Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing Case Study Analysis


Home >> Harvard >> Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing >>

Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing Case Study Analysis

Background and Facts

Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing a workplace materials merchant for little and moderate sized organisations has actually lately been involved in preparing for a merger with its rival House Deport, which has actually impacted efficiency levels in departmentswith the senior manager associated with lawful problems presented by the government Trade Payment. With the Advertising and marketing Head putting forward the information of his separation 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 kind of a potential cultural modification as well as reduced staff member morale, the company requires a complete reengineering effort at the advertising department.

Trouble Statement
Porter's 5 Forces Analysis
The potential social modification at the advertising division of Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing is raising uncertainty in the workplace leading to numerous obstacles for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting tactical choices given that Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Trade Compensation's treatment while doing so. Provided the fact that the store has an international existence with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these nations might have the ability to impact efficiency or tactical objectives. Federal Trade Payment's antitrust fit versus the merging took up useful time of the organization's senior monitoring suggesting that 'political' factors can have significant effects for a worldwide service.

Economic Factors: Economic factors such as the development of local business in the worldwide situation recommend that Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing is flourishing in a setting where there is prospective growth of services. In addition to this, reality that shop clients are mainly trying to find office products for office suggests that the market has a climbing trend of entrepreneurs and online businesses.

Social factors: Social trends in the economy reveal that clients are looking for ease along with appealing prices. Market research demonstrates how the customer for Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing lacks understanding about finding solutions which can supply a mix of comfort and also affordable.

Technological factors: Modern technology plays a vital role in Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing's company strategy particularly as the company is piloting Technology centers which would use modern technology sales and support in the form of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Actions concerns can be seen in Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing's case as highlighted in this area.

Uneasiness regarding social adjustment: There is concern about a social change that would certainly take place when Todd Krasnow leaves from his position as the Exec Vice President of Marketing with a lot of the employee already showing unhappiness over this prospective move. This anticipated modification has actually produced stress in the workplace which has actually been combined with the previous tension of preparing the firm for a prospective merger with Home Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is shortage of workers that can match the demanding environment of a busy organization. Not only does this cause trouble in locating the ideal individuals, it puts stress on brand-new hires as can not withstand the pace and also stress that the company expects them to bear.

Double Coverage Lines: Newbies find this organizational culture troublesome and challenging to manage especially as populated line connections are indicated to be weak generally and objective setup and also performance evaluation is still done by the strong line supervisor. This implies that novices could shed clearness concerning their respective duties as well as objectives particularly as populated line reporting does not keep them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles although it had actually been hypothesized that the latter would certainly take Krasnow's setting came as a strike to her spirits. Lewis may have been capable and also suitable for the job however the fact that Kransnow's separation would make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Insecurity: Anxiety and insecurity can be identified as two major worries that Lewis would be managing particularly as the merger has actually currently be cancelled and two elderly execs of the marketing division would certainly be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders who would not simply be in charge of brining about a cultural modification however would certainly also have to verify herself in her new function.

Incompatible Management Design of Leader: Lewis's administration design as well as its incompatibility with the advertising and marketing department's role can additionally be seen as an OB difficulty especially as she has actually been utilized to managing problems in the procedures department where workers are taught to concentrate on procedures and also obtain them. The advertising division on the other hand can be seen as a group of individuals who are utilized to being nurtured by Krasnow who concentrated extra on outcome than processes.

Interdepartmental Differences: Interdepartmental differences between 3 departments, advertising and marketing, merchandizing and also operations specifically over the allocation of the marketing mix can be identified as another OB worry. Although the advertising division does not share the exact same vision as the other two departments relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing as well as procedures divisions do not agree over the marketing mix appropriation among one another either.

Disintegration in Advertising And Marketing Division: Fragmentation in between the advertising and marketing divisions can be identified as an additional OB concern which could require more interest. The fact that the marketing and advertising areas in the advertising division are detached is stopping both divisions from obtaining from each other's experience and know-how. Combination of advertising and marketing with retailing as well as procedures would certainly become harder if the marketing division itself is broken down which can be another potential OB concern.

Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing Analysis

Different concepts have actually been utilized to describe the scenarios to get more clearness regarding the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers believe that juniors are passive and lazy, have little aspiration and resist modification. The situation at Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing is not totally following Concept X, it can be seen that brand-new hires are finding this setting instead demanding which might ultimately lead to a greater disposition of the monitoring towards Theory X. Also while analyzing Lewis's administration style, theory X might have been suitable in the procedures department to some extent however the Advertising division would call for reliance on Concept Y in order to get the creative thinking as well as originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's issue about bringing consistency in between the marketing and advertising division is concerned, this would originally result in clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the first phase of team development, people may not bond, as they are busy discovering their place in the group. By integrating the marketing and advertising department's work, there may coincide initial separate which might result in the 2nd stage of 'storming' where the groups test each other. It is just throughout the third phase or 'norming' when they would certainly come with each other to share suggestions prior to the group can bring about synergy in the fourth stage 'executing'.

When people are offered with modification, they get in phase one as well as so there might be emotions like unhappiness, uncertainty, stress, rage, concern, denial as well as disorientation.The circumstance at the advertising division of Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing is similar so Lewis can get comfortable with the idea that it is not extraordinary behavior. It is during this stage that Lewis will have to provide assistance to the department so that they can find a sense of instructions. It can be seen exactly how Krasnow has actually already made this transition easier by making Lewis obtain involved in the department a year prior to his actual departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has reviews the importance of 'safety requires as being a reduced degree need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure and also out of danger' is at the second level of requirements. Prior to a worker can be made to create mentally, he needs to have his 'Physical 'and also 'Security' requires satisfied.

SWOT Analysis for Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing Case Study

Ramification of Analysis.

The OB analysis has actually considered various theories to comprehend how to cope with the present situation available. The following 3 alternatives have been proposed to help Lewis manage the business difficulties in the advertising division. Each of these alternatives has actually been suggested for relieving the shift required to bring the marketing division according to the requirements of the market as well as for making the social change that would adhere to once the present leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting as well as Manufacturing features. Integration of Marketing with Workflow.

Examination of Alternatives.

Assimilation of Advertising & Advertising And Marketing Functions: The in-house advertising and marketing company of Fiji Water And Corporate Social Responsibility Green Makeover Or Greenwashing is already toughness for the company in regards to saving up on expenses connected to marketing as well as promo. Given that no new recruitment has actually been done after Bridget Cole's departure with the coverage line being straight appointed to Krasnow for the marketing feature, this is a beneficial possibility for integrating the marketing and advertising features. Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has know-how in business-to-business advertising in addition to firm and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both marketing and advertising functions.

The benefit of this technique is that it will integrate both features while decreasing the requirement for working with an additional source for advertising. Lewis would be heading the advertising and marketing division and in any type of case her replacement would certainly be needed for the existing duty that she is performing. The drawback of this choice is that external hiring might produce bitterness from internal employees that might be looking at the position of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting as well as Production: Provided the affordable pressures and high quality work called for from the marketing firm, it is advised that Lewis ought to allow the production unit to be a separate function from the marketing system. Given that a lot of marketing companies had these 2 features as different units, it makes even more feeling to follow the standard.

Integration of Advertising with Workflows: Since Lewis is already taking care of the marketing and also procedures departments all at once; it makes sense to integrate the two features since she has been efficiently taking care of both ends. The reality that Lewis has to adjust her management style for the advertising department recommends that these two departments would certainly be culturally varied.


An examination of the three options shows that integration of marketing and also procedures would not be a viable relocation due to the vast distinctions between the two departments despite the fact that presently Lewis is dealing with both. While separation of the manufacturing function might have been a beneficial move for the marketing department, the reality that it would certainly suggest putting a 3rd function under Lewis's wing indicates this should be prevented.

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

Advertising and Marketing functions would be merged.

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

Production feature will remain part of advertising and marketing under advertising and marketing function.

Lewis will divide herself from procedures.

A democratic management design with employee empowerment will certainly be used in marketing division.

Open up door plan and emphasis on cross department interaction will certainly be targeted at removing dissonance.

Backup plan.

If the combination does not exercise as intended, a contingency plan would certainly follow which would divide the manufacturing function from the advertising function to reduce the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will definitely be separated by placing it under an SVP production.