Goldman Sachs And Its Reputation Case Study Help


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Goldman Sachs And Its Reputation Case Study Help

Background and Facts

Goldman Sachs And Its Reputation an office materials merchant for small as well as average sized businesses has recently been associated with preparing for a merger with its competitor Home Deport, which has influenced effectiveness levels in departmentswith the elderly supervisor associated with legal complications put forth by the federal Profession Compensation. With the Marketing Head advancing the news of his separation from the firm 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 type of a possible social adjustment and also low worker morale, the organization is in need of a complete reengineering effort at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing department of Goldman Sachs And Its Reputation is raising unpredictability in the working environment leading to different challenges for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting strategic choices since Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Trade Payment's treatment in the process. Offered the reality that the store has an international existence with branches in UK, U.S.A., Canada and Germany, political consider each of these countries might be able to affect efficiency or calculated objectives. Federal Profession Commission's antitrust match versus the merging took up useful time of the organization's senior management suggesting that 'political' factors can have serious implications for a worldwide service.

Economic Factors: Financial factors such as the introduction of small businesses in the global circumstance suggest that Goldman Sachs And Its Reputation is thriving in an environment where there is possible development of companies. Along with this, reality that store customers are mostly searching for workplace products for home offices recommends that the marketplace has a rising trend of business owners and also home based organisations.

Social factors: Social patterns in the economic situation reveal that clients are seeking benefit along with eye-catching costs. Marketing research shows how the customer for Goldman Sachs And Its Reputation does not have recognition concerning locating solutions which can use a combination of comfort as well as low costs.

Technical factors: Innovation plays a crucial role in Goldman Sachs And Its Reputation's service technique particularly as the organization is piloting Innovation facilities which would certainly provide technology sales and also assistance in the form of memory upgrades, peripheral installations. (Summary of PEST in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Actions issues can be seen in Goldman Sachs And Its Reputation's case as highlighted in this area.

Apprehensions concerning cultural adjustment: There is apprehension concerning a cultural adjustment that would certainly happen when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with the majority of the personnel currently showing discontent over this potential relocation. This expected modification has actually developed stress and anxiety in the work environment which has actually been combined with the previous stress of preparing the company for a possible merging with House Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is shortage of personnel that can match the stressful setting of a hectic organization. Not only does this lead to trouble in finding the best individuals, it places anxiety on brand-new hires as can not endure the rate and also stress that the organization expects them to birth.

Twin Reporting Lines: Newcomers locate this business society troublesome and also difficult to manage especially as populated line relationships are meant to be weak in general as well as objective setting and performance assessment is still done by the solid line supervisor. This indicates that beginners can lose clearness about their respective roles as well as purposes especially as populated line coverage does not maintain them in straight communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles although it had been speculated that the last would certainly take Krasnow's placement came as a blow to her morale. Lewis might have been capable and also suitable for the task however the truth that Kransnow's separation would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Fear as well as instability can be recognized as 2 significant concerns that Lewis would be dealing with specifically as the merging has currently be cancelled and two senior executives of the advertising division would certainly be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining about a social change yet would additionally have to confirm herself in her new duty.

Inappropriate Administration Design of Leader: Lewis's administration style and its conflict with the advertising division's duty can likewise be seen as an OB challenge especially as she has actually been made use of to dealing with problems in the operations division where workers are instructed to concentrate on procedures and get them. The advertising and marketing division on the other hand can be viewed as a team of individuals who are utilized to being nurtured by Krasnow who focused more on result than processes.

Interdepartmental Disputes: Interdepartmental disagreements between three departments, marketing, merchandizing and procedures respectively over the allocation of the advertising and marketing mix can be identified as another OB problem. The advertising department does not share the very same vision as the other two departments regarding the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and procedures departments do not agree over the advertising mix allotment among one an additional either.

Disintegration in Marketing Department: Fragmentation between the advertising and marketing divisions can be determined as an additional OB concern which can need further interest. The fact that the advertising and marketing sections in the marketing department are detached is protecting against both divisions from gaining from each various other's experience as well as experience. Integration of marketing with retailing as well as procedures would come to be more difficult if the advertising division itself is degenerated which can be an additional possible OB worry.

Goldman Sachs And Its Reputation Analysis

Various concepts have actually been utilized to clarify the scenarios to get additional clarity concerning the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors believe that staffs are easy and careless, have little ambition as well as withstand modification. The situation at Goldman Sachs And Its Reputation is not totally complying with Theory X, it can be seen that new hires are locating this atmosphere instead demanding which may eventually lead to a greater inclination of the administration in the direction of Theory X. Also while analyzing Lewis's administration design, theory X may have been appropriate in the operations department to some level yet the Marketing division would need dependence on Theory Y in order to get the imagination and also originality from the teams.

Tuckman's Team effort Concept: As much as Lewis's problem regarding bringing consistency in between the advertising and marketing and advertising division is concerned, this would originally lead to contrast as reviewed by Bruce Tuckman in his 'Synergy Concept'. By integrating the advertising and marketing and also marketing department's work, there might be the very same initial disconnect which might lead to the second phase of 'storming' where the groups challenge one an additional.

Bridges' Change Model: According To William Bridge's theory (appendix 4), individuals are quite uncomfortable with change, which is noticeable by the circumstance at Goldman Sachs And Its Reputation The situation can be viewed as a typical course of life if is examined based on Bridge's theory where he explains that individuals undergo 3 stages of change when they experience change. 'Ending, shedding and Releasing', The Neutral Area and also 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they go into stage one therefore there might be emotions like unhappiness, uncertainty, disappointment, rage, fear, rejection as well as disorientation.The situation at the advertising and marketing department of Goldman Sachs And Its Reputation is similar so Lewis can get comfy with the idea that it is not phenomenal habits. In the second stage, there may be a requirement to connect the gap between the brand-new and also old society so Lewis might need to encounter this experience when Krasnow leaves. There might be reduced spirits as well as low performance at this phase which ought to not be taken as a problem. It is throughout this stage that Lewis will need to give support to the division to make sure that they can find a sense of direction. It can be seen exactly how Krasnow has already made this shift simpler by making Lewis get involved in the department a year before his actual departure. Based on Bridges' Version, phase 3 will certainly produce visibility to knowing, High energy and dedication as individuals will welcome the modification (Bridges, 2004).
Vrio Analysis
Maslow's Requirement pecking order: The OB concern pertaining to instability at the workplace has been caused firstly by the adjustment in administration and also secondly by the truth that the merging will certainly no more be launched. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has discusses the relevance of '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 just how 'the requirement to really feel secure as well as unharmed' is at the second degree of needs. Before a staff member can be made to establish mentally, he requires to have his 'Physical 'and 'Safety and security' requires fulfilled. This indicates that unless the personnel are made to feel safe and secure concerning their current employment standing in Goldman Sachs And Its Reputation they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Goldman Sachs And Its Reputation Case Study

Effects of Analysis.

The OB analysis has taken a look at numerous concepts to understand exactly how to cope with the existing situation available. The following three alternatives have been recommended to assist Lewis deal with the organizational difficulties in the advertising division. Each of these options has been recommended for alleviating the shift needed to bring the advertising department according to the demands of the marketplace and also for making the social modification that would certainly follow when the existing leader leaves.

Assimilation of marketing and advertising functions. Dividing Adverting as well as Manufacturing functions. Integration of Marketing with Procedures.

Assessment of Alternatives.

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

The benefit of this technique is that it will certainly integrate both functions while minimizing the demand for working with an added resource for advertising. Along with this, Lewis would certainly be heading the marketing division and all the same her substitute would certainly be needed for the existing role that she is executing. The disadvantage of this alternative is that outside hiring may cause bitterness from interior workers that may be looking at the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Production: Given the competitive stress and high quality job called for from the advertising and marketing company, it is advised that Lewis needs to permit the production unit to be a different feature from the advertising device. Considering that a lot of advertising and marketing companies had these 2 features as separate devices, it makes even more sense to comply with the standard.

Combination of Advertising And Marketing with Workflows: Given that Lewis is already taking care of the advertising and marketing and operations divisions all at once; it makes sense to integrate the two features considering that she has been efficiently taking treatment of both ends. The fact that Lewis has to adapt her administration style for the advertising and marketing division suggests that these two departments would be culturally varied.


An assessment of the 3 alternatives suggests that integration of marketing as well as operations would certainly not be a feasible move as a result of the large distinctions between both departments although that currently Lewis is taking care of both. While splitting up of the manufacturing function might have been a positive move for the advertising department, the truth that it would certainly suggest positioning a third feature under Lewis's wing implies this ought to be prevented. The integration of the advertising department is the most effective option in terms of obtaining the ideal results from the department. An activity prepare for this option is talked about below.

Activity Plan.
Lewis will take over the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Production feature will continue to be part of advertising and marketing under advertising feature.

Lewis will certainly divide herself from procedures.

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

Open door policy and also focus on cross department interaction will certainly be targeted at getting rid of discord.

Contingency plan.

If the combination does not work out as intended, a backup plan would certainly comply with which would separate the production function from the marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing division without an SVP. Because case the manufacturing function will definitely be separated by putting it under an SVP production.