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Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution Case Study Help

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Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution Case Study Help

Background and Facts

Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution a workplace products seller for small and average sized services has recently been involved in preparing for a merger with its rival Residence Deport, which has affected efficiency degrees in departmentswith the elderly supervisor associated with legal problems presented by the federal Trade Payment. With the Advertising and marketing Head advancing the news of his departure from the business in one year, Jeannie Lewis, the existing head of operations has been asked to take the role in the near future. With difficulties in the form of a possible cultural change as well as reduced employee morale, the organization wants a total reengineering effort at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural change at the advertising department of Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution is raising unpredictability in the working environment causing numerous obstacles for the Jeannie Lewis that would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in impacting critical decisions because Stapes Inc. needed to desert its plans of combining with Office Deport after the Federal Profession Payment's treatment at the same time. Offered the truth that the store has a global existence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these nations might be able to influence efficiency or critical objectives. Federal Profession Compensation's antitrust match against the merging took up important time of the company's elderly monitoring recommending that 'political' factors can have major effects for an international company.

Economic Factors: Financial factors such as the emergence of small companies in the global situation suggest that Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution is prospering in an atmosphere where there is potential development of services. Reality that shop customers are primarily looking for office products for house workplaces recommends that the market has an increasing pattern of entrepreneurs and residence based companies.

Social factors: Social fads in the economic situation show that clients are seeking convenience in addition to attractive costs. Marketing research shows how the customer for Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution does not have understanding regarding discovering solutions which can supply a combination of ease and inexpensive.

Technical factors: Technology plays an essential duty in Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution's company approach especially as the company is piloting Innovation facilities which would certainly use innovation sales as well as support in the kind of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues as well as Symptoms.

Numerous underlying Business Habits problems can be seen in Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution's case as highlighted in this section.

Apprehensions regarding cultural adjustment: There is uneasiness about a cultural change that would occur as soon as Todd Krasnow leaves from his position as the Executive Vice President of Marketing with a lot of the staff members currently revealing discontent over this prospective step. This expected change has actually developed stress in the workplace which has actually been combined with the past tension of preparing the company for a prospective merging with Residence Deport.
Pest Analysis
Difficult Job Setting for Newcomers: There is scarcity of workers that can match the demanding setting of a fast-paced organization. Not just does this cause problem in finding the right people, it puts stress on new hires as can not hold up against the speed and stress that the company anticipates them to birth.

Twin Reporting Lines: Beginners locate this organizational culture cumbersome and also difficult to manage especially as dotted line connections are indicated to be weaker as a whole as well as unbiased setup as well as efficiency examination is still done by the solid line manager. This indicates that newbies might lose quality about their particular functions and objectives especially as dotted line reporting does not keep them in straight interaction with the strong line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been qualified and appropriate for the work but the fact that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Worry & Job Insecurity: Fear and also insecurity can be recognized as 2 significant issues that Lewis would certainly be taking care of especially as the merger has actually currently be cancelled and 2 elderly executives of the advertising and marketing division would be leaving. The entire responsibility of the department would be dropping on Lewis's shoulders who would not simply be in charge of brining about a social adjustment yet would certainly additionally need to show herself in her new function.

Incompatible Administration Design of Leader: Lewis's management design as well as its conflict with the marketing department's function can also be seen as an OB difficulty particularly as she has actually been used to dealing with problems in the procedures department where personnel are taught to concentrate on processes and also get them right. The advertising and marketing department on the other hand can be seen as a team of people who are utilized to being nurtured by Krasnow that concentrated a lot more on outcome than procedures.

Interdepartmental Arguments: Interdepartmental disputes in between three departments, advertising, merchandizing as well as procedures specifically over the allowance of the advertising mix can be determined as an additional OB concern. Although the marketing department does not share the exact same vision as the various other two divisions regarding the aloocation of the marketing mix twoards promotions and advertsing, the merchandizing and also procedures divisions do not concur over the advertising mix allocation among one another either.

Disintegration in Marketing Division: Disintegration in between the marketing and advertising departments can be identified as an additional OB issue which might require further attention. The truth that the marketing and advertising sections in the advertising division are separated is stopping both divisions from getting from each various other's experience and competence. Assimilation of advertising with merchandising as well as operations would come to be harder if the advertising and marketing division itself is degenerated which can be another possible OB worry.

Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution Analysis

Different theories have been utilized to describe the circumstances to get further clearness concerning the circumstance available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, many supervisors believe that staffs are passive and also lazy, have little passion as well as resist adjustment. The hard variation of this theory stressed threat, tight controls, threats and also punishments. With time it generates reduced productivity, subtle sabotage and competition (Deal, 2003). The circumstance at Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution is not totally adhering to Concept X, it can be seen that new hires are discovering this environment instead difficult which may eventually lead to a better disposition of the monitoring towards Theory X. Based on McGregor's promoted sight, which he called Theory Y, the necessary task of the administration is to arrange organizational conditions to ensure that individuals can attain their very own objectives best by directing their initiatives towards business incentives. If people locate no contentment in their job, the management would have little option yet to rely upon theory X and external control (Bargain, 2003). Also while examining Lewis's monitoring style, theory X might have appropriated in the operations division somewhat yet the Advertising and marketing department would certainly need dependence on Theory Y so as to get the creative thinking and also originality from the teams.

Tuckman's Teamwork Concept: As far as Lewis's worry about bringing consistency in between the advertising as well as marketing department is concerned, this would at first lead to clash as discussed by Bruce Tuckman in his 'Team effort Concept'. By integrating the marketing and also advertising department's job, there may be the same preliminary detach which might lead to the second stage of 'storming' where the teams challenge one another.

When individuals are offered with adjustment, they get in phase one and also so there might be emotions like unhappiness, uncertainty, stress, rage, fear, rejection and disorientation.The scenario at the advertising department of Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution is similar so Lewis can get comfortable with the idea that it is not extraordinary behavior. It is during this phase that Lewis will have to provide guidance to the department so that they can find a feeling of direction. It can be seen how Krasnow has actually currently made this shift less complicated by making Lewis get included in the department a year before his real departure.
Vrio Analysis
Maslow's Demand power structure: The OB issue related to instability at the work environment has been set off to start with by the modification in administration and secondly by the reality that the merger will no longer be started. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has talks about the relevance of 'safety and security requires as being a lower degree demand of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to feel protected and untouched' goes to the second degree of needs. Prior to an employee can be made to develop psychologically, he needs to have his 'Physical 'as well as 'Safety and security' needs met. This suggests that unless the workers are made to feel safe and secure regarding their current work status in Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution Case Study



Implication of Analysis.

The OB analysis has checked out various concepts to understand how to handle the existing situation available. The complying with 3 choices have been recommended to assist Lewis handle the organizational challenges in the advertising and marketing department. Each of these alternatives has actually been recommended for alleviating the transition required to bring the advertising department according to the demands of the market and for making the cultural modification that would certainly adhere to as soon as the current leader leaves.

Combination of marketing and advertising features. Dividing Adverting as well as Production features. Assimilation of Advertising And Marketing with Operations.

Analysis of Alternatives.

Assimilation of Marketing & Advertising And Marketing Functions: The in-house marketing agency of Hkcaa Organizational Change And Re Positioning Of A Quasi Government Institution is already toughness for the company in regards to conserving up on expenses related to advertising and promo. Considering that no new recruitment has been done after Bridget Cole's departure with the coverage line being directly appointed to Krasnow for the marketing feature, this is a desirable opportunity for incorporating the advertising and marketing features. Judith Shapiro who has earlier been talked to by Lewis during the earlier merger days has knowledge in business-to-business advertising and marketing in addition to agency as well as retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and marketing features.

The advantage of this technique is that it will incorporate the two features while decreasing the need for working with an extra source for advertising. Lewis would certainly be heading the marketing department as well as in any type of case her replacement would certainly be needed for the present role that she is performing. The drawback of this option is that external hiring may produce bitterness from inner workers that might be eying the position of EVP after Lewis takes over Krasnow's setting.

Separating Adverting and Manufacturing: Provided the competitive pressures and also high quality work needed from the advertising agency, it is advised that Lewis must permit the production unit to be a different feature from the marketing system. Given that a lot of marketing firms had these 2 functions as separate units, it makes more feeling to follow the norm.

Assimilation of Advertising with Operations: Since Lewis is currently looking after the advertising and also procedures divisions concurrently; it makes good sense to integrate both features since she has been effectively looking after both ends. The truth that the two departments already have major differences over allotment of sources suggests that this combination might have the ability to produce consistency particularly as Lewis would be heading both ends.However there are various downsides of this action specifically as it would certainly place excessive worry over Lewis's shoulders. The truth that Lewis has to adapt her administration style for the advertising and marketing department suggests that these 2 divisions would be culturally varied. In addition to this, Lewis may not have the ability to apply one sort of management design to both divisions which might cause inefficiency in either among both functions.

Recommendation.



An examination of the three options indicates that assimilation of advertising and marketing and also operations would certainly not be a possible move due to the substantial distinctions between the two departments regardless of the reality that presently Lewis is taking care of both. While separation of the production function might have been a desirable relocation for the advertising and marketing department, the fact that it would certainly indicate positioning a 3rd feature under Lewis's wing suggests this ought to be prevented.

Activity Strategy.
Recommendation
Lewis will take control of the function of EVP Marketing after Krasnow leaves.

Advertising and Marketing functions would certainly be combined.

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

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

Lewis will separate herself from operations.

An autonomous management design with employee empowerment will certainly be made use of in marketing division.

Open up door plan and emphasis on cross departmental interaction will certainly be focused on removing dissonance.

Backup plan.

If the integration does not exercise as intended, a backup plan would certainly adhere to which would certainly separate the manufacturing function from the advertising function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will certainly be heading the marketing division without an SVP. In that case the production feature will most definitely be divided by putting it under an SVP manufacturing.