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Harvard Management Co And Inflation Protected Bonds Case Study Analysis

Background and Facts

Harvard Management Co And Inflation Protected Bonds an office materials merchant for little and moderate sized companies has just recently been involved in planning for a merger with its competitor Residence Deport, which has influenced performance degrees in departmentswith the elderly manager involved in legal difficulties presented by the government Profession Payment. With the Advertising Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the duty in the near future. With challenges in the kind of a potential social modification and also low staff member morale, the company needs a total reengineering initiative at the advertising division.

Issue Declaration

The potential social change at the advertising and marketing division of Harvard Management Co And Inflation Protected Bonds is increasing uncertainty in the working environment leading to numerous challenges 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 role in impacting critical decisions since Stapes Inc. had to desert its plans of merging with Workplace Deport after the Federal Profession Compensation's intervention while doing so. Given the truth that the shop has a worldwide visibility with branches in UK, USA, Canada and Germany, political consider each of these countries might be able to affect performance or calculated objectives. Federal Profession Compensation's antitrust fit against the merging used up important time of the organization's elderly monitoring recommending that 'political' factors can have severe effects for an international company.

Economic Factors: Financial factors such as the appearance of small companies in the international circumstance recommend that Harvard Management Co And Inflation Protected Bonds is prospering in an atmosphere where there is possible development of services. Fact that shop consumers are primarily looking for office products for house offices recommends that the market has a climbing trend of business owners and home based businesses.

Social factors: Social fads in the economy reveal that clients are trying to find ease along with appealing costs. Marketing research shows how the customer for Harvard Management Co And Inflation Protected Bonds lacks understanding concerning locating remedies which can use a mix of ease as well as low costs.

Technical factors: Innovation plays an essential role in Harvard Management Co And Inflation Protected Bonds's business method particularly as the organization is piloting Technology centers which would certainly provide modern technology sales and support in the form of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

Numerous underlying Business Actions problems can be seen in Harvard Management Co And Inflation Protected Bonds's case as highlighted in this area.

Uneasiness about cultural change: There is worry regarding a social adjustment that would take place when Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with most of the employee already revealing discontent over this possible relocation. This anticipated change has actually created anxiety in the office which has been paired with the previous anxiety of preparing the firm for a potential merging with House Deport.

Difficult Work Setting for Newcomers: There is lack of employees that can match the demanding environment of a hectic company. Not just does this bring about trouble in finding the ideal people, it places tension on brand-new hires as can not endure the pace as well as pressure that the organization expects them to birth.

Dual Coverage Lines: Novices discover this business culture troublesome as well as hard to manage particularly as dotted line relationships are suggested to be weak as a whole and unbiased setup as well as performance analysis is still done by the solid line supervisor. This suggests that beginners might shed quality about their respective functions and also goals particularly as populated line reporting does not keep them in straight communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles although it had been hypothesized that the last would certainly take Krasnow's placement came as an impact to her spirits. Lewis might have been capable and also proper for the job yet the reality that Kransnow's departure would make Coles a straight report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Worry as well as instability can be determined as 2 major problems that Lewis would certainly be dealing with specifically as the merging has currently be cancelled and 2 elderly execs of the advertising and marketing department would certainly be leaving. The whole duty of the division would be dropping on Lewis's shoulders that would certainly not simply supervise of brining concerning a social change yet would certainly additionally need to show herself in her brand-new role.

Inappropriate Administration Style of Leader: Lewis's management design as well as its incompatibility with the marketing department's role can likewise be seen as an OB challenge specifically as she has actually been used to managing concerns in the operations division where employees are taught to focus on processes as well as obtain them right. The advertising and marketing department on the various other hand can be seen as a group of individuals that are used to being nurtured by Krasnow that focused much more on result than processes.

Interdepartmental Arguments: Interdepartmental disputes in between three departments, marketing, merchandizing and also procedures respectively over the appropriation of the marketing mix can be determined as an additional OB problem. The advertising and marketing department does not share the exact same vision as the other 2 divisions relating to the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing and also operations departments do not agree over the advertising and marketing mix appropriation amongst one an additional either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the advertising and marketing divisions can be identified as one more OB concern which might need more focus. The fact that the marketing and advertising areas in the advertising and marketing department are disconnected is stopping both departments from getting from each various other's experience as well as knowledge. Combination of marketing with retailing and also operations would come to be more difficult if the marketing department itself is disintegrated which can be another prospective OB problem.

Harvard Management Co And Inflation Protected Bonds Analysis

Various concepts have actually been used to clarify the scenarios to obtain further quality about the scenario available.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most supervisors believe that juniors are passive and also careless, have little aspiration and also withstand adjustment. The tough variation of this concept stressed coercion, limited controls, risks and punishments. Over time it generates low efficiency, subtle sabotage as well as rivalry (Deal, 2003). Although the situation at Harvard Management Co And Inflation Protected Bonds is not entirely adhering to Concept X, it can be seen that brand-new hires are discovering this environment instead difficult which may ultimately result in a better disposition of the monitoring towards Theory X. According to McGregor's supported view, which he called Concept Y, the crucial task of the monitoring is to arrange organizational conditions so that individuals can achieve their very own objectives best by directing their initiatives in the direction of organizational benefits. If people discover no complete satisfaction in their work, the monitoring would have little selection yet to count on theory X and external control (Bargain, 2003). Even while examining Lewis's administration design, concept X may have appropriated in the operations division somewhat however the Advertising and marketing division would certainly call for reliance on Concept Y so as to get the creativity as well as originality from the groups.

Tuckman's Synergy Concept: As far as Lewis's problem regarding bringing consistency in between the marketing and also advertising and marketing division is worried, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Team effort Theory'. By integrating the advertising and also marketing division's job, there might be the same preliminary disconnect which could lead to the 2nd phase of 'storming' where the groups challenge one an additional.

Bridges' Shift Design: According To William Bridge's concept (appendix 4), individuals are fairly uneasy with adjustment, which is noticeable by the scenario at Harvard Management Co And Inflation Protected Bonds The scenario can be seen as a normal training course of life if is examined according to Bridge's concept where he explains that people experience three stages of change when they experience modification. 'Closing, losing and also Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When people exist with modification, they go into stage one therefore there might be emotions like sadness, unpredictability, disappointment, rage, concern, denial as well as disorientation.The scenario at the advertising department of Harvard Management Co And Inflation Protected Bonds is comparable so Lewis can obtain comfortable with the concept that it is not extraordinary actions. In the 2nd stage, there might be a need to bridge the gap in between the brand-new and also old culture so Lewis may need to encounter this challenge when Krasnow leaves. There may be low morale and reduced performance at this phase which should not be taken as a setback. It is throughout this stage that Lewis will need to offer assistance to the department to ensure that they can discover a sense of direction. It can be seen exactly how Krasnow has actually currently made this transition easier by making Lewis obtain associated with the department a year before his actual separation. As per Bridges' Design, phase 3 will produce visibility to knowing, High energy and dedication as individuals will certainly embrace the modification (Bridges, 2004).

Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has discusses the relevance of 'protection needs as being a reduced level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to really feel safe and out of risk' is at the second level of requirements. Prior to an employee can be made to create mentally, he needs to have his 'Physiological 'and also 'Safety and security' needs fulfilled.

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

Implication of Analysis.

The OB analysis has actually checked out different concepts to recognize exactly how to deal with the current scenario available. The following 3 options have actually been recommended to aid Lewis handle the organizational obstacles in the marketing division. Each of these alternatives has been suggested for reducing the shift required to bring the advertising and marketing division in line with the demands of the market and for making the cultural modification that would certainly follow once the existing leader leaves.

Integration of advertising and marketing functions. Separating Adverting as well as Production features. Integration of Advertising with Procedures.

Examination of Alternatives.

Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has expertise in business-to-business advertising and marketing along with company and also retail marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to handle both marketing as well as advertising functions.

The benefit of this strategy is that it will incorporate the two functions while reducing the need for hiring an added source for advertising. Lewis would be heading the marketing division and also in any type of case her substitute would be needed for the existing duty that she is doing. The drawback of this choice is that exterior hiring may cause animosity from interior employees who might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Separating Adverting as well as Manufacturing: Given the competitive pressures and also high top quality job required from the marketing company, it is recommended that Lewis should allow the manufacturing system to be a separate feature from the advertising and marketing device. Considering that a lot of marketing agencies had these two functions as different systems, it makes more sense to adhere to the norm.

Assimilation of Advertising with Operations: Considering that Lewis is currently dealing with the marketing and procedures departments simultaneously; it makes sense to integrate the two functions because she has actually been efficiently looking after both ends. The fact that the two divisions already have major distinctions over allowance of sources suggests that this combination might have the ability to bring about consistency especially as Lewis would certainly be heading both ends.However there are different disadvantages of this step particularly as it would put too much worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring design for the advertising and marketing department suggests that these 2 divisions would be culturally varied. Lewis may not be able to apply one kind of management design to both divisions which could result in inadequacy in either one of the 2 functions.


An assessment of the 3 options shows that combination of advertising and marketing and procedures would certainly not be a practical action due to the substantial distinctions between the two divisions regardless of the fact that currently Lewis is taking care of both. While splitting up of the manufacturing function might have been a positive move for the advertising and marketing division, the fact that it would certainly suggest placing a third feature under Lewis's wing means this ought to be avoided.

Action Plan.

Lewis will certainly take control of the role of EVP Advertising after Krasnow leaves.

Marketing and advertising features would be combined.

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

Manufacturing function will certainly stay component of marketing under marketing feature.

Lewis will separate herself from procedures.

An autonomous management style with worker empowerment will certainly be utilized in advertising and marketing department.

Open up door plan as well as focus on cross departmental interaction will certainly be aimed at eliminating dissonance.

Contingency plan.

If the combination does not exercise as prepared, a contingency strategy would certainly comply with which would separate the production feature from the marketing feature to lower the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing department without an SVP. In that case the production function will certainly be divided by placing it under an SVP manufacturing.