The possible cultural change at the marketing department of Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged is enhancing uncertainty in the workplace leading to numerous difficulties for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting tactical decisions considering that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Payment's treatment while doing so. Offered the reality that the store has a worldwide visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations might be able to affect efficiency or critical goals. Federal Trade Commission's antitrust suit against the merging used up useful time of the company's elderly administration recommending that 'political' factors can have significant implications for an international service.

Economic Factors: Economic factors such as the appearance of small companies in the worldwide scenario recommend that Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged is thriving in a setting where there is potential growth of services. Reality that shop customers are mainly looking for office supplies for house offices recommends that the market has a rising pattern of entrepreneurs as well as house based companies.

Social factors: Social patterns in the economy show that consumers are seeking convenience as well as attractive rates. Marketing research demonstrates how the client for Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged does not have awareness regarding locating options which can supply a mix of benefit and also inexpensive.

Technical factors: Technology plays an important function in Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged's service method particularly as the organization is piloting Modern technology facilities which would certainly provide innovation sales as well as assistance in the form of memory upgrades, outer installments. (Summary of PARASITE in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Actions issues can be seen in Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged's case as highlighted in this section.

Apprehensions concerning cultural modification: There is concern concerning a social modification that would certainly take place as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with most of the staff members currently showing unhappiness over this possible relocation. This expected change has produced stress in the office which has been paired with the past tension of preparing the firm for a possible merging with House Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is lack of employees that can match the stressful setting of a fast-paced organization. Not just does this bring about difficulty in discovering the best individuals, it places tension on brand-new hires as can not endure the speed and stress that the company anticipates them to bear.

Double Coverage Lines: Beginners discover this business culture cumbersome as well as tough to cope with particularly as dotted line partnerships are indicated to be weak in general as well as objective setting and also performance analysis is still done by the solid line supervisor. This implies that novices might shed quality concerning their respective duties and also purposes specifically as dotted line reporting does not maintain them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had been guessed that the last would take Krasnow's position came as a strike to her spirits. Lewis may have been capable and ideal for the job however the fact that Kransnow's departure would make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Fear & Work Insecurity: Fear as well as insecurity can be recognized as 2 significant problems that Lewis would certainly be taking care of especially as the merger has actually now be cancelled and 2 elderly executives of the marketing division would certainly be leaving. The whole obligation of the division would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining concerning a social adjustment however would certainly additionally need to show herself in her brand-new function.

Incompatible Management Design of Leader: Lewis's administration design and also its conflict with the advertising department's duty can likewise be seen as an OB challenge particularly as she has been made use of to dealing with issues in the operations department where personnel are educated to concentrate on procedures and also get them right. The advertising and marketing division on the various other hand can be viewed as a group of individuals who are used to being supported by Krasnow who focused much more on outcome than procedures.

Interdepartmental Differences: Interdepartmental disagreements in between three departments, advertising, merchandizing and also operations specifically over the allotment of the advertising mix can be determined as another OB issue. The marketing division does not share the same vision as the other two divisions pertaining to the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also procedures departments do not concur over the advertising mix allowance amongst one an additional either.

Disintegration in Advertising And Marketing Division: Disintegration in between the advertising and marketing divisions can be identified as one more OB concern which can need additional attention. The truth that the advertising and marketing sections in the advertising and marketing department are separated is stopping both divisions from getting from each various other's experience as well as know-how. Assimilation of marketing with merchandising as well as procedures would end up being harder if the marketing department itself is degenerated which can be an additional possible OB problem.

Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged Analysis

Numerous theories have been utilized to describe the situations to obtain more clarity about the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that juniors are passive and careless, have little passion as well as withstand adjustment. The tough variation of this concept emphasized coercion, tight controls, dangers and also penalties. Over time it produces low efficiency, refined sabotage as well as rivalry (Bargain, 2003). Although the situation at Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged is not completely following Concept X, it can be seen that brand-new hires are locating this atmosphere instead difficult which may at some point lead to a higher disposition of the monitoring towards Theory X. According to McGregor's advocated view, which he called Theory Y, the crucial job of the monitoring is to organize organizational conditions to make sure that people can accomplish their own objectives best by guiding their initiatives in the direction of business benefits. If people find no contentment in their work, the administration would have little option however to rely upon theory X as well as external control (Offer, 2003). Also while analyzing Lewis's monitoring style, concept X might have appropriated in the operations division somewhat however the Advertising division would require dependence on Concept Y to get the imagination and also creativity from the groups.

Tuckman's Team effort Theory: As for Lewis's problem about bringing harmony between the marketing and advertising division is worried, this would at first bring about conflict as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's concept received appendix 3, during the preliminary phase of team development, people might not bond, as they are busy finding their area in the team. By incorporating the marketing and advertising division's job, there might coincide preliminary separate which could lead to the second stage of 'storming' where the groups challenge each other. It is just during the third stage or 'norming' when they would come with each other to share suggestions prior to the team can bring around synergy in the fourth phase 'executing'.

When people are presented with change, they enter stage one as well as so there may be feelings like despair, uncertainty, irritation, anger, fear, denial and also disorientation.The circumstance at the advertising and marketing department of Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged is similar so Lewis can obtain comfortable with the idea that it is not phenomenal habits. It is during this stage that Lewis will certainly have to provide advice to the division so that they can locate a sense of direction. It can be seen just how Krasnow has actually already made this shift simpler by making Lewis get involved in the department a year prior to his actual separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the value of 'security needs as being a reduced degree demand of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to really feel safe as well as out of danger' is at the second level of requirements. Before a staff member can be made to create emotionally, he requires to have his 'Physical 'and 'Safety and security' requires met.

SWOT Analysis for Enron Development Corp The Dabhol Power Project In Maharashtra India A Abridged Case Study



Effects of Analysis.

The OB analysis has checked out different theories to understand how to manage the existing circumstance available. The following three alternatives have been proposed to help Lewis deal with the organizational difficulties in the marketing division. Each of these alternatives has been recommended for easing the change required to bring the advertising and marketing division in line with the needs of the marketplace and for making the social change that would comply with once the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting and also Manufacturing functions. Combination of Advertising with Procedures.

Evaluation of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merger days has know-how in business-to-business marketing along with company as well as retail advertising experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both advertising and also advertising and marketing functions.

The advantage of this approach is that it will incorporate both features while minimizing the requirement for employing an extra source for advertising. Lewis would certainly be heading the marketing department and in any type of case her replacement would be required for the existing duty that she is performing. The downside of this alternative is that external hiring might cause bitterness from interior personnel who may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Manufacturing: Provided the affordable stress as well as top quality work needed from the ad agency, it is recommended that Lewis should allow the production device to be a different feature from the marketing system. Given that a lot of advertising agencies had these two features as separate systems, it makes even more sense to comply with the standard. Along with this, both functions might have the ability to focus on their core activates extra successfully. The downside of this strategy would certainly be that added costs would certainly have to be birthed for setting up different manufacturing features. Along with this, a manufacturing head might need to be hired which can raise overheads for the company.

Assimilation of Advertising with Operations: Considering that Lewis is already taking treatment of the advertising and procedures divisions all at once; it makes sense to incorporate the two features considering that she has actually been effectively taking treatment of both ends. The fact that Lewis has to adjust her management design for the marketing division recommends that these two divisions would be culturally diverse.

Recommendation.



An evaluation of the 3 choices indicates that assimilation of marketing as well as procedures would not be a viable step because of the vast differences between both divisions despite the fact that currently Lewis is dealing with both. While separation of the manufacturing feature may have been a desirable relocation for the marketing division, the truth that it would imply putting a third feature under Lewis's wing indicates this must be avoided. The combination of the advertising division is the very best choice in regards to getting the ideal results from the division. An activity prepare for this choice is talked about listed below.

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

Advertising and Marketing features would be combined.

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

Manufacturing feature will stay part of advertising and marketing under marketing feature.

Lewis will divide herself from procedures.

An autonomous management style with staff member empowerment will be utilized in advertising division.

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

Backup strategy.

If the combination does not exercise as intended, a backup strategy would certainly comply with which would certainly separate the production feature from the advertising feature to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing function will most definitely be divided by positioning it under an SVP production.