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Federal Bank Dividend Discount Valuation Case Study Analysis

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Federal Bank Dividend Discount Valuation Case Study Analysis

Background and Facts

Federal Bank Dividend Discount Valuation a workplace supplies retailer for little as well as average sized services has just recently been associated with planning for a merger with its competitor House Deport, which has influenced performance levels in departmentswith the elderly supervisor involved in legal complications put forth by the federal Trade Payment. With the Advertising and marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the near future. With challenges in the type of a possible social modification and also low staff member morale, the company wants a full reengineering initiative at the marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising department of Federal Bank Dividend Discount Valuation is increasing unpredictability in the workplace causing numerous challenges for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in influencing calculated choices considering that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Profession Payment's treatment at the same time. Given the truth that the shop has a global visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these nations might have the ability to affect performance or calculated objectives. Federal Trade Payment's antitrust suit against the merging used up valuable time of the organization's elderly monitoring recommending that 'political' factors can have major ramifications for an international organisation.

Economic Factors: Financial factors such as the appearance of small businesses in the international situation recommend that Federal Bank Dividend Discount Valuation is growing in a setting where there is potential development of businesses. Reality that store customers are primarily looking for workplace materials for house offices recommends that the market has a climbing fad of entrepreneurs as well as home based businesses.

Social factors: Social patterns in the economic climate reveal that consumers are trying to find convenience along with eye-catching rates. Marketing research demonstrates how the client for Federal Bank Dividend Discount Valuation lacks awareness regarding finding services which can supply a mix of ease as well as inexpensive.

Technical factors: Innovation plays an essential role in Federal Bank Dividend Discount Valuation's service approach specifically as the company is piloting Technology centers which would provide modern technology sales and support in the type of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues and Symptoms.

Numerous underlying Business Habits concerns can be seen in Federal Bank Dividend Discount Valuation's case as highlighted in this area.

Apprehensions regarding social adjustment: There is worry about a social change that would certainly happen once Todd Krasnow leaves from his setting as the Exec Vice President of Advertising And Marketing with the majority of the team member already revealing unhappiness over this potential action. This predicted modification has actually produced tension in the work environment which has actually been paired with the past stress and anxiety of preparing the firm for a possible merging with Residence Deport.
Pest Analysis
Difficult Job Atmosphere for Newcomers: There is shortage of workers that can match the demanding environment of a hectic company. Not only does this bring about problem in finding the right individuals, it places stress and anxiety on brand-new hires as can not hold up against the speed and also pressure that the organization expects them to birth.

Double Coverage Lines: Novices find this organizational culture cumbersome and also difficult to cope with specifically as dotted line connections are suggested to be weaker generally and unbiased setting and efficiency examination is still done by the solid line supervisor. This indicates that newbies can lose clearness regarding their particular functions and objectives especially as dotted line reporting does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles even though it had actually been guessed that the last would certainly take Krasnow's placement came as an impact to her morale. Lewis may have been capable and also ideal for the job however the fact that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from solutions.

Worry & Work Instability: Worry and also instability can be recognized as 2 major worries that Lewis would be handling particularly as the merging has actually currently be terminated and also 2 senior executives of the advertising division would be leaving. The entire duty of the department would be falling on Lewis's shoulders who would not just be in charge of brining regarding a social modification yet would certainly also have to verify herself in her new role.

Inappropriate Management Style of Leader: Lewis's monitoring style and also its conflict with the advertising and marketing department's role can likewise be seen as an OB challenge particularly as she has been used to dealing with concerns in the procedures division where workers are instructed to focus on processes as well as obtain them. The advertising department on the other hand can be viewed as a group of individuals who are made use of to being nurtured by Krasnow that concentrated much more on outcome than procedures.

Interdepartmental Disputes: Interdepartmental arguments between three departments, advertising, merchandizing as well as operations respectively over the appropriation of the advertising and marketing mix can be identified as an additional OB worry. Although the advertising and marketing department does not share the same vision as the other 2 departments concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing as well as operations departments do not concur over the marketing mix allocation amongst one another either.

Disintegration in Advertising And Marketing Division: Disintegration between the advertising and marketing departments can be recognized as one more OB problem which might need additional interest. The fact that the marketing and advertising sections in the marketing department are separated is preventing both divisions from getting from each various other's experience as well as competence. Combination of marketing with retailing as well as operations would end up being more difficult if the advertising and marketing division itself is disintegrated which can be one more possible OB issue.

Federal Bank Dividend Discount Valuation Analysis

Various concepts have been made use of to discuss the situations to obtain more quality about the scenario handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most managers believe that subordinates are passive and also lazy, have little passion and also stand up to change. The difficult version of this theory stressed browbeating, tight controls, risks and also penalties. In time it generates reduced productivity, refined sabotage and competition (Deal, 2003). The situation at Federal Bank Dividend Discount Valuation is not entirely following Theory X, it can be seen that new hires are locating this environment rather stressful which may ultimately lead to a better disposition of the monitoring in the direction of Concept X. Based on McGregor's promoted view, which he called Theory Y, the crucial job of the monitoring is to prepare organizational conditions to ensure that individuals can achieve their own objectives best by routing their initiatives in the direction of organizational rewards. If individuals locate no fulfillment in their job, the monitoring would certainly have little option but to rely on theory X and also exterior control (Deal, 2003). Even while evaluating Lewis's management style, theory X might have been suitable in the procedures department to some extent but the Advertising and marketing department would certainly need dependence on Concept Y to get the imagination and also originality from the teams.

Tuckman's Teamwork Theory: As far as Lewis's problem regarding bringing harmony between the marketing as well as advertising department is concerned, this would at first lead to clash as reviewed by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing as well as marketing department's work, there may be the exact same first detach which might lead to the 2nd phase of 'storming' where the groups test one another.

When people are provided with modification, they go into phase one and so there might be emotions like sadness, uncertainty, frustration, anger, anxiety, rejection as well as disorientation.The circumstance at the advertising department of Federal Bank Dividend Discount Valuation is comparable so Lewis can obtain comfy with the concept that it is not phenomenal behavior. It is during this phase that Lewis will certainly have to offer guidance to the division so that they can discover a sense of direction. It can be seen just how Krasnow has actually currently made this transition simpler by making Lewis obtain included in the department a year before his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has reviews the value of 'safety and security requires as being a lower degree need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to really feel protected and also out of danger' is at the 2nd level of demands. Before a staff member can be made to create emotionally, he needs to have his 'Physical 'as well as 'Safety and security' needs satisfied.

SWOT Analysis for Federal Bank Dividend Discount Valuation Case Study



Implication of Analysis.

The OB analysis has considered numerous concepts to understand just how to manage the existing situation handy. The complying with three choices have been suggested to assist Lewis manage the business obstacles in the advertising department. Each of these choices has actually been suggested for relieving the shift required to bring the advertising and marketing department in line with the demands of the marketplace and for making the cultural adjustment that would certainly follow once the existing leader leaves.

Assimilation of advertising and marketing features. Separating Adverting as well as Manufacturing features. Combination of Advertising And Marketing with Operations.

Examination of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business advertising along with company and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to handle both advertising and marketing and marketing features.

The benefit of this strategy is that it will integrate the two features while decreasing the demand for employing an added resource for marketing. Lewis would certainly be heading the advertising and marketing division and in any type of case her substitute would be needed for the current function that she is carrying out. The disadvantage of this choice is that exterior hiring may produce animosity from inner employees that might be eying the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Manufacturing: Offered the affordable pressures and high top quality work needed from the marketing company, it is suggested that Lewis should allow the production system to be a separate function from the advertising and marketing system. Since a lot of advertising and marketing agencies had these two features as different devices, it makes more feeling to follow the standard.

Assimilation of Advertising with Procedures: Considering that Lewis is currently caring for the marketing as well as procedures departments concurrently; it makes good sense to integrate the two features considering that she has been effectively looking after both ends. The reality that the two departments currently have significant distinctions over appropriation of sources suggests that this assimilation might have the ability to cause harmony particularly as Lewis would certainly be heading both ends.However there are different negative aspects of this step particularly as it would certainly put too much problem over Lewis's shoulders. The truth that Lewis needs to adjust her management style for the marketing department suggests that these two divisions would be culturally diverse. Along with this, Lewis might not have the ability to apply one kind of leadership design to both departments which could result in inefficiency in either among the two functions.

Recommendation.



An analysis of the 3 options shows that integration of marketing and also operations would not be a practical step due to the substantial distinctions in between the 2 departments regardless of the reality that currently Lewis is handling both. While separation of the production function may have been a beneficial move for the advertising department, the fact that it would suggest putting a third feature under Lewis's wing suggests this should be avoided.

Action Plan.
Recommendation
Lewis will certainly take over the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be merged.

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

Manufacturing function will continue to be part of advertising and marketing under advertising function.

Lewis will certainly separate herself from operations.

An autonomous management design with employee empowerment will be used in advertising department.

Open up door policy as well as emphasis on cross department interaction will be focused on eliminating dissonance.

Contingency strategy.

If the combination does not work out as planned, a backup plan would adhere to which would certainly divide the production function from the marketing function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will be heading the advertising department without an SVP. Because case the manufacturing function will most definitely be divided by putting it under an SVP production.