Fiji Versus Fiji Negotiating Over Water Case Study Analysis


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Fiji Versus Fiji Negotiating Over Water Case Study Help

Background and Facts

Fiji Versus Fiji Negotiating Over Water an office materials seller for small and moderate sized businesses has lately been involved in planning for a merging with its rival Residence Deport, which has affected effectiveness degrees in departmentswith the elderly supervisor involved in lawful issues presented by the government Profession Payment. With the Marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the future. With difficulties in the kind of a possible cultural change and low staff member spirits, the company is in need of a full reengineering initiative at the advertising and marketing division.

Trouble Statement
Porter's 5 Forces Analysis
The prospective cultural adjustment at the advertising and marketing department of Fiji Versus Fiji Negotiating Over Water is raising unpredictability in the workplace leading to numerous obstacles for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in affecting critical decisions since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Profession Payment's intervention at the same time. Offered the fact that the shop has a global presence with branches in UK, UNITED STATES, Canada and Germany, political factors in each of these nations might be able to impact performance or calculated objectives. Federal Profession Payment's antitrust fit against the merger occupied beneficial time of the organization's senior monitoring recommending that 'political' factors can have major effects for an international organisation.

Economic Factors: Economic factors such as the emergence of local business in the worldwide situation recommend that Fiji Versus Fiji Negotiating Over Water is thriving in a setting where there is potential growth of companies. Along with this, truth that shop clients are mainly looking for workplace supplies for home offices recommends that the marketplace has a climbing pattern of entrepreneurs and also home organisations.

Social factors: Social patterns in the economic situation reveal that consumers are seeking comfort in addition to eye-catching prices. Market research shows how the consumer for Fiji Versus Fiji Negotiating Over Water lacks recognition regarding discovering solutions which can offer a mix of comfort and also affordable.

Technical factors: Innovation plays a crucial role in Fiji Versus Fiji Negotiating Over Water's company technique particularly as the company is piloting Technology centers which would certainly use innovation sales and also support in the form of memory upgrades, peripheral setups. (Recap of INSECT in appendix 2).

OB Issues as well as Manifestations.

Several underlying Business Habits problems can be seen in Fiji Versus Fiji Negotiating Over Water's case as highlighted in this section.

Uneasiness regarding social change: There is concern about a social change that would certainly occur as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with the majority of the staff members already revealing unhappiness over this potential action. This predicted change has actually created stress in the workplace which has actually been coupled with the past tension of preparing the company for a prospective merger with House Deport.
Pest Analysis
Demanding Job Environment for Newcomers: There is lack of personnel that can match the difficult atmosphere of a fast-paced organization. Not just does this result in problem in discovering the appropriate individuals, it puts stress on new hires as can not endure the pace and also stress that the organization anticipates them to bear.

Dual Coverage Lines: Beginners locate this business society cumbersome and also tough to cope with specifically as dotted line partnerships are indicated to be weak generally and also unbiased setting as well as performance evaluation is still done by the strong line manager. This implies that newcomers might shed clarity about their particular duties as well as objectives specifically as dotted line reporting does not keep them in direct communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles although it had been guessed that the last would certainly take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and also suitable for the task but the truth that Kransnow's departure would make Coles a direct record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Work Insecurity: Fear and insecurity can be determined as two significant issues that Lewis would certainly be handling specifically as the merging has actually now be cancelled and two senior execs of the advertising and marketing division would certainly be leaving. The entire duty of the division would be dropping on Lewis's shoulders who would not simply supervise of brining about a social change yet would also need to show herself in her brand-new function.

Inappropriate Monitoring Style of Leader: Lewis's administration style and also its conflict with the advertising and marketing division's role can additionally be seen as an OB challenge particularly as she has actually been made use of to managing issues in the operations department where employees are taught to concentrate on procedures as well as obtain them. The marketing division on the other hand can be viewed as a group of people that are made use of to being supported by Krasnow who focused extra on outcome than processes.

Interdepartmental Disputes: Interdepartmental differences in between three departments, advertising, merchandizing as well as procedures respectively over the allowance of the marketing mix can be recognized as one more OB concern. The marketing division does not share the exact same vision as the other 2 departments concerning the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and operations departments do not concur over the advertising and marketing mix appropriation amongst one an additional either.

Disintegration in Marketing Department: Disintegration between the advertising and marketing divisions can be determined as an additional OB issue which might require more focus. The reality that the marketing and advertising areas in the advertising department are disconnected is protecting against both divisions from obtaining from each other's experience and also know-how. Integration of advertising with retailing and procedures would certainly come to be more difficult if the advertising and marketing division itself is disintegrated which can be one more potential OB concern.

Fiji Versus Fiji Negotiating Over Water Analysis

Numerous theories have been made use of to explain the circumstances to get additional clarity regarding the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that subordinates are passive and lazy, have little ambition and stand up to change. The scenario at Fiji Versus Fiji Negotiating Over Water is not entirely following Concept X, it can be seen that brand-new hires are discovering this atmosphere rather demanding which may eventually lead to a better disposition of the management towards Theory X. Also while examining Lewis's management style, theory X might have been appropriate in the procedures department to some level but the Advertising and marketing division would need reliance on Concept Y in order to get the creativity and also originality from the teams.

Tuckman's Synergy Theory: Regarding Lewis's issue concerning bringing consistency between the advertising and marketing department is worried, this would originally cause contrast as discussed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, throughout the initial phase of group development, individuals might not bond, as they are hectic finding their area in the team. By integrating the marketing and advertising division's job, there may be the same first detach which can bring about the second stage of 'storming' where the teams challenge each other. It is just throughout the 3rd stage or 'norming' when they would come together to share suggestions before the group can bring around harmony in the fourth stage 'executing'.

Bridges' Change Model: As per William Bridge's theory (appendix 4), individuals are fairly awkward with change, which is evident by the scenario at Fiji Versus Fiji Negotiating Over Water The scenario can be seen as a normal course of life if is studied according to Bridge's theory where he describes that people undergo three phases of shift when they experience change. 'Ending, shedding and Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When people exist with adjustment, they get in stage one and so there might be feelings like despair, unpredictability, stress, temper, anxiety, denial and also disorientation.The scenario at the marketing division of Fiji Versus Fiji Negotiating Over Water is similar so Lewis can obtain comfy with the idea that it is not remarkable behavior. In the 2nd stage, there might be a demand to bridge the void between the new and old society so Lewis might need to encounter this ordeal as soon as Krasnow leaves. There may be low spirits as well as low performance at this phase which ought to not be taken as a trouble. It is throughout this phase that Lewis will certainly need to give guidance to the division to make sure that they can discover a sense of direction. It can be seen how Krasnow has currently made this transition less complicated by making Lewis obtain involved in the department a year prior to his real departure. According to Bridges' Model, stage 3 will certainly cause visibility to discovering, High energy and dedication as individuals will certainly embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Demand hierarchy: The OB issue pertaining to insecurity at the workplace has actually been caused first of all by the modification in administration as well as second of all by the truth that the merging will no longer be started. Abraham Maslow in his Theory of 'Requirements Power structure' (appendix 5) has discusses the value of 'security needs as being a lower degree requirement of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the demand to really feel secure as well as unharmed' goes to the second level of requirements. Prior to a worker can be made to create mentally, he needs to have his 'Physiological 'and 'Security' requires fulfilled. This shows that unless the personnel are made to really feel secure concerning their existing employment standing in Fiji Versus Fiji Negotiating Over Water they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Fiji Versus Fiji Negotiating Over Water Case Study

Ramification of Analysis.

The OB analysis has looked at different theories to recognize just how to cope with the present circumstance available. The adhering to 3 options have actually been recommended to help Lewis handle the organizational obstacles in the marketing division. Each of these choices has been suggested for easing the change needed to bring the advertising and marketing department in accordance with the needs of the marketplace as well as for making the social adjustment that would certainly comply with once the existing leader leaves.

Combination of advertising and marketing features. Separating Adverting and also Production functions. Combination of Marketing with Operations.

Evaluation of Alternatives.

Assimilation of Marketing & Advertising Functions: The in-house advertising and marketing firm of Fiji Versus Fiji Negotiating Over Water is currently strength for the company in regards to saving up on overheads related to advertising and marketing and also promo. Since no brand-new employment has actually been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the advertising feature, this is a favorable possibility for incorporating the marketing and advertising features. Judith Shapiro who has actually earlier been interviewed by Lewis during the earlier merging days has experience in business-to-business marketing together with company and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing features.

The benefit of this approach is that it will certainly integrate the two functions while decreasing the demand for hiring an extra resource for advertising. In addition to this, Lewis would be heading the advertising and marketing department and also regardless her substitute would be needed for the current role that she is performing. The negative aspect of this alternative is that external hiring may bring about bitterness 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 stress and also high top quality work called for from the advertising and marketing company, it is suggested that Lewis ought to enable the manufacturing device to be a separate feature from the advertising unit. Since many advertising agencies had these two features as separate systems, it makes even more feeling to follow the standard.

Integration of Marketing with Operations: Considering that Lewis is already taking care of the marketing and also procedures divisions at the same time; it makes sense to integrate the two functions given that she has been efficiently taking treatment of both ends. The fact that Lewis has to adapt her administration design for the advertising department suggests that these 2 departments would certainly be culturally varied.


An analysis of the three choices shows that integration of marketing as well as procedures would certainly not be a possible move due to the huge differences in between the two departments although that presently Lewis is managing both. While separation of the manufacturing feature may have been a favorable action for the marketing division, the truth that it would certainly suggest putting a third function under Lewis's wing means this must be stayed clear of as well. The combination of the advertising and marketing department is the very best option in terms of obtaining the optimum results from the division. An action plan for this alternative is talked about below.

Activity Strategy.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

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

Lewis will certainly divide herself from procedures.

A democratic leadership design with staff member empowerment will certainly be made use of in advertising department.

Open up door policy and focus on cross departmental communication will certainly be targeted at removing discord.

Contingency plan.

If the integration does not work out as planned, a contingency plan would certainly adhere to which would divide the production function from the advertising function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising division without an SVP. In that case the manufacturing feature will definitely be divided by putting it under an SVP production.