Greeces Debt Sustainable Case Study Solution


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Greeces Debt Sustainable Case Study Solution

Background and Facts

Greeces Debt Sustainable an office materials retailer for small as well as average sized companies has recently been involved in preparing for a merger with its rival House Deport, which has impacted effectiveness degrees in departmentswith the senior manager involved in lawful issues put forth by the federal Profession Commission. With the Advertising and marketing Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the role in the future. With difficulties in the form of a potential cultural change and reduced worker spirits, the organization requires a complete reengineering effort at the marketing department.

Problem Declaration
Porter's 5 Forces Analysis
The possible cultural change at the advertising department of Greeces Debt Sustainable is boosting uncertainty in the working environment resulting in 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 calculated choices since Stapes Inc. needed to desert its strategies of combining with Office Deport after the Federal Trade Compensation's treatment at the same time. Offered the truth that the store has an international presence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these nations might be able to affect performance or calculated objectives. Federal Profession Payment's antitrust suit versus the merging took up valuable time of the company's elderly administration suggesting that 'political' factors can have serious implications for a global service.

Economic Factors: Financial factors such as the appearance of small companies in the international situation recommend that Greeces Debt Sustainable is flourishing in a setting where there is prospective development of services. Along with this, truth that shop clients are mostly seeking office supplies for home offices recommends that the marketplace has an increasing trend of entrepreneurs and home based businesses.

Social factors: Social patterns in the economic climate show that consumers are looking for convenience as well as eye-catching prices. Marketing research demonstrates how the consumer for Greeces Debt Sustainable does not have awareness regarding finding options which can offer a mix of benefit and also inexpensive.

Technical factors: Innovation plays a vital role in Greeces Debt Sustainable's company strategy specifically as the company is piloting Innovation facilities which would certainly use technology sales as well as support in the type of memory upgrades, outer installations. (Summary of INSECT in appendix 2).

OB Issues as well as Effects.

Numerous underlying Business Behavior concerns can be seen in Greeces Debt Sustainable's case as highlighted in this section.

Uneasiness concerning social change: There is concern concerning a cultural adjustment that would occur when Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with the majority of the employee currently revealing unhappiness over this potential relocation. This expected adjustment has produced tension in the work environment which has been coupled with the past tension of preparing the firm for a prospective merging with Home Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is scarcity of employees that can match the stressful environment of a hectic organization. Not just does this lead to problem in finding the best people, it puts anxiety on new hires as can not stand up to the rate and stress that the company expects them to birth.

Double Reporting Lines: Newbies find this organizational society troublesome as well as difficult to handle particularly as dotted line connections are indicated to be weak as a whole as well as objective setting and performance analysis is still done by the strong line supervisor. This means that newbies could lose clearness about their particular roles and also goals especially as populated line coverage does not maintain them in straight interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles even though it had been hypothesized that the latter would take Krasnow's setting came as a blow to her spirits. Lewis may have been capable as well as proper for the work but the fact that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Work Instability: Worry and also instability can be recognized as 2 major issues that Lewis would certainly be dealing with especially as the merger has now be terminated as well as two elderly execs of the advertising and marketing department would certainly be leaving. The whole duty of the department would be dropping on Lewis's shoulders that would not simply supervise of brining concerning a cultural change but would additionally need to verify herself in her new function.

Incompatible Management Design of Leader: Lewis's administration design as well as its conflict with the advertising and marketing division's function can additionally be viewed as an OB challenge especially as she has actually been made use of to managing concerns in the procedures department where workers are shown to focus on processes and also get them right. The marketing division on the other hand can be seen as a team of individuals that are used to being supported by Krasnow who concentrated much more on output than processes.

Interdepartmental Disagreements: Interdepartmental disagreements between three divisions, advertising, merchandizing and operations respectively over the allocation of the marketing mix can be determined as one more OB worry. Although the marketing department does not share the same vision as the other 2 departments regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also operations departments do not concur over the advertising mix allocation among each other either.

Fragmentation in Advertising Division: Fragmentation between the marketing and advertising divisions can be identified as an additional OB issue which can require additional focus. The truth that the marketing and advertising areas in the advertising division are detached is protecting against both divisions from acquiring from each other's experience as well as proficiency. Combination of marketing with retailing as well as operations would certainly end up being more difficult if the advertising and marketing division itself is degenerated which can be an additional potential OB concern.

Greeces Debt Sustainable Analysis

Various concepts have actually been utilized to explain the scenarios to get more clearness regarding the scenario handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers think that staffs are easy and lazy, have little ambition as well as resist change. The scenario at Greeces Debt Sustainable is not completely following Concept X, it can be seen that new hires are locating this atmosphere rather demanding which might ultimately lead to a better disposition of the administration towards Theory X. Even while assessing Lewis's management style, concept X may have been suitable in the procedures division to some level but the Marketing division would certainly require dependence on Concept Y in order to get the imagination and also originality from the groups.

Tuckman's Synergy Concept: As for Lewis's worry regarding bringing harmony in between the marketing and advertising department is worried, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, throughout the preliminary phase of team development, people might not bond, as they are busy finding their area in the team. By incorporating the marketing and advertising department's work, there might coincide preliminary disconnect which could lead to the 2nd phase of 'storming' where the groups challenge one another. Nevertheless, it is only throughout the third stage or 'norming' when they would certainly integrate to share concepts prior to the group can bring about synergy in the 4th stage 'doing'.

When people are provided with change, they get in stage one as well as so there might be emotions like unhappiness, unpredictability, irritation, rage, fear, denial as well as disorientation.The situation at the advertising division of Greeces Debt Sustainable is similar so Lewis can get comfortable with the idea that it is not remarkable habits. It is during this stage that Lewis will certainly have to give advice to the department so that they can discover a feeling of direction. It can be seen how Krasnow has actually already made this shift much easier by making Lewis obtain involved in the department a year prior to his real departure.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has reviews the relevance of 'security needs as being a reduced level need of a human for triggering motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel safe and also out of danger' is at the 2nd degree of demands. Prior to a worker can be made to establish emotionally, he requires to have his 'Physiological 'and 'Safety and security' requires fulfilled.

SWOT Analysis for Greeces Debt Sustainable Case Study

Effects of Analysis.

The OB analysis has looked at different concepts to recognize exactly how to manage the existing situation at hand. The following 3 alternatives have been recommended to aid Lewis handle the organizational difficulties in the marketing department. Each of these alternatives has actually been proposed for alleviating the transition needed to bring the advertising division according to the demands of the market as well as for making the social modification that would certainly comply with once the present leader leaves.

Combination of marketing and advertising functions. Dividing Adverting as well as Production features. Assimilation of Advertising And Marketing with Workflow.

Examination of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has experience in business-to-business advertising along with agency and also retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to deal with both advertising and marketing and also advertising functions.

The advantage of this method is that it will certainly integrate both features while lowering the requirement for hiring an added source for advertising and marketing. Lewis would be heading the advertising department and in any case her substitute would be required for the present role that she is carrying out. The drawback of this option is that external hiring may cause resentment from internal personnel who might be eying the position of EVP after Lewis takes control of Krasnow's setting.

Dividing Adverting and also Manufacturing: Offered the competitive stress and also high top quality work needed from the marketing company, it is recommended that Lewis should allow the production system to be a different function from the advertising system. Given that the majority of marketing companies had these two functions as different systems, it makes more sense to comply with the norm.

Combination of Marketing with Procedures: Because Lewis is currently taking treatment of the advertising and marketing as well as operations divisions concurrently; it makes sense to incorporate the two features given that she has been effectively taking treatment of both ends. The reality that Lewis has to adapt her administration style for the advertising department recommends that these two divisions would be culturally diverse.


An evaluation of the three alternatives shows that combination of advertising as well as procedures would certainly not be a viable relocation due to the huge differences between the 2 departments despite the truth that presently Lewis is handling both. While splitting up of the production function might have been a desirable step for the advertising and marketing department, the truth that it would suggest putting a third function under Lewis's wing implies this ought to be stayed clear of.

Action Plan.
Lewis will certainly take over the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

Production function will certainly stay component of advertising and marketing 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 marketing division.

Open up door policy and also emphasis on cross departmental communication will be aimed at removing disharmony.

Contingency plan.

If the integration does not work out as prepared, a contingency plan would adhere to which would separate the production feature from the advertising feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing division without an SVP. In that case the production function will certainly be separated by positioning it under an SVP manufacturing.