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

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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 a workplace materials merchant for little and also moderate sized organisations has just recently been involved in preparing for a merging with its competitor Home Deport, which has affected effectiveness levels in departmentswith the senior manager involved in lawful problems put forth by the federal Profession Payment. With the Advertising Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the near future. With difficulties in the form of a potential cultural change and also low worker spirits, the organization is in need of a complete reengineering effort at the advertising and marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The prospective social modification at the marketing division of Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa is raising uncertainty in the workplace leading to numerous obstacles for the Jeannie Lewis who would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in affecting strategic decisions since Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Compensation's intervention at the same time. Provided the fact that the shop has a global existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations may be able to influence performance or calculated objectives. Federal Trade Compensation's antitrust suit against the merger took up valuable time of the company's elderly administration recommending that 'political' factors can have significant implications for a global company.

Economic Factors: Financial factors such as the development of small companies in the worldwide scenario suggest that Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa is prospering in an atmosphere where there is possible growth of organisations. In addition to this, reality that shop clients are primarily searching for workplace supplies for home offices suggests that the marketplace has a climbing pattern of entrepreneurs and online businesses.

Social factors: Social fads in the economic climate reveal that clients are searching for ease in addition to attractive rates. Marketing research demonstrates how the client for Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa does not have awareness about locating solutions which can offer a mix of convenience and affordable.

Technological factors: Technology plays a crucial duty in Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa's service method specifically as the organization is piloting Modern technology facilities which would certainly offer innovation sales as well as assistance in the type of memory upgrades, peripheral setups. (Recap of PEST in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Business Behavior problems can be seen in Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa's case as highlighted in this area.

Worries regarding social change: There is apprehension concerning a cultural adjustment that would certainly take place once Todd Krasnow leaves from his position as the Executive Vice President of Marketing with the majority of the staff members already showing unhappiness over this potential step. This expected adjustment has actually produced anxiety in the office which has actually been coupled with the past stress and anxiety of preparing the firm for a possible merger with Home Deport.
Pest Analysis
Demanding Task Setting for Newcomers: There is scarcity of personnel that can match the demanding environment of a hectic company. Not just does this cause trouble in locating the best people, it puts stress and anxiety on new hires as can not withstand the rate and pressure that the organization expects them to bear.

Dual Coverage Lines: Newcomers find this organizational culture cumbersome as well as challenging to deal with especially as dotted line partnerships are suggested to be weak generally and also objective setting as well as performance evaluation is still done by the strong line supervisor. This suggests that newcomers could lose quality regarding their corresponding functions and purposes especially as populated line coverage does not keep them in direct interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles despite the fact that it had been speculated that the latter would take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and also appropriate for the task yet the truth that Kransnow's departure would make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Job Instability: Concern and insecurity can be determined as 2 major worries that Lewis would certainly be handling particularly as the merging has actually now be cancelled and also 2 senior executives of the advertising department would certainly be leaving. The entire responsibility of the division would be falling on Lewis's shoulders who would certainly not just supervise of brining concerning a cultural modification but would certainly additionally have to verify herself in her brand-new function.

Incompatible Administration Style of Leader: Lewis's monitoring style and its incompatibility with the advertising department's function can also be seen as an OB obstacle specifically as she has actually been used to dealing with concerns in the operations department where workers are instructed to focus on processes as well as get them. The advertising department on the other hand can be seen as a group of individuals that are utilized to being nurtured by Krasnow that focused a lot more on result than procedures.

Interdepartmental Differences: Interdepartmental disagreements between 3 departments, advertising, merchandizing and procedures specifically over the allocation of the advertising mix can be identified as another OB problem. Although the advertising and marketing division does not share the same vision as the other 2 departments concerning the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and procedures divisions do not agree over the advertising mix allocation amongst each other either.

Disintegration in Advertising Department: Disintegration between the marketing and advertising divisions can be identified as another OB problem which could require more interest. The truth that the marketing and advertising sections in the advertising division are disconnected is preventing both divisions from getting from each various other's experience and experience. Combination of advertising and marketing with retailing and also operations would end up being more difficult if the advertising department itself is broken down which can be another possible OB concern.

Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa Analysis

Numerous theories have been made use of to explain the conditions to obtain further clearness about the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that subordinates are easy and also careless, have little passion as well as stand up to adjustment. The tough version of this concept highlighted threat, tight controls, dangers as well as penalties. Gradually it generates reduced efficiency, subtle sabotage and also rivalry (Bargain, 2003). Although the scenario at Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa is not totally following Concept X, it can be seen that brand-new hires are finding this environment rather stressful which might ultimately result in a higher inclination of the monitoring towards Concept X. Based on McGregor's supported view, which he called Theory Y, the important job of the management is to organize business problems so that people can accomplish their own objectives best by guiding their efforts towards business rewards. If individuals find no complete satisfaction in their work, the administration would certainly have little option yet to rely upon theory X as well as external control (Deal, 2003). Even while assessing Lewis's administration style, theory X might have appropriated in the procedures division to some extent yet the Advertising department would certainly need dependence on Concept Y in order to get the imagination as well as originality from the groups.

Tuckman's Teamwork Concept: As far as Lewis's issue concerning bringing harmony between the marketing and also advertising department is concerned, this would initially lead to clash as discussed by Bruce Tuckman in his 'Synergy Theory'. By integrating the advertising and also marketing department's work, there might be the exact same preliminary detach which might lead to the 2nd phase of 'storming' where the groups test one an additional.

Bridges' Shift Version: According To William Bridge's concept (appendix 4), individuals are rather uncomfortable with modification, which is noticeable by the scenario at Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa The scenario can be seen as a typical course of life if is researched as per Bridge's theory where he clarifies that people experience three stages of shift when they experience modification. 'End, shedding and Letting go', The Neutral Area as well as 'The New Beginning' (Bridges, 2004). When individuals exist with adjustment, they enter stage one and so there might be feelings like unhappiness, uncertainty, frustration, anger, anxiety, denial and disorientation.The scenario at the advertising and marketing department of Goldfinger Charles W Engelhard Jr And Apartheid Era South Africa is similar so Lewis can obtain comfortable with the concept that it is not amazing actions. In the second stage, there may be a need to bridge the space in between the brand-new and old society so Lewis may have to face this challenge once Krasnow leaves. There might be low morale as well as low efficiency at this stage which need to not be taken as a trouble. It is during this phase that Lewis will have to give advice to the department so that they can find a sense of direction. It can be seen how Krasnow has already made this transition simpler by making Lewis obtain involved in the department a year prior to his real separation. Based on Bridges' Version, phase three will bring about openness to learning, High power and also dedication as individuals will certainly accept the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has goes over the importance of 'safety requires as being a lower degree requirement of a human for setting off inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel safe as well as out of danger' is at the 2nd level of requirements. Before a worker can be made to create psychologically, he requires to have his 'Physiological 'as well as '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 considered numerous concepts to understand how to cope with the present scenario at hand. The adhering to three alternatives have actually been suggested to aid Lewis take care of the organizational difficulties in the marketing department. Each of these alternatives has actually been recommended for alleviating the shift required to bring the marketing department in line with the requirements of the marketplace and also for making the cultural change that would adhere to as soon as the existing leader leaves.

Integration of advertising and marketing functions. Separating Adverting as well as Production functions. Assimilation of Marketing with Procedures.

Evaluation of Alternatives.

Judith Shapiro that has actually earlier been spoken with by Lewis during the earlier merging days has experience in business-to-business advertising along with agency as well as retail marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both advertising and marketing as well as advertising and marketing functions.

The benefit of this strategy is that it will certainly integrate both functions while decreasing the requirement for working with an added source for marketing. In addition to this, Lewis would be heading the advertising department and also in any case her substitute would be needed for the current duty that she is performing. The downside of this alternative is that external hiring might produce resentment from interior employees that might be eying the position of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Manufacturing: Given the competitive pressures and excellent quality job needed from the ad agency, it is suggested that Lewis needs to permit the production device to be a different feature from the advertising device. Because many advertising agencies had these 2 functions as different devices, it makes more sense to comply with the norm. Both functions may be able to concentrate on their core activates much more efficiently. The disadvantage of this method would be that added costs would have to be borne for setting up separate manufacturing features. A manufacturing head might have to be worked with which can increase overheads for the company.

Assimilation of Advertising And Marketing with Procedures: Since Lewis is already taking care of the marketing and also procedures divisions concurrently; it makes sense to integrate the two functions considering that she has been efficiently taking treatment of both ends. The truth that Lewis has to adjust her administration style for the advertising department recommends that these 2 divisions would be culturally diverse.

Suggestion.



An assessment of the 3 alternatives shows that assimilation of advertising and marketing as well as procedures would not be a feasible move due to the vast distinctions between the 2 divisions despite the reality that currently Lewis is handling both. While separation of the manufacturing feature might have been a desirable action for the advertising and marketing division, the reality that it would certainly mean putting a 3rd feature under Lewis's wing indicates this ought to be avoided.

Action Strategy.
Recommendation
Lewis will take control of the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

Manufacturing feature will continue to be part of marketing under marketing feature.

Lewis will separate herself from operations.

An autonomous leadership design with employee empowerment will certainly be used in advertising and marketing division.

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

Contingency strategy.

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