Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board Case Study Solution


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Background and Facts

Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board a workplace supplies seller for tiny and average sized companies has lately been associated with preparing for a merging with its rival Home Deport, which has actually impacted effectiveness levels in departmentswith the senior supervisor involved in legal issues presented by the government Profession Payment. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the function in the future. With challenges in the type of a potential social change as well as reduced worker morale, the company needs a full reengineering initiative at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible social modification at the marketing division of Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board is enhancing unpredictability in the working environment leading to different difficulties for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting critical choices considering that Stapes Inc. needed to abandon its strategies of merging with Office Deport after the Federal Profession Payment's intervention in the process. Provided the truth that the shop has a global visibility with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations might have the ability to influence efficiency or tactical goals. Federal Profession Commission's antitrust suit against the merging used up useful time of the company's elderly monitoring recommending that 'political' factors can have major implications for a global service.

Economic Factors: Economic factors such as the emergence of small businesses in the international situation suggest that Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board is thriving in an atmosphere where there is potential development of businesses. Reality that store customers are mainly looking for workplace products for home offices recommends that the market has an increasing fad of business owners and also house based services.

Social factors: Social patterns in the economy reveal that clients are trying to find ease along with attractive costs. Marketing research demonstrates how the consumer for Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board does not have recognition regarding finding options which can offer a mix of benefit as well as affordable.

Technological factors: Technology plays a vital role in Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board's business approach especially as the organization is piloting Modern technology centers which would certainly provide technology sales as well as support in the kind of memory upgrades, outer installations. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Actions concerns can be seen in Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board's case as highlighted in this section.

Concerns about cultural adjustment: There is apprehension about a social adjustment that would occur when Todd Krasnow leaves from his position as the Executive Vice President of Advertising with a lot of the personnel currently revealing unhappiness over this prospective step. This expected adjustment has actually created tension in the workplace which has been paired with the past stress and anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is lack of workers that can match the demanding setting of a fast-paced company. Not just does this lead to trouble in discovering the right individuals, it places stress on new hires as can not endure the pace and also pressure that the company expects them to birth.

Twin Coverage Lines: Newbies locate this organizational culture cumbersome as well as tough to deal with specifically as dotted line connections are suggested to be weaker in general as well as unbiased setting as well as efficiency analysis is still done by the solid line manager. This implies that newcomers might lose clarity about their particular duties and also purposes especially as populated line coverage does not maintain them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had actually been hypothesized that the latter would certainly take Krasnow's position came as an impact to her spirits. Lewis may have been capable and also ideal for the job yet the truth that Kransnow's departure 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 instability can be determined as two major concerns that Lewis would certainly be managing particularly as the merging has actually currently be terminated as well as 2 elderly execs of the advertising department would certainly be leaving. The entire obligation of the division would be dropping on Lewis's shoulders who would not simply supervise of brining about a cultural change however would certainly additionally need to prove herself in her new duty.

Inappropriate Monitoring Design of Leader: Lewis's management design and also its conflict with the marketing division's duty can also be seen as an OB challenge especially as she has actually been made use of to managing problems in the procedures division where personnel are instructed to concentrate on procedures and obtain them. The advertising and marketing department on the various other hand can be viewed as a team of individuals that are made use of to being supported by Krasnow that focused more on output than procedures.

Interdepartmental Disagreements: Interdepartmental arguments between 3 departments, advertising and marketing, merchandizing and procedures respectively over the allocation of the advertising and marketing mix can be determined as another OB worry. Although the advertising and marketing division does not share the exact same vision as the other two divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also procedures divisions do not agree over the advertising mix appropriation amongst one another either.

Fragmentation in Advertising Department: Disintegration between the marketing and advertising departments can be determined as one more OB concern which can need more attention. The truth that the marketing and advertising areas in the advertising division are separated is avoiding both departments from obtaining from each various other's experience as well as competence. Integration of advertising with merchandising and procedures would come to be harder if the advertising division itself is degenerated which can be one more potential OB issue.

Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board Analysis

Numerous theories have actually been used to describe the conditions to obtain more clearness regarding the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors believe that juniors are passive and lazy, have little aspiration and stand up to adjustment. The difficult variation of this concept highlighted browbeating, tight controls, dangers and also penalties. In time it generates low efficiency, refined sabotage and rivalry (Offer, 2003). The situation at Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board is not completely complying with Concept X, it can be seen that new hires are finding this atmosphere instead stressful which might eventually lead to a greater inclination of the management in the direction of Concept X. Based on McGregor's promoted sight, which he called Theory Y, the crucial job of the monitoring is to arrange business conditions so that people can accomplish their very own objectives best by directing their initiatives towards business incentives. If people find no fulfillment in their job, the management would certainly have little option however to rely upon theory X and also external control (Deal, 2003). Also while analyzing Lewis's monitoring design, theory X might have appropriated in the operations department to some extent but the Marketing department would certainly require reliance on Concept Y to get the creative thinking and also originality from the groups.

Tuckman's Teamwork Concept: Regarding Lewis's worry regarding bringing consistency in between the marketing and advertising division is worried, this would at first result in clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's concept displayed in appendix 3, during the initial phase of group advancement, individuals may not bond, as they are busy locating their place in the team. By integrating the advertising and marketing department's job, there may be the same first separate which can lead to the 2nd phase of 'storming' where the groups test one another. It is only during the 3rd stage or 'norming' when they would come with each other to share ideas before the group can bring about harmony in the 4th stage 'carrying out'.

Bridges' Change Design: As per William Bridge's concept (appendix 4), people are quite unpleasant with adjustment, which is apparent by the situation at Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board The circumstance can be viewed as a typical training course of life if is researched according to Bridge's concept where he clarifies that individuals undergo 3 stages of transition when they experience adjustment. 'Closing, losing and also Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals are presented with change, they enter phase one and so there may be feelings like sadness, uncertainty, irritation, anger, fear, rejection as well as disorientation.The circumstance at the marketing department of Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board is similar so Lewis can get comfy with the idea that it is not remarkable habits. In the second phase, there might be a demand to bridge the space between the new and also old culture so Lewis might need to face this challenge as soon as Krasnow leaves. There might be reduced spirits as well as low performance at this stage which should not be taken as a trouble. It is during this stage that Lewis will certainly need to give assistance to the department to make sure that they can find a sense of direction. It can be seen just how Krasnow has actually already made this change much easier by making Lewis obtain involved in the division a year before his actual separation. According to Bridges' Version, phase 3 will certainly produce openness to discovering, High power and dedication as people will certainly welcome the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need power structure: The OB concern pertaining to insecurity at the work environment has been set off to start with by the adjustment in administration and also secondly by the reality that the merger will certainly no longer be initiated. Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has discusses the importance of 'protection requires as being a lower level requirement of a human for setting off inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to feel secure as well as unharmed' is at the 2nd level of needs. Before a worker can be made to develop mentally, he requires to have his 'Physiological 'and also 'Safety' needs met. This indicates that unless the employees are made to really feel secure regarding their present work standing in Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board Case Study

Ramification of Analysis.

The OB analysis has actually taken a look at various theories to understand how to manage the current circumstance available. The adhering to three choices have actually been suggested to help Lewis take care of the organizational obstacles in the advertising division. Each of these choices has actually been proposed for alleviating the transition required to bring the marketing department according to the needs of the marketplace and for making the cultural adjustment that would certainly adhere to once the present leader leaves.

Combination of marketing and advertising functions. Separating Adverting and Production features. Integration of Advertising with Workflow.

Evaluation of Alternatives.

Combination of Advertising And Marketing & Advertising And Marketing Functions: The in-house advertising and marketing agency of Factor Investing The Reference Portfolio And Canada Pension Plan Investment Board is already stamina for the company in terms of conserving up on overheads connected to advertising as well as promotion. Because no new employment has actually been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the marketing function, this is a desirable chance for integrating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merger days has know-how in business-to-business marketing in addition to agency and retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both marketing and advertising functions.

The benefit of this method is that it will certainly incorporate both features while lowering the requirement for hiring an extra source for marketing. In addition to this, Lewis would be heading the advertising department and also regardless her substitute would be required for the existing role that she is executing. The drawback of this alternative is that outside hiring may bring about resentment from inner workers that might be considering the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Production: Offered the affordable pressures and also premium quality job called for from the advertising agency, it is recommended that Lewis needs to allow the production device to be a separate function from the marketing device. Because the majority of ad agency had these 2 features as different units, it makes even more sense to adhere to the standard. Along with this, both features might be able to concentrate on their core triggers extra efficiently. Nonetheless, the downside of this method would be that added costs would certainly need to be birthed for setting up separate manufacturing functions. Along with this, a manufacturing head may need to be hired which might enhance expenses for the organization.

Integration of Advertising And Marketing with Workflows: Considering that Lewis is already taking treatment of the marketing and also procedures departments all at once; it makes sense to integrate the two features considering that she has been effectively taking care of both ends. The truth that Lewis has to adapt her monitoring design for the advertising department suggests that these two divisions would certainly be culturally varied.


An examination of the 3 alternatives shows that assimilation of advertising and also procedures would not be a viable move as a result of the vast distinctions in between both departments although that currently Lewis is handling both. While separation of the manufacturing feature might have been a favorable move for the advertising and marketing division, the truth that it would certainly imply placing a 3rd feature under Lewis's wing suggests this must be avoided too. The combination of the advertising division is the best choice in regards to getting the ideal arise from the department. An activity plan for this alternative is talked about below.

Activity Plan.
Lewis will certainly take control of the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would be combined.

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

Manufacturing feature will continue to be part of marketing under advertising feature.

Lewis will certainly separate herself from operations.

A democratic leadership design with worker empowerment will be used in advertising and marketing department.

Open up door plan and emphasis on cross department communication will certainly be targeted at getting rid of disharmony.

Contingency strategy.

If the combination does not work out as intended, a backup strategy would adhere to which would certainly separate the manufacturing function from the advertising and marketing feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing department without an SVP. In that case the production feature will certainly be divided by putting it under an SVP manufacturing.