Farallon Capital Management Risk Arbitrage B Case Study Solution


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Farallon Capital Management Risk Arbitrage B Case Study Analysis

Background and Facts

Farallon Capital Management Risk Arbitrage B an office materials store for tiny and also moderate sized services has recently been associated with planning for a merging with its rival House Deport, which has actually impacted performance degrees in departmentswith the senior manager involved in lawful problems presented by the government Trade Compensation. With the Advertising Head advancing the news of his departure from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the near future. With obstacles in the form of a prospective cultural adjustment as well as reduced staff member morale, the organization is in need of a complete reengineering initiative at the advertising and marketing department.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the marketing division of Farallon Capital Management Risk Arbitrage B is increasing unpredictability in the workplace leading to various difficulties for the Jeannie Lewis who would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting calculated decisions considering that Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Profession Commission's intervention while doing so. Provided the fact that the store has a worldwide visibility with branches in UK, USA, Canada as well as Germany, political consider each of these countries might be able to affect performance or critical objectives. Federal Profession Compensation's antitrust match against the merger occupied valuable time of the organization's senior management recommending that 'political' factors can have major effects for a worldwide organisation.

Economic Factors: Economic factors such as the appearance of small companies in the global situation suggest that Farallon Capital Management Risk Arbitrage B is flourishing in an atmosphere where there is potential development of businesses. In addition to this, reality that store customers are primarily trying to find office products for home offices suggests that the market has an increasing fad of business owners and home services.

Social factors: Social fads in the economy reveal that clients are looking for benefit in addition to eye-catching rates. Marketing research demonstrates how the customer for Farallon Capital Management Risk Arbitrage B does not have awareness regarding discovering remedies which can use a combination of benefit and also low costs.

Technical factors: Technology plays an important function in Farallon Capital Management Risk Arbitrage B's business strategy specifically as the organization is piloting Modern technology centers which would use modern technology sales and assistance in the form of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues and also Effects.

Numerous underlying Organizational Actions concerns can be seen in Farallon Capital Management Risk Arbitrage B's case as highlighted in this section.

Worries regarding social modification: There is worry concerning a social modification that would happen as soon as Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising with a lot of the employee already showing unhappiness over this potential action. This expected modification has produced stress and anxiety in the office which has been paired with the previous stress of preparing the company for a prospective merging with Home Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is scarcity of personnel that can match the difficult environment of a hectic organization. Not just does this result in problem in finding the ideal individuals, it places stress and anxiety on new hires as can not stand up to the speed as well as pressure that the organization anticipates them to bear.

Dual Reporting Lines: Novices discover this organizational culture cumbersome as well as difficult to deal with particularly as dotted line relationships are indicated to be weaker generally as well as objective setting as well as performance evaluation is still done by the solid line supervisor. This indicates that newbies can lose clarity concerning their respective duties and also purposes particularly as populated line reporting does not keep them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles even though it had been hypothesized that the last would take Krasnow's position came as an impact to her morale. Lewis may have been capable as well as proper for the work however the fact that Kransnow's departure would certainly make Coles a straight report to Lewis might have been the reason for Coles' resignation from services.

Concern & Work Instability: Concern and instability can be identified as two significant issues that Lewis would be managing specifically as the merging has actually now be terminated as well as 2 elderly executives of the advertising division would certainly be leaving. The whole responsibility of the department would certainly be falling on Lewis's shoulders that would not just be in charge of brining regarding a cultural adjustment however would certainly also have to verify herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's management style as well as its conflict with the advertising and marketing department's function can likewise be seen as an OB difficulty specifically as she has actually been utilized to handling problems in the procedures department where employees are shown to focus on procedures and also get them. The advertising and marketing division on the various other hand can be seen as a group of people who are used to being supported by Krasnow who concentrated extra on outcome than processes.

Interdepartmental Arguments: Interdepartmental disagreements in between 3 divisions, marketing, merchandizing and operations specifically over the allocation of the advertising and marketing mix can be determined as one more OB issue. The advertising department does not share the exact same vision as the various other two divisions relating to the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not concur over the advertising mix allotment among one another either.

Disintegration in Advertising Department: Fragmentation in between the advertising and marketing departments can be recognized as one more OB concern which might need additional attention. The truth that the marketing and advertising sections in the marketing department are separated is protecting against both divisions from obtaining from each various other's experience as well as knowledge. Assimilation of advertising with merchandising and also operations would end up being more difficult if the advertising and marketing department itself is disintegrated which can be one more potential OB concern.

Farallon Capital Management Risk Arbitrage B Analysis

Numerous concepts have actually been used to explain the scenarios to obtain more clarity concerning the circumstance handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many supervisors believe that staffs are passive as well as lazy, have little passion and resist adjustment. The situation at Farallon Capital Management Risk Arbitrage B is not completely adhering to Concept X, it can be seen that brand-new hires are locating this setting rather demanding which might eventually lead to a greater disposition of the monitoring in the direction of Theory X. Also while analyzing Lewis's management style, theory X may have been suitable in the procedures department to some level but the Advertising and marketing department would certainly require reliance on Concept Y in order to obtain the creativity and creativity from the teams.

Tuckman's Teamwork Theory: As far as Lewis's concern about bringing harmony between the advertising as well as marketing division is worried, this would originally lead to conflict as gone over by Bruce Tuckman in his 'Teamwork Theory'. By incorporating the advertising and also advertising division's work, there might be the very same first detach which could lead to the 2nd stage of 'storming' where the groups test one another.

When individuals are offered with modification, they get in stage one and so there might be feelings like unhappiness, unpredictability, disappointment, anger, worry, denial and also disorientation.The scenario at the advertising department of Farallon Capital Management Risk Arbitrage B is comparable so Lewis can get comfy with the idea that it is not extraordinary actions. It is throughout this stage that Lewis will certainly have to provide guidance to the division so that they can locate a sense of instructions. It can be seen how Krasnow has currently made this transition much easier by making Lewis get involved in the division a year before his real separation.
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has discusses the relevance of 'safety needs as being a lower level demand of a human for causing motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel safe as well as out of danger' is at the second degree of demands. Before a worker can be made to establish emotionally, he requires to have his 'Physical 'and also 'Security' needs fulfilled.

SWOT Analysis for Farallon Capital Management Risk Arbitrage B Case Study

Effects of Analysis.

The OB analysis has actually considered different concepts to recognize how to handle the present situation handy. The complying with three choices have actually been suggested to help Lewis manage the organizational obstacles in the advertising and marketing department. Each of these options has been suggested for relieving the change required to bring the advertising division according to the demands of the marketplace and also for making the cultural modification that would certainly follow once the present leader leaves.

Integration of advertising and marketing features. Separating Adverting and Manufacturing features. Integration of Advertising with Operations.

Assessment of Alternatives.

Combination of Marketing & Marketing Functions: The in-house advertising agency of Farallon Capital Management Risk Arbitrage B is currently stamina for the organization in terms of conserving up on expenses connected to advertising and marketing and also promotion. Since no brand-new employment has been done after Bridget Cole's departure with the reporting line being straight designated to Krasnow for the advertising function, this is a beneficial chance for integrating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis throughout the earlier merger days has proficiency in business-to-business advertising and marketing along with company and also retail advertising and marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to manage both marketing and advertising features.

The benefit of this method is that it will certainly integrate both functions while reducing the requirement for hiring an added source for advertising and marketing. Lewis would be heading the advertising department and also in any kind of case her substitute would be required for the existing duty that she is performing. The downside of this alternative is that exterior hiring may produce resentment from internal workers who may be looking at the position of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting as well as Manufacturing: Offered the competitive stress and also top quality job called for from the advertising agency, it is advised that Lewis should permit the manufacturing system to be a different feature from the advertising and marketing system. Given that most advertising agencies had these two functions as separate units, it makes even more sense to adhere to the norm. Along with this, both functions might be able to concentrate on their core turns on extra efficiently. Nonetheless, the drawback of this strategy would be that added expenses would certainly have to be borne for establishing separate production functions. A production head might have to be worked with which can raise overheads for the company.

Assimilation of Advertising And Marketing with Workflows: Because Lewis is currently taking care of the advertising and also procedures divisions simultaneously; it makes feeling 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 administration style for the advertising and marketing department suggests that these two departments would certainly be culturally diverse.


An examination of the three options shows that assimilation of advertising and marketing and procedures would not be a feasible relocation due to the huge differences in between both divisions despite the fact that currently Lewis is managing both. While separation of the manufacturing feature might have been a beneficial action for the advertising and marketing division, the truth that it would mean positioning a third feature under Lewis's wing implies this should be avoided as well. The assimilation of the marketing division is the best choice in terms of obtaining the ideal arise from the department. An activity prepare for this choice is talked about below.

Action Plan.
Lewis will certainly take over the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

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

Lewis will certainly divide herself from operations.

An autonomous leadership style with employee empowerment will be utilized in advertising and marketing department.

Open door plan as well as focus on cross departmental communication will be focused on removing dissonance.

Contingency plan.

If the combination does not work out as intended, a contingency strategy would certainly comply with which would certainly divide the production feature from the marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising department without an SVP. Because case the production function will definitely be divided by placing it under an SVP manufacturing.