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Fraud At Bank Of Baroda Manage Risk Or Manage Crisis Case Study Analysis

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Fraud At Bank Of Baroda Manage Risk Or Manage Crisis Case Study Solution

Background and Facts

Fraud At Bank Of Baroda Manage Risk Or Manage Crisis a workplace products retailer for little and also medium sized organisations has just recently been involved in preparing for a merging with its competitor House Deport, which has actually affected performance levels in departmentswith the elderly supervisor associated with lawful difficulties put forth by the federal Profession Compensation. With the Advertising Head putting forward the information of his departure from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the near future. With obstacles in the form of a prospective social modification and also low staff member morale, the organization needs a complete reengineering initiative at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The potential social change at the marketing department of Fraud At Bank Of Baroda Manage Risk Or Manage Crisis is boosting uncertainty in the workplace causing different challenges for the Jeannie Lewis who would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing tactical decisions because Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Trade Commission's treatment in the process. Offered the reality that the store has a global presence with branches in UK, USA, Canada and also Germany, political consider each of these nations may be able to affect performance or critical goals. Federal Trade Compensation's antitrust fit versus the merging used up important time of the organization's senior monitoring suggesting that 'political' factors can have major effects for a worldwide service.

Economic Factors: Economic factors such as the emergence of small companies in the worldwide scenario suggest that Fraud At Bank Of Baroda Manage Risk Or Manage Crisis is flourishing in an environment where there is potential growth of organisations. In addition to this, reality that shop customers are mostly seeking workplace materials for home offices recommends that the market has a climbing fad of business owners as well as home companies.

Social factors: Social trends in the economy reveal that clients are trying to find benefit in addition to eye-catching costs. Marketing research shows how the consumer for Fraud At Bank Of Baroda Manage Risk Or Manage Crisis does not have understanding regarding discovering remedies which can provide a mix of convenience and affordable.

Technical factors: Technology plays a vital duty in Fraud At Bank Of Baroda Manage Risk Or Manage Crisis's company method particularly as the organization is piloting Innovation centers which would provide technology sales and support in the kind of memory upgrades, peripheral installments. (Summary of PARASITE in appendix 2).

OB Issues and also Symptoms.

Numerous underlying Organizational Habits issues can be seen in Fraud At Bank Of Baroda Manage Risk Or Manage Crisis's case as highlighted in this section.

Apprehensions regarding cultural change: There is worry about a cultural change that would happen once Todd Krasnow leaves from his position as the Executive Vice President of Advertising with a lot of the team member already revealing discontent over this possible step. This predicted change has actually created anxiety in the office which has been coupled with the previous stress and anxiety of preparing the company for a potential merging with House Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is shortage of employees that can match the difficult environment of a busy company. Not just does this result in trouble in finding the right people, it places stress on brand-new hires as can not withstand the pace as well as stress that the company expects them to bear.

Dual Coverage Lines: Newcomers find this organizational culture troublesome and difficult to deal with especially as populated line connections are meant to be weaker generally as well as unbiased setup as well as performance assessment is still done by the strong line supervisor. This implies that newcomers could shed clarity concerning their respective roles as well as purposes specifically as populated line reporting does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had been hypothesized that the latter would certainly take Krasnow's setting came as a blow to her spirits. Lewis might have been qualified and also appropriate for the work yet 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.

Fear & Job Insecurity: Anxiety as well as insecurity can be identified as two significant problems that Lewis would certainly be dealing with specifically as the merger has actually currently be cancelled as well as 2 senior execs of the advertising department would be leaving. The entire duty of the department would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining about a social modification however would likewise have to prove herself in her brand-new duty.

Inappropriate Management Style of Leader: Lewis's management design as well as its incompatibility with the advertising and marketing division's duty can also be seen as an OB obstacle particularly as she has actually been made use of to taking care of problems in the operations division where personnel are instructed to concentrate on processes and also obtain them right. The advertising and marketing division on the various other hand can be seen as a team of people that are utilized to being supported by Krasnow who focused much more on result than processes.

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

Fragmentation in Marketing Division: Disintegration between the marketing and advertising divisions can be recognized as an additional OB concern which could need further attention. The truth that the advertising and marketing areas in the marketing division are separated is protecting against both divisions from gaining from each various other's experience and knowledge. Integration of advertising and marketing with merchandising as well as procedures would certainly become harder if the advertising and marketing department itself is degenerated which can be one more prospective OB problem.

Fraud At Bank Of Baroda Manage Risk Or Manage Crisis Analysis

Numerous concepts have actually been utilized to explain the situations to obtain more quality about the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, most supervisors believe that juniors are passive as well as lazy, have little ambition and also resist modification. The circumstance at Fraud At Bank Of Baroda Manage Risk Or Manage Crisis is not entirely following Concept X, it can be seen that new hires are discovering this environment rather difficult which may eventually lead to a higher inclination of the monitoring towards Concept X. Even while examining Lewis's administration design, concept X may have been suitable in the procedures department to some level but the Advertising department would call for reliance on Concept Y in order to obtain the creativity and originality from the groups.

Tuckman's Synergy Theory: As for Lewis's problem regarding bringing consistency between the advertising and marketing department is worried, this would at first bring about conflict as discussed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). Based on Tuckman's concept received appendix 3, during the preliminary phase of team advancement, people might not bond, as they are active locating their location in the team. By combining the marketing and advertising department's job, there may be the same initial disconnect which could cause the second stage of 'storming' where the teams challenge each other. It is just during the third stage or 'norming' when they would certainly come together to share ideas prior to the group can bring about harmony in the fourth stage 'performing'.

When people are presented with change, they go into phase one and also so there may be emotions like unhappiness, uncertainty, aggravation, anger, anxiety, rejection and disorientation.The circumstance at the marketing department of Fraud At Bank Of Baroda Manage Risk Or Manage Crisis is similar so Lewis can get comfortable with the idea that it is not amazing behavior. It is during this phase that Lewis will have to offer assistance to the division so that they can locate a feeling of direction. It can be seen exactly how Krasnow has currently made this transition simpler by making Lewis get involved in the division a year before his actual separation.
Vrio Analysis
Maslow's Need power structure: The OB issue pertaining to instability at the office has actually been set off firstly by the modification in management and also secondly by the reality that the merger will no longer be launched. Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has discusses the importance of 'safety and security needs as being a reduced level requirement of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to feel protected as well as out of danger' is at the second level of requirements. Prior to an employee can be made to develop psychologically, he requires to have his 'Physical 'as well as 'Safety' requires met. This shows that unless the employees are made to really feel secure about their current employment status in Fraud At Bank Of Baroda Manage Risk Or Manage Crisis they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Fraud At Bank Of Baroda Manage Risk Or Manage Crisis Case Study



Implication of Analysis.

The OB analysis has taken a look at different theories to recognize how to handle the present situation at hand. The complying with 3 options have actually been suggested to help Lewis take care of the organizational obstacles in the advertising division. Each of these choices has actually been proposed for easing the transition needed to bring the advertising department in accordance with the needs of the market and also for making the cultural adjustment that would adhere to once the existing leader leaves.

Integration of advertising and marketing functions. Dividing Adverting and also Manufacturing features. Combination of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Combination of Marketing & Advertising Functions: The internal advertising firm of Fraud At Bank Of Baroda Manage Risk Or Manage Crisis is already strength for the organization in regards to conserving up on expenses associated with advertising and marketing and promotion. Since no brand-new employment has been done after Bridget Cole's separation with the reporting line being straight assigned to Krasnow for the advertising and marketing feature, this is a favorable opportunity for incorporating the advertising and marketing functions. Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has know-how in business-to-business advertising together with company and retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to manage both advertising and marketing features.

The benefit of this approach is that it will integrate both functions while decreasing the demand for working with an extra resource for advertising and marketing. In addition to this, Lewis would be heading the marketing department and all the same her replacement would be required for the existing role that she is executing. The drawback of this choice is that outside hiring may produce bitterness from inner personnel that may be considering the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting as well as Production: Provided the affordable stress as well as high quality job called for from the advertising agency, it is recommended that Lewis needs to enable the manufacturing device to be a different function from the advertising unit. Because many ad agency had these 2 functions as different units, it makes more sense to follow the standard. Both functions may be able to focus on their core activates a lot more successfully. The negative aspect of this strategy would certainly be that additional expenses would certainly have to be borne for establishing up separate manufacturing features. A manufacturing head might have to be worked with which could increase overheads for the organization.

Integration of Advertising with Workflows: Since Lewis is currently dealing with the marketing and operations divisions at the same time; it makes sense to incorporate the two features because she has been effectively dealing with both ends. The truth that the two departments currently have significant distinctions over allocation of resources suggests that this assimilation might have the ability to bring about consistency especially as Lewis would be heading both ends.However there are numerous drawbacks of this step especially as it would put excessive concern over Lewis's shoulders. The reality that Lewis has to adapt her monitoring design for the advertising and marketing department recommends that these 2 divisions would be culturally varied. Lewis may not be able to use one kind of leadership style to both departments which can result in ineffectiveness in either one of the 2 functions.

Referral.



An examination of the 3 choices suggests that combination of advertising and also procedures would not be a practical move due to the vast distinctions between both departments although that currently Lewis is managing both. While splitting up of the manufacturing feature may have been a favorable move for the advertising division, the truth that it would certainly indicate putting a 3rd function under Lewis's wing means this should be prevented. The combination of the advertising division is the best choice in regards to getting the ideal arise from the department. An action plan for this option is discussed listed below.

Action Strategy.
Recommendation
Lewis will take over the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

Manufacturing function will continue to be component of advertising under advertising function.

Lewis will separate herself from operations.

A democratic management design with employee empowerment will be utilized in advertising department.

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

Backup plan.

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