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From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico Case Study Help

CASE ANALYSIS

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From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico Case Study Solution

Background and Facts

From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico an office materials seller for small as well as average sized services has actually recently been associated with planning for a merging with its rival Residence Deport, which has affected effectiveness levels in departmentswith the elderly manager involved in lawful difficulties presented by the government Profession Compensation. With the Marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the duty in the future. With obstacles in the form of a possible cultural modification as well as reduced worker spirits, the organization needs a full reengineering initiative at the advertising and marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural adjustment at the marketing division of From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico is raising uncertainty in the working environment causing different obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing critical choices since Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Profession Compensation's treatment while doing so. Provided the truth that the store has a global existence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries may be able to impact performance or tactical objectives. Federal Trade Commission's antitrust match versus the merging took up important time of the organization's elderly monitoring suggesting that 'political' factors can have severe ramifications for an international service.

Economic Factors: Financial factors such as the introduction of small businesses in the international situation recommend that From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico is growing in an atmosphere where there is potential growth of services. Truth that shop consumers are mostly looking for workplace materials for house workplaces suggests that the market has a rising pattern of entrepreneurs as well as residence based companies.

Social factors: Social fads in the economic climate show that customers are trying to find benefit as well as appealing costs. Market research demonstrates how the client for From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico lacks recognition regarding finding services which can use a mix of benefit and low costs.

Technological factors: Modern technology plays an important function in From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico's company strategy particularly as the organization is piloting Innovation facilities which would use technology sales as well as support in the form of memory upgrades, peripheral installations. (Recap of BUG in appendix 2).

OB Issues as well as Symptoms.

A number of underlying Organizational Habits issues can be seen in From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico's case as highlighted in this area.

Apprehensions about social adjustment: There is concern concerning a cultural adjustment that would certainly take place when Todd Krasnow leaves from his position as the Exec Vice President of Advertising with the majority of the staff members currently revealing discontent over this prospective move. This anticipated modification has actually created anxiety in the workplace which has been coupled with the previous stress and anxiety of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Difficult Task Setting for Newcomers: There is lack of workers that can match the demanding environment of a busy company. Not only does this cause difficulty in discovering the ideal people, it places tension on brand-new hires as can not withstand the pace and stress that the organization expects them to birth.

Twin Reporting Lines: Beginners find this organizational society troublesome as well as difficult to deal with particularly as populated line partnerships are implied to be weaker as a whole and unbiased setting and performance examination is still done by the solid line supervisor. This means that beginners might shed clearness concerning their respective functions and objectives specifically as populated line reporting does not keep them in straight interaction with the solid line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had actually been speculated that the latter would take Krasnow's setting came as an impact to her morale. Lewis may have been qualified as well as suitable for the job however the truth that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Fear & Work Instability: Concern as well as insecurity can be determined as 2 significant concerns that Lewis would be dealing with particularly as the merger has currently be terminated and 2 senior execs of the advertising and marketing division would certainly be leaving. The whole obligation of the division would certainly be falling on Lewis's shoulders that would not just be in charge of brining concerning a social change yet would certainly also need to confirm herself in her new function.

Inappropriate Administration Design of Leader: Lewis's administration style and its incompatibility with the marketing department's duty can also be viewed as an OB challenge particularly as she has been used to handling problems in the procedures department where personnel are educated to concentrate on procedures and get them right. The advertising and marketing division on the other hand can be viewed as a group of individuals who are used to being supported by Krasnow who focused extra on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disputes between three divisions, advertising and marketing, merchandizing and operations specifically over the allotment of the marketing mix can be determined as one more OB worry. The advertising division does not share the exact same vision as the various other two divisions regarding the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also operations divisions do not concur over the advertising and marketing mix appropriation amongst one an additional either.

Fragmentation in Marketing Division: Disintegration in between the advertising and marketing divisions can be identified as another OB issue which might require more attention. The reality that the marketing and advertising areas in the marketing department are disconnected is protecting against both divisions from getting from each other's experience and also know-how. Combination of advertising and marketing with merchandising and procedures would certainly end up being more difficult if the advertising and marketing department itself is broken down which can be an additional prospective OB problem.

From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico Analysis

Numerous concepts have actually been used to explain the situations to get additional clarity regarding the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, the majority of managers think that subordinates are passive as well as careless, have little aspiration and also resist change. The situation at From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico is not completely following Theory X, it can be seen that brand-new hires are finding this setting instead stressful which may ultimately lead to a greater inclination of the management towards Theory X. Also while evaluating Lewis's administration style, concept X may have been ideal in the procedures division to some degree but the Advertising division would certainly call for dependence on Theory Y in order to obtain the creative thinking and also originality from the teams.

Tuckman's Teamwork Theory: As far as Lewis's issue concerning bringing consistency in between the advertising as well as marketing department is concerned, this would originally lead to clash as gone over by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising as well as advertising and marketing department's job, there may be the very same first separate which might lead to the second stage of 'storming' where the groups challenge one another.

When people are presented with modification, they go into stage one and also so there may be emotions like sadness, uncertainty, aggravation, rage, worry, denial and disorientation.The circumstance at the advertising department of From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico is comparable so Lewis can obtain comfortable with the idea that it is not amazing behavior. It is during this stage that Lewis will certainly have to offer advice to the division so that they can discover a feeling of instructions. It can be seen how Krasnow has actually already made this change much easier by making Lewis obtain involved in the department a year prior to his real departure.
Vrio Analysis
Maslow's Need hierarchy: The OB issue pertaining to instability at the office has actually been caused firstly by the modification in administration and secondly by the fact that the merger will certainly no more be launched. Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has talks about the value of 'safety and security needs as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel protected as well as out of danger' goes to the second degree of needs. Before a worker can be made to create psychologically, he needs to have his 'Physical 'and 'Safety' needs met. This indicates that unless the workers are made to feel secure regarding their present employment standing in From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico they may not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for From Patrimonio Hoy To Arte En Concreto Tailoring A Social Responsibility Program At Cemex Puerto Rico Case Study



Implication of Analysis.

The OB analysis has actually looked at different concepts to recognize just how to handle the present situation at hand. The adhering to three choices have actually been suggested to help Lewis deal with the business obstacles in the marketing division. Each of these options has actually been proposed for easing the change required to bring the advertising and marketing division in line with the requirements of the marketplace and for making the social change that would comply with as soon as the existing leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting and Manufacturing functions. Combination of Advertising with Workflow.

Examination of Alternatives.

Judith Shapiro who has actually earlier been talked to by Lewis throughout the earlier merger days has experience in business-to-business advertising along with company and retail marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both marketing and advertising features.

The benefit of this approach is that it will incorporate the two features while reducing the demand for hiring an extra resource for advertising and marketing. Lewis would be heading the advertising division as well as in any case her replacement would be needed for the present duty that she is carrying out. The disadvantage of this choice is that exterior hiring might cause bitterness from internal personnel that might be looking at the setting of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and also Manufacturing: Provided the competitive pressures and high quality job called for from the advertising agency, it is suggested that Lewis must allow the manufacturing system to be a different feature from the advertising system. Considering that many ad agency had these two features as separate devices, it makes even more sense to adhere to the standard. Along with this, both features may be able to concentrate on their core triggers much more effectively. The downside of this technique would be that extra expenses would certainly have to be birthed for establishing up separate manufacturing functions. Along with this, a manufacturing head may have to be worked with which can increase expenses for the organization.

Combination of Advertising with Operations: Because Lewis is currently looking after the marketing as well as operations divisions simultaneously; it makes good sense to integrate the two features since she has been effectively caring for both ends. The reality that the two divisions currently have significant differences over allocation of resources recommends that this integration may have the ability to produce harmony particularly as Lewis would certainly be heading both ends.However there are different disadvantages of this step especially as it would certainly put too much problem over Lewis's shoulders. The reality that Lewis needs to adjust her management style for the advertising and marketing division suggests that these 2 divisions would certainly be culturally varied. Along with this, Lewis may not be able to apply one kind of management style to both departments which can result in ineffectiveness in either among the two features.

Suggestion.



An analysis of the 3 options indicates that assimilation of advertising and marketing as well as procedures would certainly not be a feasible relocation due to the large distinctions in between the two departments regardless of the fact that currently Lewis is dealing with both. While splitting up of the production feature might have been a desirable action for the marketing department, the reality that it would indicate putting a third function under Lewis's wing suggests this need to be stayed clear of.

Action Strategy.
Recommendation
Lewis will certainly take control of the duty of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would be merged.

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

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

Lewis will certainly divide herself from operations.

A democratic management style with worker empowerment will be used in marketing division.

Open up door plan and also focus on cross department interaction will be aimed at eliminating discord.

Backup plan.

If the assimilation does not work out as intended, a contingency strategy would comply with which would divide the manufacturing feature from the advertising and marketing function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the marketing department without an SVP. Because case the manufacturing feature will definitely be separated by placing it under an SVP production.