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Hawkeye Bancorporation Case Study Analysis

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Hawkeye Bancorporation Case Study Help

Background and Facts

Hawkeye Bancorporation a workplace materials store for tiny and also average sized organisations has lately been involved in planning for a merging with its competitor Residence Deport, which has affected performance degrees in departmentswith the senior manager involved in lawful problems put forth by the federal Profession Payment. With the Marketing Head putting forward the news of his departure from the business in one year, Jeannie Lewis, the present head of operations has actually been asked to take the duty in the near future. With obstacles in the kind of a prospective social modification as well as reduced worker spirits, the company is in need of a total reengineering effort at the advertising and marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural modification at the advertising department of Hawkeye Bancorporation is increasing uncertainty in the working environment 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 major duty in influencing tactical decisions given that Stapes Inc. needed to desert its strategies of combining with Workplace Deport after the Federal Profession Commission's treatment at the same time. Provided the reality that the shop has an international visibility with branches in UK, UNITED STATES, Canada and also Germany, political factors in each of these countries may be able to affect efficiency or critical objectives. Federal Profession Compensation's antitrust match against the merging used up beneficial time of the company's senior monitoring suggesting that 'political' factors can have severe effects for a worldwide business.

Economic Factors: Financial factors such as the introduction of small businesses in the worldwide circumstance recommend that Hawkeye Bancorporation is prospering in an environment where there is possible development of companies. In addition to this, truth that shop clients are mostly trying to find office supplies for office recommends that the marketplace has a climbing trend of entrepreneurs and online organisations.

Social factors: Social trends in the economic climate reveal that consumers are looking for benefit in addition to eye-catching costs. Marketing research demonstrates how the customer for Hawkeye Bancorporation does not have understanding concerning locating options which can use a combination of benefit and also low costs.

Technical factors: Innovation plays an important duty in Hawkeye Bancorporation's business method especially as the company is piloting Innovation centers which would certainly provide technology sales and also assistance in the type of memory upgrades, outer installations. (Summary of BUG in appendix 2).

OB Issues and Effects.

Numerous underlying Business Habits issues can be seen in Hawkeye Bancorporation's case as highlighted in this section.

Worries about cultural change: There is apprehension concerning a social change that would certainly occur once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with a lot of the employee already showing unhappiness over this prospective relocation. This anticipated change has created stress in the workplace which has actually been paired with the previous stress of preparing the firm for a prospective merging with Home Deport.
Pest Analysis
Difficult Work Atmosphere for Newcomers: There is scarcity of employees that can match the demanding environment of a busy organization. Not only does this result in problem in discovering the right people, it places stress on new hires as can not withstand the pace as well as stress that the organization anticipates them to bear.

Dual Coverage Lines: Newbies discover this business culture troublesome and difficult to deal with specifically as dotted line relationships are meant to be weak in general and unbiased setup as well as performance examination is still done by the solid line supervisor. This suggests that newbies might lose quality about their respective duties and objectives specifically as populated line reporting does not maintain them in straight interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor instead of Bridget Coles although it had been hypothesized that the last would certainly take Krasnow's placement came as a blow to her spirits. Lewis may have been qualified and also ideal for the task however the fact that Kransnow's separation would make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Task Instability: Fear and insecurity can be determined as 2 major problems that Lewis would be managing specifically as the merging has currently be terminated and also 2 elderly execs of the marketing department would be leaving. The whole obligation of the department would be dropping on Lewis's shoulders that would certainly not simply be in charge of brining concerning a cultural adjustment yet would certainly additionally need to verify herself in her brand-new duty.

Inappropriate Management Design of Leader: Lewis's administration design and its incompatibility with the advertising department's function can additionally be seen as an OB obstacle especially as she has been utilized to dealing with problems in the procedures division where workers are educated to concentrate on procedures and also obtain them. The advertising and marketing division on the various other hand can be viewed as a group of individuals that are utilized to being supported by Krasnow who focused more on output than procedures.

Interdepartmental Disagreements: Interdepartmental differences in between three departments, advertising, merchandizing and operations specifically over the allowance of the marketing mix can be determined as another OB issue. The advertising and marketing division does not share the very same vision as the various other 2 departments relating to the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing as well as operations departments do not agree over the advertising mix allocation amongst one another either.

Fragmentation in Advertising Department: Disintegration between the advertising and marketing departments can be recognized as one more OB problem which can require further focus. The truth that the marketing and advertising areas in the advertising department are detached is preventing both divisions from obtaining from each various other's experience and also proficiency. Assimilation of marketing with retailing as well as operations would certainly become more difficult if the advertising division itself is degenerated which can be another potential OB concern.

Hawkeye Bancorporation Analysis

Numerous theories have been utilized to describe the conditions to get further clearness about the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers believe that staffs are easy and careless, have little ambition and also withstand adjustment. The scenario at Hawkeye Bancorporation is not completely adhering to Concept X, it can be seen that new hires are discovering this setting instead demanding which might at some point lead to a higher disposition of the management towards Concept X. Even while analyzing Lewis's management design, theory X might have been suitable in the operations division to some extent however the Marketing department would need reliance on Concept Y in order to get the imagination and creativity from the groups.

Tuckman's Synergy Concept: As far as Lewis's concern regarding bringing consistency between the marketing and advertising and marketing department is worried, this would initially lead to clash as talked about by Bruce Tuckman in his 'Team effort Theory'. By combining the marketing as well as advertising division's job, there may be the exact same first separate which might lead to the 2nd stage of 'storming' where the groups challenge one another.

When individuals are offered with modification, they enter stage one and also so there might be emotions like despair, unpredictability, stress, temper, anxiety, denial and disorientation.The scenario at the marketing department of Hawkeye Bancorporation is comparable so Lewis can get comfy with the concept that it is not extraordinary habits. It is throughout this stage that Lewis will have to offer advice to the department so that they can locate a sense of instructions. It can be seen just how Krasnow has currently made this change less complicated by making Lewis obtain involved in the department a year prior to his actual separation.
Vrio Analysis
Maslow's Demand pecking order: The OB issue pertaining to insecurity at the workplace has actually been activated first of all by the modification in administration and secondly by the truth that the merger will no more be launched. Abraham Maslow in his Concept of 'Demands Hierarchy' (appendix 5) has goes over the value of 'safety needs as being a reduced level requirement of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel protected and also untouched' goes to the 2nd degree of needs. Before an employee can be made to establish psychologically, he requires to have his 'Physiological 'and 'Safety' needs satisfied. This shows that unless the workers are made to really feel safe regarding their present work standing in Hawkeye Bancorporation they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Hawkeye Bancorporation Case Study



Effects of Analysis.

The OB analysis has considered numerous concepts to recognize just how to deal with the existing situation handy. The adhering to 3 choices have actually been suggested to assist Lewis handle the business obstacles in the marketing department. Each of these alternatives has been suggested for easing the change needed to bring the advertising and marketing division according to the needs of the market and also for making the social adjustment that would certainly comply with when the existing leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting and also Production features. Combination of Advertising And Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis during the earlier merging days has knowledge in business-to-business marketing along with agency and also retail advertising and marketing experience. When Krasnow leaves, Lewis can work with Shapiro as an EVP for marketing to take care of both marketing as well as marketing features.

The benefit of this technique is that it will incorporate the two functions while decreasing the requirement for employing an added resource for advertising. Lewis would certainly be heading the advertising department and also in any type of case her replacement would certainly be needed for the existing role that she is executing. The negative aspect of this alternative is that outside hiring may produce animosity from interior workers that might be looking at the position of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and also Manufacturing: Offered the affordable pressures as well as excellent quality job needed from the ad agency, it is recommended that Lewis should enable the production system to be a separate feature from the advertising and marketing unit. Considering that a lot of ad agency had these two features as different units, it makes even more sense to follow the standard. Both functions may be able to focus on their core turns on more effectively. The drawback of this approach would certainly be that additional prices would have to be borne for establishing up different production features. A manufacturing head might have to be worked with which can raise overheads for the organization.

Assimilation of Marketing with Procedures: Because Lewis is already looking after the advertising and marketing as well as procedures divisions all at once; it makes good sense to integrate both features considering that she has actually been efficiently caring for both ends. The fact that the two divisions already have major differences over allotment of resources suggests that this assimilation may be able to produce consistency specifically as Lewis would be heading both ends.However there are numerous downsides of this step specifically as it would put excessive worry over Lewis's shoulders. The fact that Lewis has to adjust her management style for the advertising and marketing division suggests that these two departments would be culturally varied. Along with this, Lewis may not be able to apply one type of management style to both departments which could cause ineffectiveness in either one of both features.

Suggestion.



An evaluation of the three alternatives shows that assimilation of marketing and procedures would not be a practical move due to the vast distinctions between the two departments although that currently Lewis is handling both. While separation of the manufacturing function might have been a positive action for the advertising division, the truth that it would certainly suggest positioning a third function under Lewis's wing indicates this must be stayed clear of. The assimilation of the advertising and marketing division is the best choice in terms of getting the optimum arise from the division. An activity prepare for this option is gone over listed below.

Activity Strategy.
Recommendation
Lewis will certainly take over the function of EVP Advertising and marketing 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 feature will certainly remain component of advertising and marketing under advertising and marketing function.

Lewis will divide herself from operations.

A democratic leadership design with staff member empowerment will be used in marketing department.

Open door policy as well as emphasis on cross department interaction will be aimed at removing dissonance.

Contingency strategy.

If the combination does not exercise as intended, a contingency plan would certainly follow which would divide the production feature from the marketing feature to lower the load 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 definitely be divided by placing it under an SVP manufacturing.