Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa Case Study Help


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Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa Case Study Solution

Background and Facts

Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa an office products store for small and average sized businesses has actually just recently been involved in planning for a merger with its competitor Residence Deport, which has impacted performance degrees in departmentswith the senior supervisor associated with lawful complications put forth by the federal Trade Payment. With the Marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the near future. With obstacles in the type of a potential social modification and also reduced worker spirits, the company is in need of a total reengineering initiative at the advertising department.

Trouble Statement
Porter's 5 Forces Analysis
The prospective social adjustment at the advertising and marketing division of Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa is boosting unpredictability in the working environment resulting in numerous challenges for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting calculated choices given that Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Trade Commission's treatment at the same time. Given the reality that the store has a worldwide visibility with branches in UK, U.S.A., Canada and Germany, political consider each of these countries might have the ability to influence performance or critical objectives. Federal Trade Compensation's antitrust suit against the merging took up valuable time of the organization's elderly monitoring recommending that 'political' factors can have serious implications for an international service.

Economic Factors: Economic factors such as the development of local business in the international circumstance recommend that Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa is thriving in a setting where there is possible development of companies. Along with this, truth that shop clients are mainly searching for office materials for office recommends that the marketplace has a rising trend of entrepreneurs and home based organisations.

Social factors: Social trends in the economic climate show that consumers are looking for convenience along with appealing rates. Market research demonstrates how the client for Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa does not have understanding concerning locating solutions which can provide a mix of benefit and low costs.

Technological factors: Innovation plays a crucial role in Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa's company approach especially as the company is piloting Modern technology centers which would certainly provide technology sales and also assistance in the form of memory upgrades, outer installations. (Summary of PARASITE in appendix 2).

OB Issues and also Effects.

A number of underlying Organizational Actions problems can be seen in Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa's case as highlighted in this section.

Worries regarding cultural adjustment: There is concern about a social modification that would certainly happen as soon as Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with the majority of the team member already revealing discontent over this potential action. This anticipated adjustment has developed anxiety in the office which has been combined with the past stress of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a busy organization. Not only does this bring about difficulty in finding the ideal individuals, it places tension on new hires as can not endure the speed as well as stress that the organization anticipates them to birth.

Double Coverage Lines: Newbies find this business society cumbersome and also challenging to cope with especially as dotted line connections are suggested to be weak as a whole and objective setting and also performance assessment is still done by the solid line manager. This means that beginners could shed clarity concerning their particular roles and purposes especially as dotted line coverage does not keep them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles despite the fact that it had been guessed that the latter would certainly take Krasnow's placement came as a blow to her spirits. Lewis might have been capable and also ideal for the work but the reality that Kransnow's separation would certainly make Coles a straight record to Lewis may have been the factor for Coles' resignation from solutions.

Concern & Work Instability: Concern and also insecurity can be identified as two major problems that Lewis would certainly be dealing with specifically as the merger has actually currently be terminated and also two senior execs of the marketing department would be leaving. The entire responsibility of the department would certainly be falling on Lewis's shoulders who would certainly not simply supervise of brining about a cultural modification but would likewise need to show herself in her brand-new role.

Incompatible Administration Design of Leader: Lewis's administration style and its conflict with the marketing division's duty can also be seen as an OB difficulty especially as she has been used to handling concerns in the operations division where personnel are shown to concentrate on procedures and obtain them. The advertising and marketing department on the various other hand can be viewed as a group of people who are used to being supported by Krasnow that focused more on result than processes.

Interdepartmental Disputes: Interdepartmental disagreements between three divisions, advertising, merchandizing and also procedures respectively over the appropriation of the advertising and marketing mix can be recognized as an additional OB concern. Although the advertising department does not share the same vision as the various other 2 divisions pertaining to the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and operations divisions do not concur over the advertising and marketing mix appropriation amongst one another either.

Fragmentation in Advertising Division: Fragmentation in between the marketing and advertising divisions can be identified as another OB issue which can require more focus. The truth that the marketing and advertising sections in the marketing division are disconnected is preventing both departments from gaining from each various other's experience and competence. Combination of advertising with retailing and operations would certainly become harder if the advertising division itself is broken down which can be one more prospective OB problem.

Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa Analysis

Various concepts have been made use of to clarify the situations to obtain more clearness about the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers believe that juniors are passive and also careless, have little passion and stand up to adjustment. The tough variation of this concept stressed coercion, limited controls, risks as well as punishments. In time it generates reduced productivity, refined sabotage and also competition (Bargain, 2003). The situation at Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa is not totally adhering to Concept X, it can be seen that brand-new hires are finding this atmosphere instead demanding which might eventually lead to a better inclination of the management in the direction of Theory X. As per McGregor's advocated sight, which he called Theory Y, the vital task of the monitoring is to set up business conditions to make sure that people can achieve their own objectives best by directing their efforts in the direction of business incentives. If individuals locate no fulfillment in their work, the management would certainly have little option however to rely upon concept X as well as exterior control (Deal, 2003). Even while assessing Lewis's administration design, theory X may have been suitable in the procedures division somewhat however the Advertising and marketing division would certainly call for reliance on Theory Y in order to get the creativity as well as originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's worry concerning bringing consistency in between the marketing and advertising department is worried, this would initially cause contrast as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's theory received appendix 3, throughout the preliminary stage of group development, individuals might not bond, as they are active discovering their area in the team. By combining the marketing and advertising department's work, there might coincide preliminary disconnect which might cause the 2nd phase of 'storming' where the groups challenge each other. It is just during the third stage or 'norming' when they would come with each other to share concepts before the group can bring about harmony in the 4th stage 'executing'.

When people are offered with change, they get in stage one as well as so there might be feelings like sadness, uncertainty, stress, rage, anxiety, denial and also disorientation.The situation at the advertising and marketing division of Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa is comparable so Lewis can obtain comfortable with the suggestion that it is not extraordinary behavior. It is during this phase that Lewis will certainly have to provide advice to the department so that they can find a feeling of direction. It can be seen exactly how Krasnow has actually currently made this transition less complicated by making Lewis obtain included in the department a year before his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has discusses the value of 'safety and security needs as being a reduced degree requirement of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel safe and secure as well as out of danger' is at the 2nd level of needs. Prior to an employee can be made to develop psychologically, he requires to have his 'Physiological 'and 'Safety' requires fulfilled.

SWOT Analysis for Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa Case Study

Implication of Analysis.

The OB analysis has checked out numerous theories to understand just how to cope with the present situation handy. The complying with 3 options have been recommended to help Lewis deal with the business challenges in the advertising division. Each of these choices has been recommended for easing the change needed to bring the advertising department in accordance with the needs of the market and for making the cultural change that would adhere to when the present leader leaves.

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

Assessment of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merging days has proficiency in business-to-business advertising along with company and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both advertising and marketing as well as advertising functions.

The benefit of this strategy is that it will certainly integrate both features while minimizing the demand for employing an extra resource for advertising. Along with this, Lewis would be heading the marketing department as well as regardless her substitute would be required for the current function that she is performing. The drawback of this alternative is that exterior hiring might bring about animosity from internal personnel who might be eying the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Manufacturing: Given the affordable stress as well as high quality work called for from the marketing firm, it is advised that Lewis must allow the production device to be a different function from the advertising device. Since the majority of marketing companies had these two features as separate devices, it makes even more sense to comply with the standard.

Assimilation of Advertising with Workflows: Because Lewis is currently looking after the advertising and also procedures departments concurrently; it makes good sense to incorporate both features since she has actually been effectively looking after both ends. The truth that both divisions currently have major differences over allotment of sources recommends that this assimilation may be able to cause consistency particularly as Lewis would certainly be heading both ends.However there are different downsides of this step specifically as it would certainly place way too much problem over Lewis's shoulders. The reality that Lewis needs to adapt her management design for the marketing division suggests that these two departments would certainly be culturally varied. In addition to this, Lewis might not have the ability to use one sort of leadership design to both departments which might cause inefficiency in either among the two functions.


An analysis of the 3 options indicates that integration of advertising and also operations would not be a viable step due to the large differences in between the two divisions despite the fact that currently Lewis is taking care of both. While splitting up of the production function might have been a desirable move for the marketing division, the truth that it would certainly indicate positioning a third feature under Lewis's wing indicates this need to be avoided.

Activity Plan.
Lewis will certainly take control of the role of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Manufacturing function will stay component of advertising under advertising and marketing function.

Lewis will divide herself from procedures.

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

Open up door plan and emphasis on cross departmental communication will certainly be focused on getting rid of dissonance.

Backup strategy.

If the assimilation does not exercise as intended, a contingency strategy would certainly comply with which would separate the production feature from the advertising function to reduce the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will certainly be heading the advertising and marketing department without an SVP. Because case the manufacturing function will definitely be divided by putting it under an SVP manufacturing.