Harvard Management Co And Inflation Protected Bonds Case Study Solution


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Harvard Management Co And Inflation Protected Bonds Case Study Help

Background and Facts

Harvard Management Co And Inflation Protected Bonds a workplace products seller for little and also average sized organisations has lately been associated with preparing for a merger with its rival Home Deport, which has impacted performance levels in departmentswith the elderly supervisor involved in lawful issues put forth by the government Profession Compensation. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the near future. With obstacles in the type of a possible cultural modification and low worker spirits, the organization wants a complete reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The potential cultural modification at the marketing department of Harvard Management Co And Inflation Protected Bonds is increasing uncertainty in the working environment resulting in various obstacles for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in influencing calculated decisions because Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Compensation's intervention in the process. Offered the reality that the store has a worldwide existence with branches in UK, USA, Canada and Germany, political factors in each of these nations might have the ability to affect efficiency or critical objectives. Federal Trade Compensation's antitrust fit against the merger took up useful time of the company's senior management suggesting that 'political' factors can have major ramifications for an international company.

Economic Factors: Financial factors such as the introduction of local business in the global scenario suggest that Harvard Management Co And Inflation Protected Bonds is growing in an environment where there is prospective growth of companies. Truth that store customers are mostly looking for office supplies for house workplaces suggests that the market has a climbing fad of business owners and home based services.

Social factors: Social trends in the economic climate show that customers are seeking benefit in addition to appealing costs. Marketing research demonstrates how the consumer for Harvard Management Co And Inflation Protected Bonds does not have recognition concerning locating services which can use a mix of ease and affordable.

Technical factors: Innovation plays a vital role in Harvard Management Co And Inflation Protected Bonds's business approach especially as the organization is piloting Innovation centers which would certainly offer innovation sales as well as assistance in the kind of memory upgrades, outer installations. (Recap of PEST in appendix 2).

OB Issues as well as Symptoms.

Several underlying Organizational Behavior concerns can be seen in Harvard Management Co And Inflation Protected Bonds's case as highlighted in this area.

Apprehensions regarding cultural modification: There is concern concerning a cultural change that would happen once Todd Krasnow leaves from his position as the Executive Vice Head Of State of Marketing with a lot of the staff members currently showing unhappiness over this possible step. This expected change has actually developed stress in the work environment which has actually been combined with the previous tension of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Stressful Task Atmosphere for Newcomers: There is lack of employees that can match the stressful atmosphere of a busy company. Not just does this result in trouble in locating the best individuals, it places stress and anxiety on new hires as can not stand up to the speed and also pressure that the organization anticipates them to birth.

Double Coverage Lines: Novices locate this organizational culture cumbersome and also tough to manage specifically as populated line connections are meant to be weak generally and objective setup as well as efficiency evaluation is still done by the solid line supervisor. This suggests that newbies can lose clarity regarding their particular duties as well as goals particularly as populated line coverage does not keep them in straight interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis may have been qualified and also suitable for the work however the reality that Kransnow's departure would make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Worry & Task Instability: Worry and insecurity can be determined as two significant worries that Lewis would certainly be managing especially as the merging has actually currently be cancelled as well as two senior executives of the advertising division would be leaving. The entire responsibility of the department would be falling on Lewis's shoulders that would certainly not just be in charge of brining regarding a cultural modification but would certainly additionally need to prove herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's administration design and also its conflict with the marketing division's duty can also be seen as an OB challenge specifically as she has actually been used to dealing with concerns in the procedures division where employees are shown to concentrate on procedures and also get them. The advertising division on the other hand can be viewed as a team of people who are utilized to being nurtured by Krasnow who focused much more on outcome than processes.

Interdepartmental Differences: Interdepartmental disagreements between three divisions, marketing, merchandizing and also procedures respectively over the allowance of the advertising and marketing mix can be recognized as an additional OB problem. The advertising and marketing department does not share the exact same vision as the other two divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing as well as procedures divisions do not agree over the marketing mix allowance among one another either.

Fragmentation in Marketing Department: Disintegration in between the marketing and advertising divisions can be determined as an additional OB problem which can require further attention. The truth that the advertising and marketing areas in the advertising and marketing division are disconnected is avoiding both departments from obtaining from each various other's experience as well as competence. Integration of marketing with merchandising as well as operations would certainly become harder if the advertising and marketing department itself is degenerated which can be an additional potential OB problem.

Harvard Management Co And Inflation Protected Bonds Analysis

Numerous concepts have actually been used to explain the situations to obtain additional clarity concerning the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers think that subordinates are easy and lazy, have little ambition and also withstand adjustment. The difficult version of this concept emphasized threat, limited controls, threats as well as penalties. With time it produces low efficiency, subtle sabotage and rivalry (Bargain, 2003). Although the circumstance at Harvard Management Co And Inflation Protected Bonds is not completely complying with Concept X, it can be seen that brand-new hires are finding this atmosphere rather demanding which might eventually bring about a better inclination of the administration towards Concept X. Based on McGregor's supported sight, which he called Theory Y, the necessary task of the management is to organize organizational conditions to ensure that individuals can accomplish their very own objectives best by directing their initiatives towards business incentives. If people discover no fulfillment in their work, the monitoring would have little selection however to depend on concept X and also outside control (Offer, 2003). Even while assessing Lewis's monitoring design, theory X might have been suitable in the procedures department somewhat but the Advertising department would certainly call for dependence on Concept Y so as to get the imagination and also creativity from the teams.

Tuckman's Teamwork Concept: As for Lewis's worry concerning bringing harmony between the advertising and marketing division is worried, this would at first result in conflict as talked about by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the preliminary stage of team development, individuals might not bond, as they are hectic finding their location in the team. By integrating the marketing and advertising division's job, there may coincide preliminary disconnect which might bring about the second phase of 'storming' where the groups test one another. It is only during the 3rd phase or 'norming' when they would come with each other to share ideas before the group can bring around harmony in the fourth phase 'doing'.

When people are provided with change, they go into phase one and also so there might be emotions like sadness, unpredictability, frustration, rage, anxiety, rejection as well as disorientation.The situation at the advertising and marketing department of Harvard Management Co And Inflation Protected Bonds is similar so Lewis can obtain comfortable with the concept that it is not remarkable actions. It is throughout this phase that Lewis will have to give guidance to the division so that they can locate a feeling of direction. It can be seen exactly how Krasnow has actually already made this shift much easier by making Lewis get involved in the division a year prior to his actual separation.
Vrio Analysis
Maslow's Requirement hierarchy: The OB problem related to insecurity at the office has actually been activated first of all by the modification in administration and also second of all by the truth that the merging will certainly no longer be started. Abraham Maslow in his Theory of 'Requirements Pecking order' (appendix 5) has reviews the importance of 'security requires as being a reduced degree demand of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the requirement to really feel protected and also safe' is at the 2nd level of demands. Prior to a staff member can be made to develop psychologically, he needs to have his 'Physiological 'and also 'Security' needs fulfilled. This indicates that unless the personnel are made to feel safe concerning their present work condition in Harvard Management Co And Inflation Protected Bonds they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Harvard Management Co And Inflation Protected Bonds Case Study

Implication of Analysis.

The OB analysis has looked at numerous theories to understand just how to manage the current situation at hand. The adhering to 3 options have been recommended to assist Lewis deal with the organizational difficulties in the advertising and marketing division. Each of these options has been suggested for alleviating the shift required to bring the advertising and marketing department according to the requirements of the marketplace and also for making the cultural modification that would certainly follow as soon as the existing leader leaves.

Integration of advertising and marketing functions. Separating Adverting as well as Production features. Combination of Advertising And Marketing with Operations.

Assessment of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business advertising and marketing along with firm and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both marketing and also advertising and marketing functions.

The advantage of this method is that it will certainly integrate the two features while reducing the need for hiring an added resource for advertising. Lewis would be heading the advertising department and in any kind of case her replacement would certainly be required for the current function that she is carrying out. The disadvantage of this choice is that exterior hiring may bring about resentment from interior employees who may be looking at the placement of EVP after Lewis takes over Krasnow's setting.

Dividing Adverting as well as Manufacturing: Given the competitive pressures and also premium quality job needed from the advertising agency, it is advised that Lewis must allow the manufacturing device to be a different feature from the advertising device. Because the majority of ad agency had these two features as separate units, it makes more sense to follow the standard. Along with this, both features may be able to focus on their core triggers much more successfully. Nevertheless, the disadvantage of this technique would be that additional prices would have to be birthed for setting up different manufacturing functions. In addition to this, a production head might have to be hired which can raise expenses for the company.

Assimilation of Marketing with Operations: Since Lewis is currently taking treatment of the marketing and also operations divisions concurrently; it makes feeling to incorporate the 2 functions considering that she has actually been efficiently taking treatment of both ends. The reality that Lewis has to adjust her administration style for the advertising and marketing department recommends that these 2 departments would certainly be culturally varied.


An assessment of the three options suggests that combination of advertising and marketing as well as operations would not be a feasible relocation due to the substantial distinctions in between the 2 divisions despite the truth that currently Lewis is dealing with both. While splitting up of the manufacturing feature may have been a favorable move for the marketing department, the fact that it would mean putting a 3rd function under Lewis's wing suggests this need to be avoided.

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

Advertising and Marketing features would certainly be combined.

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

Production feature will stay part of advertising and marketing under advertising function.

Lewis will divide herself from procedures.

An autonomous management design with worker empowerment will be made use of in advertising department.

Open up door policy and also emphasis on cross department communication will certainly be targeted at eliminating dissonance.

Backup plan.

If the combination does not exercise as intended, a contingency plan would certainly adhere to which would separate the production feature from the advertising and marketing feature to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the production feature will most definitely be divided by positioning it under an SVP production.