Foreign Exchange Hedging Strategies At General Motors Case Study Solution


Home >> Harvard >> Foreign Exchange Hedging Strategies At General Motors >>

Foreign Exchange Hedging Strategies At General Motors Case Study Solution

Background and Facts

Foreign Exchange Hedging Strategies At General Motors an office products seller for small and medium sized companies has just recently been involved in preparing for a merging with its competitor House Deport, which has influenced performance degrees in departmentswith the senior manager involved in legal issues put forth by the federal Trade Payment. With the Advertising and marketing Head putting forward the information of his departure from the company in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the future. With obstacles in the form of a prospective social change as well as reduced worker morale, the company wants a full reengineering effort at the marketing department.

Issue Statement
Porter's 5 Forces Analysis
The prospective social modification at the marketing department of Foreign Exchange Hedging Strategies At General Motors is increasing unpredictability in the working environment causing various challenges for the Jeannie Lewis that would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in influencing critical decisions since Stapes Inc. needed to abandon its strategies of merging with Workplace Deport after the Federal Trade Compensation's treatment while doing so. Offered the truth that the store has an international presence with branches in UK, USA, Canada as well as Germany, political factors in each of these nations might be able to affect performance or strategic objectives. Federal Profession Compensation's antitrust suit against the merger took up valuable time of the organization's elderly monitoring suggesting that 'political' factors can have significant implications for a global organisation.

Economic Factors: Financial factors such as the emergence of small businesses in the international scenario recommend that Foreign Exchange Hedging Strategies At General Motors is prospering in an environment where there is prospective development of services. In addition to this, fact that store customers are primarily seeking workplace products for office recommends that the marketplace has a rising pattern of entrepreneurs and home based companies.

Social factors: Social patterns in the economic climate show that clients are searching for benefit along with appealing costs. Marketing research demonstrates how the consumer for Foreign Exchange Hedging Strategies At General Motors does not have recognition concerning discovering services which can offer a mix of comfort and also inexpensive.

Technical factors: Modern technology plays a vital function in Foreign Exchange Hedging Strategies At General Motors's service strategy specifically as the company is piloting Technology centers which would certainly provide technology sales and support in the type of memory upgrades, peripheral setups. (Summary of INSECT in appendix 2).

OB Issues and also Effects.

A number of underlying Business Habits issues can be seen in Foreign Exchange Hedging Strategies At General Motors's case as highlighted in this section.

Uneasiness concerning cultural adjustment: There is apprehension about a social change that would happen when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with most of the staff members already showing discontent over this possible action. This predicted change has actually created stress in the work environment which has actually been combined with the past tension of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is lack of employees that can match the stressful setting of a busy company. Not only does this cause problem in discovering the ideal individuals, it places anxiety on brand-new hires as can not withstand the pace as well as pressure that the company anticipates them to birth.

Twin Coverage Lines: Newcomers locate this organizational society troublesome and also challenging to manage specifically as dotted line connections are suggested to be weaker as a whole and objective setup and efficiency examination is still done by the solid line manager. This indicates that newcomers might lose clearness about their corresponding functions and purposes specifically as dotted line coverage does not keep them in direct communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had been hypothesized that the last would certainly take Krasnow's setting came as a blow to her spirits. Lewis may have been qualified and ideal for the work yet the reality that Kransnow's separation would make Coles a straight report to Lewis might have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Fear and also insecurity can be identified as 2 significant worries that Lewis would be dealing with particularly as the merger has actually currently be cancelled as well as 2 senior executives of the advertising and marketing department would be leaving. The whole obligation of the division would certainly be dropping on Lewis's shoulders who would not simply be in charge of brining concerning a cultural change yet would likewise need to show herself in her new function.

Incompatible Management Design of Leader: Lewis's monitoring design and its conflict with the advertising and marketing department's role can additionally be seen as an OB challenge particularly as she has actually been used to dealing with issues in the procedures department where workers are educated to concentrate on processes and also get them right. The advertising division on the other hand can be viewed as a team of individuals who are utilized to being nurtured by Krasnow who focused much more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disagreements between three divisions, advertising, merchandizing and procedures specifically over the allowance of the advertising and marketing mix can be determined as one more OB issue. Although the advertising department does not share the exact same vision as the other two divisions pertaining to the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing as well as operations divisions do not agree over the advertising and marketing mix allowance amongst one another either.

Disintegration in Marketing Department: Disintegration between the advertising and marketing departments can be recognized as another OB issue which might need further attention. The reality that the marketing and advertising sections in the advertising and marketing division are detached is preventing both divisions from obtaining from each various other's experience and also competence. Combination of advertising and marketing with merchandising and also operations would certainly come to be more difficult if the advertising and marketing department itself is disintegrated which can be another prospective OB concern.

Foreign Exchange Hedging Strategies At General Motors Analysis

Various concepts have been used to describe the circumstances to obtain more clarity regarding the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many supervisors think that juniors are passive and also careless, have little passion as well as withstand change. The tough version of this concept stressed threat, tight controls, dangers and also punishments. In time it creates reduced productivity, refined sabotage and also competition (Bargain, 2003). Although the scenario at Foreign Exchange Hedging Strategies At General Motors is not entirely following Theory X, it can be seen that new hires are discovering this atmosphere rather difficult which may at some point cause a greater inclination of the management towards Concept X. As per McGregor's supported view, which he called Theory Y, the vital task of the management is to set up business problems to make sure that individuals can attain their very own goals best by directing their initiatives towards organizational rewards. If people discover no complete satisfaction in their work, the administration would certainly have little choice but to rely upon theory X as well as outside control (Offer, 2003). Even while evaluating Lewis's monitoring design, concept X may have appropriated in the operations division somewhat however the Advertising and marketing department would require reliance on Theory Y so as to get the creative thinking as well as originality from the groups.

Tuckman's Synergy Concept: As far as Lewis's worry concerning bringing consistency in between the advertising and marketing department is concerned, this would originally result in contrast as discussed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, throughout the preliminary stage of team growth, individuals may not bond, as they are busy locating their place in the group. By combining the advertising and marketing division's work, there may be the same preliminary detach which might lead to the second stage of 'storming' where the groups test each other. It is just during the 3rd phase or 'norming' when they would certainly come with each other to share ideas prior to the group can bring around harmony in the 4th stage 'performing'.

Bridges' Change Model: Based On William Bridge's concept (appendix 4), people are rather uneasy with change, which is noticeable by the situation at Foreign Exchange Hedging Strategies At General Motors The situation can be viewed as a regular program of life if is researched based on Bridge's theory where he discusses that people experience three phases of shift when they experience change. 'End, shedding and also Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people exist with adjustment, they get in stage one and so there may be emotions like sadness, uncertainty, stress, anger, worry, denial as well as disorientation.The situation at the advertising division of Foreign Exchange Hedging Strategies At General Motors is comparable so Lewis can get comfy with the concept that it is not remarkable actions. In the second stage, there may be a requirement to bridge the gap in between the new and old culture so Lewis may need to encounter this challenge once Krasnow leaves. There might be low spirits and also low productivity at this phase which should not be taken as a trouble. It is throughout this phase that Lewis will have to offer support to the division to make sure that they can discover a sense of direction. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis obtain associated with the department a year prior to his actual separation. According to Bridges' Model, stage three will certainly produce visibility to learning, High power as well as commitment as people will embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Requirement hierarchy: The OB problem related to insecurity at the office has actually been caused first of all by the modification in management and also secondly by the truth that the merging will no longer be started. Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has discusses the importance of 'safety and security needs as being a reduced degree need of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to really feel safe and secure and also untouched' goes to the 2nd level of requirements. Before a staff member can be made to create psychologically, he needs to have his 'Physiological 'as well as 'Safety and security' requires fulfilled. This suggests that unless the personnel are made to feel safe regarding their present work standing in Foreign Exchange Hedging Strategies At General Motors they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Foreign Exchange Hedging Strategies At General Motors Case Study

Ramification of Analysis.

The OB analysis has actually checked out different theories to recognize exactly how to manage the current circumstance at hand. The adhering to 3 alternatives have actually been suggested to assist Lewis take care of the organizational difficulties in the advertising and marketing division. Each of these alternatives has been suggested for relieving the transition needed to bring the advertising department in accordance with the demands of the market and also for making the cultural change that would comply with as soon as the present leader leaves.

Combination of marketing and advertising functions. Separating Adverting as well as Manufacturing functions. Integration of Marketing with Procedures.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been interviewed by Lewis during the earlier merging days has competence in business-to-business advertising along with agency as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to take care of both advertising and marketing functions.

The benefit of this technique is that it will incorporate the two features while decreasing the demand for employing an additional resource for marketing. Lewis would certainly be heading the advertising department and also in any case her substitute would certainly be required for the present role that she is performing. The downside of this alternative is that external hiring may bring about resentment from internal workers that might be considering the setting of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and Production: Provided the affordable stress as well as excellent quality work called for from the ad agency, it is recommended that Lewis should permit the manufacturing unit to be a different feature from the marketing device. Given that most ad agency had these two features as different systems, it makes even more sense to follow the norm. In addition to this, both features might have the ability to focus on their core triggers extra efficiently. Nonetheless, the downside of this strategy would be that extra prices would need to be borne for establishing different manufacturing features. A production head may have to be employed which can increase expenses for the company.

Integration of Advertising And Marketing with Procedures: Considering that Lewis is currently dealing with the advertising and marketing and operations divisions all at once; it makes sense to integrate both functions given that she has been effectively dealing with both ends. The reality that the two divisions currently have major distinctions over allotment of resources suggests that this combination might have the ability to bring about consistency especially as Lewis would be heading both ends.However there are numerous drawbacks of this relocation specifically as it would certainly put excessive problem over Lewis's shoulders. The reality that Lewis has to adjust her management design for the marketing division suggests that these 2 departments would be culturally diverse. Lewis might not be able to use one type of management design to both divisions which can result in ineffectiveness in either one of the 2 functions.


An examination of the 3 options indicates that assimilation of advertising and procedures would certainly not be a practical move due to the vast distinctions between the two departments in spite of the truth that currently Lewis is dealing with both. While splitting up of the production feature may have been a beneficial relocation for the advertising and marketing division, the fact that it would imply positioning a 3rd function under Lewis's wing suggests this should be avoided.

Activity Strategy.
Lewis will take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be merged.

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

Production feature will certainly remain component of marketing under advertising function.

Lewis will certainly separate herself from procedures.

An autonomous management design with employee empowerment will certainly be made use of in marketing department.

Open door plan and also focus on cross departmental interaction will certainly be targeted at eliminating dissonance.

Contingency strategy.

If the combination does not work out as prepared, a backup plan would certainly follow which would separate the manufacturing feature from the marketing feature to lower the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing division without an SVP. Because case the manufacturing function will definitely be separated by putting it under an SVP production.