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I Paid A Bribe Dot Com Case Study Help

CASE ANALYSIS

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I Paid A Bribe Dot Com Case Study Solution

Background and Facts

I Paid A Bribe Dot Com an office materials seller for small and moderate sized businesses has recently been associated with preparing for a merging with its competitor Residence Deport, which has impacted efficiency degrees in departmentswith the senior supervisor associated with legal difficulties presented by the federal Profession Commission. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the present head of operations has been asked to take the role in the near future. With obstacles in the type of a potential social adjustment and also low worker spirits, the company requires a complete reengineering initiative at the advertising department.

Problem Statement
Porter's 5 Forces Analysis
The prospective social modification at the advertising and marketing division of I Paid A Bribe Dot Com is raising unpredictability in the workplace bring about various obstacles for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting calculated choices given that Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Profession Commission's treatment at the same time. Provided the fact that the store has a worldwide presence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations may have the ability to impact performance or critical objectives. Federal Profession Commission's antitrust match versus the merging took up important time of the organization's senior management suggesting that 'political' factors can have severe ramifications for a worldwide organisation.

Economic Factors: Financial factors such as the development of small companies in the international situation suggest that I Paid A Bribe Dot Com is flourishing in an environment where there is possible growth of services. In addition to this, reality that shop customers are mostly trying to find workplace materials for office recommends that the market has an increasing trend of business owners and home services.

Social factors: Social patterns in the economic climate show that customers are searching for benefit in addition to appealing costs. Marketing research demonstrates how the client for I Paid A Bribe Dot Com lacks recognition regarding discovering options which can use a mix of convenience and affordable.

Technical factors: Modern technology plays an important duty in I Paid A Bribe Dot Com's service approach especially as the company is piloting Innovation facilities which would certainly provide modern technology sales and also support in the kind of memory upgrades, outer installations. (Summary of INSECT in appendix 2).

OB Issues as well as Effects.

A number of underlying Organizational Habits concerns can be seen in I Paid A Bribe Dot Com's case as highlighted in this section.

Concerns about cultural adjustment: There is uneasiness concerning a cultural adjustment that would take place once Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Marketing with most of the personnel already showing unhappiness over this possible action. This predicted change has actually created stress in the work environment which has actually been paired with the previous tension of preparing the company for a possible merging with House Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is lack of workers that can match the difficult setting of a hectic company. Not just does this lead to problem in locating the best people, it puts stress on brand-new hires as can not endure the rate as well as stress that the organization anticipates them to birth.

Dual Coverage Lines: Newcomers locate this organizational society difficult and also tough to handle specifically as dotted line partnerships are suggested to be weak generally and also unbiased setting and also efficiency assessment is still done by the solid line manager. This suggests that beginners can lose quality concerning their particular roles and objectives particularly as populated line reporting does not keep them in direct communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles despite the fact that it had been hypothesized that the latter would certainly take Krasnow's position came as a blow to her spirits. Lewis might have been qualified and suitable for the task yet the fact that Kransnow's separation would make Coles a straight report to Lewis may have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Anxiety as well as insecurity can be identified as two significant issues that Lewis would certainly be taking care of especially as the merger has currently be terminated and also two elderly executives of the advertising department would be leaving. The entire obligation of the department would be falling on Lewis's shoulders that would certainly not simply supervise of brining about a cultural change but would additionally have to verify herself in her brand-new duty.

Incompatible Monitoring Design of Leader: Lewis's monitoring style and its conflict with the marketing division's function can also be seen as an OB obstacle specifically as she has actually been made use of to handling problems in the operations department where personnel are taught to focus on procedures as well as obtain them. The advertising and marketing division on the various other hand can be viewed as a team of people that are made use of to being supported by Krasnow that concentrated much more on outcome than processes.

Interdepartmental Differences: Interdepartmental differences between three divisions, advertising and marketing, merchandizing as well as procedures specifically over the allotment of the advertising and marketing mix can be recognized as an additional OB concern. The marketing division does not share the very same vision as the various other two divisions regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not concur over the marketing mix allocation among one an additional either.

Disintegration in Advertising Department: Disintegration between the advertising and marketing divisions can be recognized as one more OB issue which could require additional attention. The fact that the marketing and advertising areas in the advertising division are disconnected is stopping both divisions from obtaining from each various other's experience and also proficiency. Integration of advertising and marketing with merchandising and also operations would end up being more difficult if the marketing department itself is broken down which can be one more prospective OB issue.

I Paid A Bribe Dot Com Analysis

Different concepts have been utilized to describe the scenarios to obtain additional quality about the scenario available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that staffs are easy and lazy, have little passion and stand up to change. The situation at I Paid A Bribe Dot Com is not completely complying with Theory X, it can be seen that brand-new hires are discovering this atmosphere instead difficult which might at some point lead to a better disposition of the management towards Theory X. Also while assessing Lewis's monitoring design, theory X may have been ideal in the operations division to some extent however the Advertising department would certainly require reliance on Theory Y in order to get the creative thinking and creativity from the groups.

Tuckman's Team effort Theory: Regarding Lewis's worry concerning bringing consistency between the advertising and marketing department is concerned, this would originally result in conflict as discussed by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, during the first phase of team advancement, individuals might not bond, as they are hectic locating their place in the group. By integrating the marketing and advertising department's work, there might be the same initial disconnect which might result in the second stage of 'storming' where the groups test each other. It is only throughout the 3rd stage or 'norming' when they would come with each other to share ideas prior to the group can bring about harmony in the fourth phase 'executing'.

Bridges' Shift Version: As per William Bridge's theory (appendix 4), individuals are quite unpleasant with modification, which is evident by the circumstance at I Paid A Bribe Dot Com The scenario can be viewed as a normal course of life if is studied as per Bridge's theory where he clarifies that individuals undergo 3 phases of change when they experience change. 'Ending, shedding and Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they get in stage one therefore there may be feelings like unhappiness, uncertainty, irritation, anger, fear, rejection as well as disorientation.The circumstance at the marketing division of I Paid A Bribe Dot Com is comparable so Lewis can get comfy with the suggestion that it is not phenomenal actions. In the 2nd phase, there might be a need to link the void in between the new as well as old culture so Lewis may need to encounter this ordeal once Krasnow leaves. There may be reduced morale and also reduced productivity at this stage which need to not be taken as a setback. It is during this phase that Lewis will need to give support to the department to ensure that they can find a sense of direction. It can be seen exactly how Krasnow has currently made this transition much easier by making Lewis get associated with the division a year before his actual departure. Based on Bridges' Version, stage 3 will produce openness to discovering, High energy as well as dedication as people will certainly welcome the adjustment (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Hierarchy' (appendix 5) has goes over the importance of 'protection needs as being a lower degree need of a human for activating inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and also out of risk' is at the 2nd level of requirements. Before a staff member can be made to create emotionally, he needs to have his 'Physical 'and also 'Safety' needs fulfilled.

SWOT Analysis for I Paid A Bribe Dot Com Case Study



Implication of Analysis.

The OB analysis has actually considered numerous concepts to understand just how to manage the present circumstance at hand. The complying with three choices have actually been recommended to help Lewis manage the business challenges in the advertising department. Each of these options has been recommended for relieving the change needed to bring the advertising department according to the demands of the marketplace and also for making the social adjustment that would follow as soon as the existing leader leaves.

Assimilation of marketing and advertising functions. Separating Adverting and also Production functions. Combination of Advertising with Operations.

Assessment of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merging days has knowledge in business-to-business advertising and marketing along with company and also retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising and marketing to manage both advertising and advertising features.

The advantage of this method is that it will certainly integrate the two functions while minimizing the requirement for hiring an added resource for marketing. Lewis would certainly be heading the advertising and marketing department and also in any kind of case her replacement would certainly be required for the current role that she is carrying out. The negative aspect of this choice is that external hiring might produce resentment from internal workers who might be eying the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Provided the competitive stress and top quality work required from the advertising agency, it is recommended that Lewis should allow the production unit to be a different function from the advertising unit. Considering that a lot of ad agency had these two features as different units, it makes more feeling to follow the norm. Both features may be able to focus on their core activates more efficiently. Nevertheless, the disadvantage of this technique would certainly be that extra costs would certainly have to be birthed for establishing separate production functions. Along with this, a production head might have to be hired which can increase overheads for the company.

Combination of Marketing with Operations: Considering that Lewis is currently looking after the marketing and also operations divisions at the same time; it makes sense to incorporate both functions since she has been efficiently taking care of both ends. The fact that both departments already have significant differences over allocation of sources recommends that this assimilation may have the ability to bring about harmony particularly as Lewis would be heading both ends.However there are various negative aspects of this relocation particularly as it would put excessive concern over Lewis's shoulders. The truth that Lewis needs to adapt her monitoring style for the advertising and marketing department suggests that these 2 departments would certainly be culturally diverse. Lewis might not be able to use one kind of management style to both departments which can result in inefficiency in either one of the 2 features.

Suggestion.



An analysis of the 3 choices suggests that assimilation of advertising and marketing as well as procedures would not be a possible step as a result of the large differences in between the two divisions although that presently Lewis is handling both. While separation of the production function may have been a desirable relocation for the advertising and marketing department, the fact that it would certainly suggest placing a 3rd function under Lewis's wing suggests this must be prevented. The combination of the advertising and marketing division is the most effective option in regards to obtaining the optimum results from the department. An action prepare for this option is reviewed below.

Action Plan.
Recommendation
Lewis will certainly take over the role of EVP Advertising after Krasnow leaves.

Marketing and advertising functions would certainly be combined.

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

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

Lewis will separate herself from procedures.

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

Open up door plan as well as emphasis on cross department interaction will certainly be targeted at eliminating disharmony.

Contingency strategy.

If the assimilation does not exercise as planned, a backup strategy would certainly comply with which would separate the manufacturing feature from the marketing feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising division without an SVP. Because case the manufacturing feature will definitely be divided by placing it under an SVP manufacturing.