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Hewlett Packard Queensferry Telecommunications Division Case Study Solution

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Background and Facts

Hewlett Packard Queensferry Telecommunications Division a workplace products retailer for tiny and average sized services has just recently been involved in preparing for a merger with its rival House Deport, which has influenced efficiency levels in departmentswith the senior manager associated with lawful difficulties put forth by the government Trade Compensation. With the Advertising Head advancing the news of his departure from the company in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the future. With obstacles in the type of a prospective cultural adjustment and also reduced worker spirits, the organization is in need of a full reengineering initiative at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising and marketing division of Hewlett Packard Queensferry Telecommunications Division is increasing uncertainty in the working environment leading to different obstacles for the Jeannie Lewis that would be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting tactical choices given that Stapes Inc. needed to desert its plans of combining with Workplace Deport after the Federal Trade Compensation's intervention while doing so. Offered the fact that the shop has an international presence with branches in UK, USA, Canada as well as Germany, political consider each of these countries might be able to impact performance or strategic objectives. Federal Trade Compensation's antitrust fit against the merger occupied important time of the organization's elderly monitoring suggesting that 'political' factors can have severe ramifications for a worldwide business.

Economic Factors: Financial factors such as the appearance of small companies in the international scenario suggest that Hewlett Packard Queensferry Telecommunications Division is prospering in a setting where there is potential growth of services. Reality that store clients are mostly looking for office supplies for home workplaces recommends that the market has a rising trend of business owners and house based businesses.

Social factors: Social patterns in the economic situation reveal that consumers are looking for comfort as well as attractive rates. Market research shows how the customer for Hewlett Packard Queensferry Telecommunications Division does not have awareness about locating remedies which can supply a combination of convenience as well as inexpensive.

Technical factors: Innovation plays a crucial role in Hewlett Packard Queensferry Telecommunications Division's service strategy specifically as the organization is piloting Innovation facilities which would offer technology sales and also support in the type of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues and Manifestations.

A number of underlying Business Habits problems can be seen in Hewlett Packard Queensferry Telecommunications Division's case as highlighted in this section.

Uneasiness regarding cultural adjustment: There is uneasiness about a cultural adjustment that would certainly happen as soon as Todd Krasnow leaves from his placement as the Exec Vice President of Advertising with a lot of the team member currently revealing unhappiness over this potential step. This predicted change has developed stress in the workplace which has been combined with the previous tension of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Demanding Job Setting for Newcomers: There is scarcity of personnel that can match the difficult atmosphere of a hectic company. Not only does this result in difficulty in locating the right individuals, it places stress and anxiety on new hires as can not stand up to the rate and stress that the company expects them to bear.

Dual Coverage Lines: Beginners discover this organizational society difficult and also challenging to handle specifically as populated line partnerships are meant to be weak generally and unbiased setting and also performance analysis is still done by the solid line manager. This suggests that newbies might lose quality concerning their respective duties and also purposes specifically as populated line coverage does not keep them in direct communication with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles even though it had been hypothesized that the last would certainly take Krasnow's position came as an impact to her spirits. Lewis may have been capable and also ideal for the task but the fact that Kransnow's separation would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Work Insecurity: Anxiety and insecurity can be identified as two significant issues that Lewis would be dealing with specifically as the merger has actually currently be cancelled as well as two elderly executives of the advertising division would certainly be leaving. The entire obligation of the department would certainly be dropping on Lewis's shoulders that would certainly not simply be in charge of brining about a cultural change however would certainly also need to confirm herself in her new function.

Incompatible Management Style of Leader: Lewis's administration design as well as its incompatibility with the advertising department's role can likewise be viewed as an OB challenge especially as she has actually been utilized to dealing with concerns in the operations department where personnel are educated to focus on processes and get them right. The marketing division on the various other hand can be viewed as a group of individuals who are utilized to being supported by Krasnow who concentrated more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 departments, advertising, merchandizing as well as procedures specifically over the appropriation of the advertising mix can be determined as an additional OB concern. Although the advertising and marketing division does not share the same vision as the other 2 divisions relating to the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also operations divisions do not agree over the advertising and marketing mix allowance amongst each other either.

Disintegration in Advertising Division: Fragmentation in between the advertising and marketing departments can be determined as an additional OB problem which might need more interest. The reality that the marketing and advertising areas in the advertising and marketing division are detached is preventing both divisions from obtaining from each various other's experience and expertise. Assimilation of marketing with retailing and also operations would certainly come to be harder if the advertising and marketing department itself is degenerated which can be an additional possible OB issue.

Hewlett Packard Queensferry Telecommunications Division Analysis

Different theories have been made use of to discuss the situations to get additional clarity about the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors think that subordinates are easy and lazy, have little aspiration and withstand change. The circumstance at Hewlett Packard Queensferry Telecommunications Division is not totally following Theory X, it can be seen that new hires are finding this setting rather demanding which might eventually lead to a better disposition of the management towards Concept X. Also while evaluating Lewis's management design, concept X may have been ideal in the procedures department to some degree yet the Advertising and marketing division would certainly require dependence on Concept Y in order to get the imagination and creativity from the teams.

Tuckman's Teamwork Theory: As for Lewis's problem about bringing harmony in between the marketing and advertising division is concerned, this would at first cause conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, during the first stage of team growth, people might not bond, as they are busy locating their area in the group. By combining the marketing and advertising division's job, there may be the same initial detach which might result in the second stage of 'storming' where the teams challenge each other. It is just throughout the third phase or 'norming' when they would come with each other to share suggestions before the team can bring about synergy in the 4th phase 'performing'.

Bridges' Change Model: According To William Bridge's concept (appendix 4), people are rather uneasy with modification, which is noticeable by the circumstance at Hewlett Packard Queensferry Telecommunications Division The situation can be seen as a normal program of life if is examined as per Bridge's theory where he clarifies that individuals undergo three stages of transition when they experience adjustment. 'Ending, losing and also Releasing', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals are presented with modification, they enter stage one and so there might be feelings like sadness, uncertainty, aggravation, temper, anxiety, denial as well as disorientation.The scenario at the marketing department of Hewlett Packard Queensferry Telecommunications Division is similar so Lewis can get comfortable with the idea that it is not remarkable behavior. In the 2nd phase, there may be a demand to link the space between the brand-new as well as old society so Lewis may need to face this ordeal once Krasnow leaves. There might be reduced spirits and low productivity at this stage which ought to not be taken as a setback. It is during this stage that Lewis will certainly have to give advice to the department to make sure that they can locate a sense of direction. It can be seen exactly how Krasnow has already made this change much easier by making Lewis get involved in the department a year prior to his actual separation. According to Bridges' Version, stage three will produce visibility to learning, High energy and also commitment as individuals will certainly welcome the modification (Bridges, 2004).
Vrio Analysis
Maslow's Need power structure: The OB issue pertaining to insecurity at the workplace has actually been triggered first of all by the modification in management and second of all by the truth that the merger will no longer be started. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has discusses the value of 'protection requires as being a reduced level demand of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to feel safe and safe' is at the second level of requirements. Before an employee can be made to establish mentally, he requires to have his 'Physiological 'as well as 'Safety' requires met. This shows that unless the workers are made to feel protected about their existing employment 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



Effects of Analysis.

The OB analysis has actually looked at different theories to understand just how to manage the present scenario at hand. The complying with three alternatives have been suggested to assist Lewis handle the business challenges in the advertising division. Each of these options has been proposed for reducing the change required to bring the marketing department in accordance with the needs of the marketplace and for making the social adjustment that would certainly adhere to as soon as the existing leader leaves.

Integration of marketing and advertising features. Separating Adverting as well as Manufacturing functions. Combination of Advertising with Workflow.

Evaluation of Alternatives.

Assimilation of Marketing & Advertising Functions: The in-house marketing agency of Hewlett Packard Queensferry Telecommunications Division is already stamina for the organization in terms of saving up on overheads related to advertising and also promotion. Since no new employment has been done after Bridget Cole's separation with the coverage line being straight designated to Krasnow for the advertising feature, this is a desirable opportunity for integrating the advertising and marketing functions. Judith Shapiro who has actually earlier been spoken with by Lewis during the earlier merging days has know-how in business-to-business marketing together with agency and also retail advertising and marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to manage both marketing and advertising functions.

The advantage of this technique is that it will integrate both functions while lowering the need for hiring an additional source for advertising and marketing. Lewis would be heading the advertising division and in any kind of case her replacement would be needed for the present duty that she is carrying out. The downside of this choice is that exterior hiring may cause resentment from inner personnel who might be considering the placement of EVP after Lewis takes control of Krasnow's placement.

Dividing Adverting and also Production: Provided the competitive stress and top quality job needed from the ad agency, it is suggested that Lewis must permit the production unit to be a separate feature from the marketing device. Because the majority of advertising agencies had these 2 functions as separate units, it makes more feeling to adhere to the norm. Along with this, both features might be able to concentrate on their core activates extra effectively. Nevertheless, the downside of this technique would be that additional costs would have to be birthed for establishing different production functions. In addition to this, a production head might need to be worked with which might increase overheads for the organization.

Combination of Marketing with Operations: Considering that Lewis is currently dealing with the advertising and operations divisions at the same time; it makes sense to incorporate the two features because she has been efficiently dealing with both ends. The reality that the two departments already have major differences over allocation of resources recommends that this assimilation may have the ability to cause consistency especially as Lewis would be heading both ends.However there are different disadvantages of this move particularly as it would certainly place way too much concern over Lewis's shoulders. The fact that Lewis needs to adjust her management design for the marketing department suggests that these 2 divisions would be culturally varied. Lewis might not be able to apply one type of management design to both divisions which might result in inadequacy in either one of the 2 features.

Referral.



An examination of the 3 options shows that assimilation of advertising and also operations would not be a viable action due to the huge differences between the 2 departments regardless of the fact that currently Lewis is managing both. While splitting up of the manufacturing function may have been a desirable move for the advertising and marketing division, the fact that it would certainly imply placing a third feature under Lewis's wing indicates this ought to be stayed clear of.

Activity Plan.
Recommendation
Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

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

Lewis will divide herself from operations.

An autonomous management design with employee empowerment will certainly be used in advertising division.

Open up door policy and emphasis on cross department communication will be focused on getting rid of discord.

Contingency plan.

If the assimilation does not work out as planned, a contingency plan would certainly adhere to which would certainly divide the production function from the advertising feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. In that case the production feature will certainly be separated by putting it under an SVP production.