Indus Towers Collaborating With Competitors On Infrastructure Case Study Analysis


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Indus Towers Collaborating With Competitors On Infrastructure Case Study Analysis

Background and Facts

Indus Towers Collaborating With Competitors On Infrastructure an office supplies store for little and also moderate sized companies has actually just recently been involved in planning for a merger with its competitor House Deport, which has actually affected performance degrees in departmentswith the senior supervisor involved in legal complications put forth by the government Trade Compensation. With the Advertising Head putting forward the information of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the future. With difficulties in the form of a prospective cultural modification and low staff member spirits, the company wants a complete reengineering initiative at the advertising division.

Trouble Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising and marketing department of Indus Towers Collaborating With Competitors On Infrastructure is raising unpredictability in the working environment causing various difficulties 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 duty in influencing strategic decisions since Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's treatment in the process. Given the fact that the shop has a global existence with branches in UK, USA, Canada as well as Germany, political consider each of these countries may be able to influence performance or critical goals. Federal Trade Compensation's antitrust fit against the merger used up valuable time of the organization's senior monitoring suggesting that 'political' factors can have significant effects for an international organisation.

Economic Factors: Economic factors such as the appearance of small businesses in the worldwide scenario recommend that Indus Towers Collaborating With Competitors On Infrastructure is flourishing in an atmosphere where there is possible development of services. Truth that store clients are mainly looking for office products for house offices suggests that the market has a climbing fad of business owners and also residence based businesses.

Social factors: Social patterns in the economic climate show that clients are trying to find convenience in addition to appealing costs. Marketing research shows how the consumer for Indus Towers Collaborating With Competitors On Infrastructure lacks understanding about locating services which can provide a mix of ease and also inexpensive.

Technical factors: Modern technology plays a crucial role in Indus Towers Collaborating With Competitors On Infrastructure's company approach specifically as the organization is piloting Innovation centers which would certainly use modern technology sales as well as support in the form of memory upgrades, outer installations. (Recap of BUG in appendix 2).

OB Issues and Manifestations.

Several underlying Business Actions issues can be seen in Indus Towers Collaborating With Competitors On Infrastructure's case as highlighted in this section.

Worries concerning cultural change: There is concern concerning a cultural adjustment that would certainly take place once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising with most of the team member already revealing unhappiness over this potential move. This predicted change has actually produced anxiety in the work environment which has actually been combined with the past stress and anxiety of preparing the company for a possible merging with House Deport.
Pest Analysis
Demanding Task Atmosphere for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a fast-paced organization. Not only does this lead to trouble in finding the appropriate individuals, it places stress and anxiety on new hires as can not stand up to the rate and also pressure that the organization expects them to bear.

Dual Coverage Lines: Newbies find this organizational culture difficult and also hard to manage particularly as dotted line connections are meant to be weak as a whole and also objective setting and performance analysis is still done by the strong line supervisor. This means that beginners could shed quality about their particular roles as well as goals especially as dotted line coverage does not keep them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower rather than Bridget Coles despite the fact that it had actually been hypothesized that the latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis may have been capable as well as ideal for the task yet the fact that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from solutions.

Worry & Job Instability: Concern and also insecurity can be recognized as two significant concerns that Lewis would certainly be handling particularly as the merging has currently be terminated as well as two elderly executives of the advertising division would certainly be leaving. The entire responsibility of the division would certainly be dropping on Lewis's shoulders who would certainly not simply be in charge of brining concerning a cultural modification yet would certainly also need to confirm herself in her new duty.

Incompatible Monitoring Design of Leader: Lewis's monitoring design as well as its incompatibility with the marketing division's duty can likewise be seen as an OB difficulty specifically as she has been made use of to managing problems in the procedures division where workers are instructed to concentrate on procedures and obtain them. The marketing division on the various other hand can be viewed as a team of individuals that are used to being nurtured by Krasnow that focused extra on output than procedures.

Interdepartmental Arguments: Interdepartmental arguments between three departments, advertising, merchandizing and also procedures respectively over the appropriation of the advertising and marketing mix can be determined as one more OB concern. The advertising and marketing division does not share the exact same vision as the various other two departments regarding the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing and also procedures departments do not concur over the advertising mix allocation among one another either.

Fragmentation in Advertising And Marketing Department: Fragmentation in between the advertising and marketing departments can be recognized as another OB concern which might require additional focus. The fact that the marketing and advertising sections in the marketing department are detached is preventing both divisions from obtaining from each other's experience as well as expertise. Combination of advertising and marketing with retailing and operations would become more difficult if the advertising and marketing division itself is broken down which can be another possible OB worry.

Indus Towers Collaborating With Competitors On Infrastructure Analysis

Numerous theories have been utilized to clarify the conditions to get more quality regarding the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of supervisors think that subordinates are easy and also careless, have little passion as well as stand up to modification. The difficult variation of this concept emphasized threat, limited controls, hazards and punishments. Over time it creates reduced performance, subtle sabotage and also competition (Offer, 2003). The circumstance at Indus Towers Collaborating With Competitors On Infrastructure is not entirely following Theory X, it can be seen that new hires are discovering this atmosphere rather difficult which might at some point lead to a better disposition of the administration towards Concept X. According to McGregor's advocated view, which he called Theory Y, the crucial task of the management is to organize organizational conditions to ensure that people can attain their own objectives best by routing their efforts in the direction of business rewards. If individuals discover no satisfaction in their job, the administration would have little option but to rely on concept X as well as outside control (Offer, 2003). Also while evaluating Lewis's management design, concept X may have been suitable in the operations division somewhat but the Advertising and marketing division would need dependence on Concept Y to get the creative thinking and also originality from the teams.

Tuckman's Synergy Theory: As much as Lewis's worry concerning bringing harmony between the advertising and advertising and marketing division is concerned, this would at first lead to contrast as gone over by Bruce Tuckman in his 'Synergy Theory'. By incorporating the marketing and also advertising division's job, there may be the exact same first disconnect which might lead to the second phase of 'storming' where the groups challenge one an additional.

Bridges' Transition Model: According To William Bridge's concept (appendix 4), individuals are fairly awkward with change, which is apparent by the circumstance at Indus Towers Collaborating With Competitors On Infrastructure The situation can be viewed as a regular course of life if is studied according to Bridge's theory where he describes that individuals experience 3 phases of shift when they experience change. 'Closing, shedding as well as Letting go', The Neutral Zone and 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they enter stage one therefore there may be emotions like sadness, unpredictability, disappointment, temper, concern, rejection as well as disorientation.The circumstance at the advertising and marketing department of Indus Towers Collaborating With Competitors On Infrastructure is comparable so Lewis can get comfy with the concept that it is not extraordinary actions. In the second phase, there might be a demand to bridge the void between the brand-new and also old society so Lewis may need to encounter this ordeal when Krasnow leaves. There may be reduced spirits as well as low efficiency at this stage which must not be taken as a problem. It is during this stage that Lewis will certainly have to provide guidance to the division to make sure that they can locate a sense of direction. It can be seen how Krasnow has currently made this change much easier by making Lewis obtain involved in the division a year before his actual departure. According to Bridges' Design, stage three will certainly produce visibility to knowing, High power as well as dedication as people will welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has discusses the relevance of 'protection needs as being a reduced degree requirement of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see how 'the need to feel protected and out of danger' is at the second degree of demands. Before a worker can be made to develop psychologically, he needs to have his 'Physical 'and 'Safety and security' needs satisfied.

SWOT Analysis for Indus Towers Collaborating With Competitors On Infrastructure Case Study

Implication of Analysis.

The OB analysis has actually taken a look at numerous theories to recognize how to cope with the current situation available. The complying with three alternatives have actually been proposed to aid Lewis deal with the business obstacles in the advertising division. Each of these alternatives has been proposed for reducing the shift needed to bring the marketing department in line with the requirements of the marketplace and for making the cultural change that would certainly follow when the existing leader leaves.

Assimilation of advertising and marketing features. Separating Adverting as well as Production features. Combination of Advertising with Workflow.

Examination of Alternatives.

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

The benefit of this strategy is that it will certainly incorporate both functions while decreasing the need for working with an additional resource for marketing. Lewis would certainly be heading the advertising and marketing division and also in any case her replacement would certainly be needed for the present role that she is doing. The drawback of this choice is that outside hiring might cause bitterness from inner employees who might be eying the setting of EVP after Lewis takes over Krasnow's position.

Separating Adverting and also Manufacturing: Given the affordable pressures and also premium quality work called for from the ad agency, it is suggested that Lewis needs to enable the manufacturing system to be a separate feature from the advertising and marketing device. Given that most advertising agencies had these 2 features as separate devices, it makes even more feeling to comply with the norm. Both functions might be able to focus on their core activates more efficiently. However, the negative aspect of this strategy would be that additional expenses would certainly have to be birthed for establishing different production functions. A production head might have to be employed which could enhance expenses for the company.

Combination of Advertising with Procedures: Given that Lewis is already taking treatment of the advertising as well as operations departments simultaneously; it makes feeling to integrate the two functions because she has actually been successfully taking treatment of both ends. The truth that Lewis has to adjust her management design for the advertising department suggests that these two divisions would be culturally varied.


An examination of the 3 choices indicates that combination of advertising and marketing and operations would certainly not be a feasible action due to the substantial distinctions in between the two divisions in spite of the reality that presently Lewis is taking care of both. While separation of the production function may have been a positive relocation for the marketing department, the truth that it would certainly suggest putting a 3rd function under Lewis's wing indicates this ought to be stayed clear of.

Activity Plan.
Lewis will certainly take over the role 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 feature will certainly remain part of advertising under advertising feature.

Lewis will divide herself from procedures.

A democratic management design with employee empowerment will certainly be made use of in advertising division.

Open door policy and also focus on cross departmental interaction will be aimed at eliminating disharmony.

Contingency strategy.

If the assimilation does not exercise as prepared, a contingency strategy would comply with which would certainly divide the manufacturing function from the advertising and marketing feature to decrease the lots on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising division without an SVP. In that case the manufacturing function will most definitely be divided by positioning it under an SVP production.