Exotic Interest Rate Swaps Snowballs In Portugal Case Study Solution


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Exotic Interest Rate Swaps Snowballs In Portugal Case Study Analysis

Background and Facts

Exotic Interest Rate Swaps Snowballs In Portugal a workplace products store for small as well as average sized businesses has just recently been associated with preparing for a merger with its competitor Home Deport, which has actually affected effectiveness degrees in departmentswith the senior manager involved in legal difficulties presented by the government Profession Compensation. With the Advertising Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the near future. With obstacles in the form of a prospective social change and also reduced staff member spirits, the company requires a complete reengineering effort at the advertising division.

Issue Declaration
Porter's 5 Forces Analysis
The potential social modification at the advertising division of Exotic Interest Rate Swaps Snowballs In Portugal is increasing uncertainty in the workplace resulting in different obstacles for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing strategic choices given that Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Profession Commission's treatment in the process. Given the fact that the shop has a worldwide existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may be able to influence efficiency or strategic objectives. Federal Profession Commission's antitrust suit against the merging occupied valuable time of the company's senior management suggesting that 'political' factors can have major ramifications for a global service.

Economic Factors: Economic factors such as the introduction of small companies in the international circumstance recommend that Exotic Interest Rate Swaps Snowballs In Portugal is prospering in an environment where there is potential growth of businesses. Truth that shop clients are primarily looking for workplace materials for residence offices recommends that the market has an increasing trend of entrepreneurs as well as house based businesses.

Social factors: Social patterns in the economic climate show that consumers are seeking benefit in addition to attractive rates. Market research demonstrates how the consumer for Exotic Interest Rate Swaps Snowballs In Portugal does not have recognition regarding discovering remedies which can use a mix of comfort and also affordable.

Technological factors: Innovation plays an essential role in Exotic Interest Rate Swaps Snowballs In Portugal's business approach especially as the organization is piloting Modern technology centers which would certainly supply technology sales as well as assistance in the type of memory upgrades, outer setups. (Recap of BUG in appendix 2).

OB Issues as well as Manifestations.

Several underlying Organizational Habits concerns can be seen in Exotic Interest Rate Swaps Snowballs In Portugal's case as highlighted in this section.

Concerns regarding cultural adjustment: There is uneasiness regarding a cultural modification that would certainly happen once Todd Krasnow leaves from his placement as the Executive Vice President of Advertising And Marketing with the majority of the personnel already showing unhappiness over this potential move. This anticipated change has actually created stress and anxiety in the workplace which has actually been coupled with the previous anxiety of preparing the company for a possible merging with House Deport.
Pest Analysis
Demanding Work Atmosphere for Newcomers: There is lack of personnel that can match the demanding atmosphere of a fast-paced organization. Not only does this result in trouble in discovering the ideal people, it puts stress and anxiety on brand-new hires as can not stand up to the pace and stress that the organization expects them to birth.

Double Coverage Lines: Novices locate this organizational culture troublesome as well as difficult to cope with specifically as dotted line partnerships are implied to be weaker as a whole as well as objective setup as well as performance analysis is still done by the strong line manager. This implies that newbies can shed clearness about their corresponding duties and also goals specifically as populated line coverage does not keep them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had been hypothesized that the last would certainly take Krasnow's position came as a strike to her spirits. Lewis may have been qualified and suitable for the work however the truth that Kransnow's separation would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Job Instability: Fear as well as insecurity can be recognized as two significant issues that Lewis would be taking care of especially as the merging has currently be cancelled as well as 2 elderly executives of the advertising department would be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders who would certainly not just be in charge of brining concerning a social change yet would certainly likewise need to show herself in her new role.

Incompatible Monitoring Style of Leader: Lewis's management style and its incompatibility with the advertising and marketing department's duty can likewise be seen as an OB difficulty specifically as she has actually been made use of to taking care of issues in the operations department where employees are instructed to focus on processes and also obtain them right. The marketing department on the other hand can be seen as a group of people who are made use of to being supported by Krasnow who focused a lot more on output than procedures.

Interdepartmental Differences: Interdepartmental disagreements in between 3 departments, advertising, merchandizing and operations respectively over the allotment of the advertising mix can be determined as one more OB worry. Although the advertising and marketing department does not share the very same vision as the other two departments regarding the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and procedures divisions do not concur over the marketing mix appropriation among each other either.

Disintegration in Advertising And Marketing Division: Disintegration between the marketing and advertising divisions can be recognized as another OB concern which might require further attention. The reality that the marketing and advertising sections in the advertising division are separated is avoiding both departments from getting from each other's experience and also competence. Combination of advertising with merchandising as well as procedures would certainly end up being harder if the advertising and marketing department itself is broken down which can be another possible OB issue.

Exotic Interest Rate Swaps Snowballs In Portugal Analysis

Various concepts have actually been made use of to clarify the situations to get additional quality regarding the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most managers believe that staffs are passive and also careless, have little passion as well as stand up to change. The tough version of this theory highlighted threat, limited controls, risks as well as punishments. Over time it creates reduced productivity, subtle sabotage as well as competition (Bargain, 2003). The situation at Exotic Interest Rate Swaps Snowballs In Portugal is not totally complying with Theory X, it can be seen that brand-new hires are finding this atmosphere rather difficult which may at some point lead to a greater disposition of the management in the direction of Theory X. According to McGregor's promoted view, which he called Theory Y, the important job of the monitoring is to set up business problems to make sure that individuals can accomplish their very own goals best by directing their initiatives in the direction of business incentives. If people find no contentment in their work, the monitoring would have little option however to rely upon theory X and also exterior control (Bargain, 2003). Even while analyzing Lewis's administration style, concept X might have been suitable in the operations department somewhat yet the Advertising and marketing department would certainly require reliance on Concept Y in order to get the imagination and also originality from the teams.

Tuckman's Synergy Concept: As much as Lewis's issue concerning bringing harmony in between the advertising and marketing department is worried, this would at first lead to contrast as discussed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the marketing and also marketing division's job, there might be the very same first disconnect which can lead to the second stage of 'storming' where the groups test one an additional.

When individuals are presented with adjustment, they go into phase one and also so there might be feelings like sadness, unpredictability, disappointment, temper, worry, denial and disorientation.The situation at the advertising division of Exotic Interest Rate Swaps Snowballs In Portugal is comparable so Lewis can get comfortable with the suggestion that it is not extraordinary behavior. It is throughout this phase that Lewis will have to offer advice to the department so that they can locate a sense of instructions. It can be seen just how Krasnow has actually already made this shift easier by making Lewis get entailed in the division a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has talks about the relevance of 'safety needs as being a reduced degree need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to really feel safe and also out of risk' is at the second level of needs. Before an employee can be made to establish emotionally, he requires to have his 'Physical 'and 'Safety' requires satisfied.

SWOT Analysis for Exotic Interest Rate Swaps Snowballs In Portugal Case Study

Effects of Analysis.

The OB analysis has considered different concepts to understand just how to manage the current scenario available. The adhering to three options have actually been proposed to aid Lewis deal with the business challenges in the advertising and marketing division. Each of these choices has been recommended for alleviating the shift required to bring the marketing department in accordance with the needs of the marketplace and for making the cultural adjustment that would comply with when the existing leader leaves.

Combination of advertising and marketing features. Dividing Adverting and also Manufacturing functions. Assimilation of Marketing with Procedures.

Examination of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house advertising agency of Exotic Interest Rate Swaps Snowballs In Portugal is currently strength for the organization in terms of conserving up on expenses related to advertising and marketing and also promo. Considering that no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the marketing function, this is a desirable opportunity for incorporating the advertising and marketing functions. Judith Shapiro who has earlier been talked to by Lewis during the earlier merging days has experience in business-to-business advertising along with company and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both marketing and advertising features.

The benefit of this technique is that it will certainly incorporate both functions while decreasing the demand for employing an extra resource for advertising. Along with this, Lewis would be heading the marketing division as well as all the same her substitute would be needed for the current duty that she is performing. The drawback of this option is that exterior hiring may cause bitterness from interior personnel that may be eying the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Production: Offered the competitive pressures as well as top quality work called for from the ad agency, it is recommended that Lewis should allow the production system to be a different function from the marketing unit. Since most advertising agencies had these 2 functions as different units, it makes even more feeling to comply with the norm. Both features might be able to concentrate on their core activates a lot more successfully. Nevertheless, the downside of this approach would be that additional costs would have to be borne for setting up different production functions. Along with this, a production head may need to be worked with which can boost overheads for the company.

Integration of Advertising And Marketing with Procedures: Considering that Lewis is already taking treatment of the marketing and procedures departments all at once; it makes sense to incorporate the two features considering that she has been effectively taking care of both ends. The truth that Lewis has to adjust her management design for the advertising and marketing division recommends that these 2 divisions would certainly be culturally varied.


An evaluation of the three options suggests that combination of marketing as well as operations would certainly not be a viable action as a result of the substantial differences in between the two departments although that currently Lewis is managing both. While separation of the production function might have been a favorable move for the advertising division, the truth that it would certainly imply positioning a 3rd function under Lewis's wing suggests this should be avoided as well. The assimilation of the marketing department is the most effective alternative in regards to getting the optimum arise from the department. An activity plan for this choice is reviewed listed below.

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

Marketing and advertising functions would certainly be combined.

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

Manufacturing function will certainly stay component of advertising under advertising feature.

Lewis will divide herself from procedures.

A democratic management style with staff member empowerment will be used in marketing department.

Open door plan and focus on cross departmental interaction will be targeted at getting rid of discord.

Contingency plan.

If the integration does not exercise as planned, a backup strategy would comply with which would 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 get worked with, Lewis will certainly be heading the advertising department without an SVP. Because case the production function will most definitely be separated by putting it under an SVP manufacturing.