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Hewlett Packard Queensferry Telecommunications Division Case Study Analysis

Background and Facts

Hewlett Packard Queensferry Telecommunications Division an office products merchant for little and moderate sized companies has just recently been associated with planning for a merging with its rival Home Deport, which has affected efficiency levels in departmentswith the elderly supervisor involved in legal issues presented by the federal Profession Payment. With the Advertising Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the future. With difficulties in the form of a possible social change and low staff member spirits, the company requires a full reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural modification at the advertising department of Hewlett Packard Queensferry Telecommunications Division is boosting unpredictability in the working environment bring about various difficulties for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in influencing strategic decisions since Stapes Inc. needed to abandon its strategies of combining with Office Deport after the Federal Profession Payment's treatment while doing so. Provided the fact that the store has an international existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries might have the ability to impact efficiency or critical goals. Federal Profession Payment's antitrust suit against the merger occupied useful time of the organization's senior administration suggesting that 'political' factors can have serious ramifications for an international company.

Economic Factors: Financial factors such as the emergence of local business in the international situation suggest that Hewlett Packard Queensferry Telecommunications Division is growing in a setting where there is prospective development of services. In addition to this, truth that shop customers are mostly searching for workplace products for home offices recommends that the marketplace has an increasing trend of business owners and also home businesses.

Social factors: Social fads in the economic situation reveal that consumers are looking for benefit as well as eye-catching costs. Marketing research demonstrates how the client for Hewlett Packard Queensferry Telecommunications Division lacks understanding concerning locating options which can use a mix of comfort and also low costs.

Technical factors: Modern technology plays an essential function in Hewlett Packard Queensferry Telecommunications Division's company method particularly as the company is piloting Modern technology facilities which would certainly use technology sales as well as assistance in the form of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and Effects.

Numerous underlying Business Actions issues can be seen in Hewlett Packard Queensferry Telecommunications Division's case as highlighted in this area.

Worries about social adjustment: There is uneasiness about a cultural adjustment that would certainly take place when Todd Krasnow leaves from his position as the Exec Vice Head Of State of Marketing with the majority of the team member already showing discontent over this potential move. This anticipated modification has actually developed stress and anxiety in the office which has actually been paired with the past anxiety of preparing the company for a potential merger with Home Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is shortage of workers that can match the demanding setting of a hectic company. Not only does this lead to trouble in discovering the appropriate people, it puts stress on brand-new hires as can not withstand the speed and also pressure that the company anticipates them to bear.

Dual Coverage Lines: Novices find this organizational society troublesome and hard to cope with particularly as dotted line relationships are implied to be weaker as a whole and unbiased setting as well as efficiency examination is still done by the strong line manager. This indicates that newcomers might shed clarity regarding their corresponding functions and goals specifically as dotted line reporting does not keep them in straight interaction with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles although it had been hypothesized that the latter would take Krasnow's setting came as a blow to her spirits. Lewis might have been capable and ideal for the job yet the truth that Kransnow's separation would make Coles a direct report to Lewis may have been the reason for Coles' resignation from solutions.

Fear & Task Instability: Anxiety as well as insecurity can be identified as two major issues that Lewis would certainly be managing especially as the merger has now be cancelled and also two elderly execs of the marketing division would certainly be leaving. The whole obligation of the department would be falling on Lewis's shoulders that would not just be in charge of brining regarding a social modification however would additionally need to show herself in her new role.

Inappropriate Monitoring Style of Leader: Lewis's administration design and its conflict with the advertising department's duty can likewise be seen as an OB difficulty specifically as she has actually been made use of to handling problems in the operations department where personnel are instructed to focus on processes and also obtain them. The marketing division on the other hand can be seen as a team of people that are utilized to being nurtured by Krasnow that focused much more on outcome than procedures.

Interdepartmental Disagreements: Interdepartmental disagreements between three departments, advertising, merchandizing and procedures respectively over the allotment of the advertising mix can be determined as another OB worry. Although the advertising division does not share the same vision as the other two departments pertaining to the aloocation of the advertising and marketing mix twoards promotions and advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix appropriation among each other either.

Disintegration in Marketing Division: Disintegration between the advertising and marketing departments can be determined as an additional OB problem which can need further attention. The truth that the advertising and marketing sections in the advertising department are disconnected is stopping both divisions from gaining from each various other's experience and also know-how. Assimilation of marketing with merchandising and operations would become harder if the advertising division itself is disintegrated which can be an additional potential OB issue.

Hewlett Packard Queensferry Telecommunications Division Analysis

Various concepts have actually been utilized to discuss the conditions to obtain more clearness about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of managers think that subordinates are easy as well as lazy, have little aspiration as well as resist modification. The situation at Hewlett Packard Queensferry Telecommunications Division is not entirely adhering to Concept X, it can be seen that brand-new hires are finding this environment rather stressful which may at some point lead to a better inclination of the administration towards Concept X. Also while evaluating Lewis's management design, theory X might have been ideal in the operations division to some extent yet the Advertising and marketing division would certainly require dependence on Concept Y in order to obtain the creative thinking and creativity from the teams.

Tuckman's Team effort Theory: As for Lewis's concern regarding bringing consistency in between the marketing and advertising department is worried, this would at first lead to conflict as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, throughout the preliminary phase of team advancement, people might not bond, as they are hectic locating their area in the team. By combining the advertising and marketing department's job, there may be the same initial separate which could bring about the second stage of 'storming' where the teams test each other. It is just during the 3rd stage or 'norming' when they would come together to share ideas prior to the team can bring about harmony in the fourth phase 'doing'.

When people are presented with change, they go into stage one and so there might be emotions like unhappiness, uncertainty, irritation, anger, worry, rejection and disorientation.The scenario at the advertising division of Hewlett Packard Queensferry Telecommunications Division is comparable so Lewis can obtain comfortable with the idea that it is not extraordinary behavior. It is during this phase that Lewis will have to provide assistance to the department so that they can discover a sense of instructions. It can be seen exactly how Krasnow has actually already made this change much easier by making Lewis obtain included in the division a year prior to his actual departure.
Vrio Analysis
Maslow's Demand hierarchy: The OB concern pertaining to insecurity at the work environment has been set off first of all by the adjustment in management and also secondly by the fact that the merger will certainly no more be started. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has discusses the value of 'protection requires as being a lower degree need of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to really feel safe and secure and out of danger' is at the 2nd level of needs. Prior to a staff member can be made to establish mentally, he needs to have his 'Physiological 'and 'Safety' needs met. This indicates that unless the personnel are made to really feel safe and secure about their current work standing in Hewlett Packard Queensferry Telecommunications Division they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Hewlett Packard Queensferry Telecommunications Division Case Study

Implication of Analysis.

The OB analysis has looked at different theories to comprehend just how to handle the existing circumstance available. The following 3 alternatives have been suggested to help Lewis handle the organizational challenges in the advertising and marketing department. Each of these alternatives has been proposed for alleviating the change needed to bring the advertising division according to the needs of the market as well as for making the cultural change that would adhere to once the present leader leaves.

Integration of marketing and advertising features. Dividing Adverting as well as Manufacturing features. Integration of Advertising And Marketing with Procedures.

Evaluation of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has expertise in business-to-business advertising along with firm and retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and marketing as well as marketing features.

The advantage of this method is that it will incorporate the two functions while decreasing the demand for hiring an additional source for advertising. Lewis would certainly be heading the marketing division and in any type of case her replacement would be required for the current duty that she is executing. The drawback of this alternative is that outside hiring might cause bitterness from inner workers that may be considering the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Manufacturing: Provided the affordable stress and high quality job needed from the advertising agency, it is recommended that Lewis must allow the production system to be a separate function from the advertising and marketing unit. Considering that many advertising companies had these 2 features as separate devices, it makes more sense to comply with the standard.

Integration of Advertising And Marketing with Procedures: Given that Lewis is currently looking after the marketing as well as operations departments concurrently; it makes sense to incorporate both functions 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 recommends that this combination may have the ability to produce consistency especially as Lewis would certainly be heading both ends.However there are different drawbacks of this relocation especially as it would place way too much burden over Lewis's shoulders. The reality that Lewis has to adjust her administration style for the marketing division suggests that these 2 divisions would certainly be culturally varied. Lewis might not be able to use one type of management style to both departments which could result in inadequacy in either one of the two features.


An examination of the three options shows that integration of advertising and marketing and operations would not be a viable action due to the vast differences in between the two departments regardless of the fact that currently Lewis is managing both. While separation of the manufacturing feature might have been a favorable step for the advertising division, the truth that it would suggest positioning a 3rd function under Lewis's wing indicates this need to be avoided.

Activity Strategy.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Production function will certainly continue to be component of advertising under marketing feature.

Lewis will divide herself from procedures.

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

Open up door policy and emphasis on cross department interaction will be aimed at getting rid of dissonance.

Contingency plan.

If the integration does not work out as prepared, a contingency plan would follow which would separate the manufacturing function from the marketing function to lower the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will be heading the marketing department without an SVP. Because case the manufacturing feature will definitely be divided by putting it under an SVP manufacturing.