International Investor Islamic Finance And The Equate Project Case Study Solution


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International Investor Islamic Finance And The Equate Project Case Study Analysis

Background and Facts

International Investor Islamic Finance And The Equate Project a workplace materials seller for little and moderate sized companies has actually just recently been associated with preparing for a merging with its competitor House Deport, which has influenced performance degrees in departmentswith the senior supervisor involved in legal difficulties put forth by the government Profession Commission. With the Advertising and marketing Head putting forward the information of his separation from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the duty in the future. With challenges in the type of a potential cultural adjustment and also reduced staff member morale, the organization is in need of a total reengineering initiative at the marketing division.

Issue Declaration
Porter's 5 Forces Analysis
The potential social modification at the advertising department of International Investor Islamic Finance And The Equate Project is enhancing uncertainty in the working environment bring about numerous difficulties for the Jeannie Lewis that would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in impacting strategic decisions considering that Stapes Inc. had to abandon its plans of combining with Office Deport after the Federal Trade Commission's intervention while doing so. Offered the reality that the store has an international visibility with branches in UK, USA, Canada as well as Germany, political factors in each of these nations might be able to affect efficiency or critical goals. Federal Profession Compensation's antitrust match versus the merger occupied useful time of the organization's senior administration recommending that 'political' factors can have significant effects for an international organisation.

Economic Factors: Economic factors such as the development of local business in the worldwide circumstance suggest that International Investor Islamic Finance And The Equate Project is thriving in an atmosphere where there is possible growth of businesses. Along with this, reality that store clients are mainly looking for office materials for office suggests that the market has an increasing pattern of entrepreneurs and home businesses.

Social factors: Social trends in the economy reveal that customers are trying to find ease as well as appealing rates. Market research demonstrates how the consumer for International Investor Islamic Finance And The Equate Project does not have understanding regarding locating options which can provide a combination of ease and low costs.

Technological factors: Innovation plays an important function in International Investor Islamic Finance And The Equate Project's service strategy particularly as the organization is piloting Modern technology facilities which would offer modern technology sales and also support in the type of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues and Effects.

Several underlying Organizational Habits concerns can be seen in International Investor Islamic Finance And The Equate Project's case as highlighted in this section.

Worries about cultural change: There is uneasiness about a social modification that would certainly take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Advertising with the majority of the personnel currently revealing discontent over this prospective step. This expected adjustment has actually created anxiety in the workplace which has been paired with the past stress and anxiety of preparing the company for a prospective merger with House Deport.
Pest Analysis
Stressful Job Setting for Newcomers: There is shortage of personnel that can match the difficult environment of a fast-paced organization. Not just does this lead to problem in finding the appropriate individuals, it puts anxiety on new hires as can not hold up against the pace as well as pressure that the organization expects them to bear.

Double Coverage Lines: Newcomers locate this business culture difficult as well as hard to manage especially as dotted line partnerships are suggested to be weak in general and objective setup and also efficiency assessment is still done by the solid line supervisor. This indicates that beginners can lose clearness concerning their particular functions and also purposes especially as populated line reporting does not maintain them in straight interaction with the strong line managers.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles even though it had been guessed that the latter would take Krasnow's placement came as an impact to her spirits. Lewis may have been qualified and also suitable for the work yet the reality that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Job Insecurity: Anxiety as well as instability can be identified as 2 major worries that Lewis would certainly be managing specifically as the merger has actually now be cancelled as well as two senior execs of the advertising and marketing department would certainly be leaving. The whole responsibility of the division would be falling on Lewis's shoulders who would certainly not just supervise of brining about a social modification yet would certainly additionally have to show herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's management design as well as its conflict with the marketing department's role can also be seen as an OB difficulty particularly as she has actually been utilized to taking care of issues in the operations division where workers are instructed to concentrate on procedures and get them. The advertising department on the various other hand can be seen as a team of people that are made use of to being nurtured by Krasnow that concentrated much more on result than procedures.

Interdepartmental Arguments: Interdepartmental differences in between three departments, marketing, merchandizing and also procedures respectively over the allowance of the advertising and marketing mix can be identified as an additional OB concern. Although the advertising division does not share the same vision as the various other 2 departments relating to the aloocation of the advertising and marketing mix twoards promotions and also advertsing, the merchandizing and operations departments do not agree over the advertising mix allotment among each other either.

Fragmentation in Marketing Department: Fragmentation between the marketing and advertising divisions can be determined as another OB issue which might need more interest. The truth that the marketing and advertising areas in the advertising and marketing division are detached is avoiding both divisions from acquiring from each various other's experience and proficiency. Assimilation of advertising and marketing with merchandising and operations would certainly come to be more difficult if the advertising and marketing division itself is broken down which can be another potential OB worry.

International Investor Islamic Finance And The Equate Project Analysis

Numerous theories have been made use of to discuss the conditions to obtain additional clarity regarding the circumstance at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that juniors are passive and also careless, have little aspiration and resist adjustment. The difficult variation of this concept highlighted coercion, tight controls, threats and punishments. Over time it creates reduced performance, refined sabotage and also competition (Deal, 2003). The circumstance at International Investor Islamic Finance And The Equate Project is not entirely adhering to Theory X, it can be seen that new hires are finding this setting instead stressful which may ultimately lead to a better disposition of the administration towards Concept X. As per McGregor's promoted view, which he called Theory Y, the important task of the management is to arrange organizational problems to make sure that individuals can achieve their very own objectives best by guiding their efforts towards organizational rewards. If people find no fulfillment in their work, the management would certainly have little selection however to rely upon theory X as well as exterior control (Deal, 2003). Even while assessing Lewis's administration design, concept X may have been suitable in the operations division somewhat however the Advertising and marketing department would certainly require dependence on Concept Y in order to get the imagination and also creativity from the teams.

Tuckman's Synergy Concept: As for Lewis's concern regarding bringing harmony in between the advertising and marketing division is worried, this would at first result in conflict as gone over by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the preliminary phase of group development, individuals may not bond, as they are active finding their place in the group. By combining the advertising and marketing department's work, there might coincide initial separate which might bring about the 2nd phase of 'storming' where the teams challenge each other. It is just during the third stage or 'norming' when they would certainly come together to share concepts before the team can bring around harmony in the 4th stage 'doing'.

Bridges' Shift Design: According To William Bridge's concept (appendix 4), individuals are fairly uncomfortable with change, which is apparent by the situation at International Investor Islamic Finance And The Equate Project The circumstance can be seen as a typical course of life if is studied based on Bridge's theory where he discusses that individuals experience three phases of change when they experience adjustment. 'End, losing as well as Letting go', The Neutral Area and 'The New Starting' (Bridges, 2004). When individuals exist with modification, they enter phase one therefore there might be emotions like sadness, uncertainty, irritation, temper, worry, denial and also disorientation.The circumstance at the advertising and marketing department of International Investor Islamic Finance And The Equate Project is comparable so Lewis can get comfortable with the concept that it is not phenomenal habits. In the second phase, there might be a need to connect the void in between the new as well as old society so Lewis may need to encounter this challenge when Krasnow leaves. There may be reduced morale as well as reduced productivity at this stage which ought to not be taken as a problem. It is during this stage that Lewis will need to give support to the department to ensure that they can find an orientation. It can be seen just how Krasnow has actually already made this transition simpler by making Lewis get involved in the division a year prior to his actual separation. According to Bridges' Design, phase three will bring about visibility to learning, High energy and commitment as individuals will certainly accept the change (Bridges, 2004).
Vrio Analysis
Maslow's Requirement power structure: The OB concern pertaining to instability at the workplace has been set off to start with by the adjustment in management as well as secondly by the fact that the merger will no longer be started. Abraham Maslow in his Theory of 'Needs Power structure' (appendix 5) has talks about the relevance of 'protection needs as being a reduced level need of a human for setting off motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to feel protected as well as unharmed' goes to the 2nd degree of needs. Prior to a staff member can be made to create mentally, he requires to have his 'Physiological 'and also 'Security' requires satisfied. This shows that unless the employees are made to really feel safe regarding their present employment status in International Investor Islamic Finance And The Equate Project they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for International Investor Islamic Finance And The Equate Project Case Study

Implication of Analysis.

The OB analysis has actually taken a look at numerous concepts to recognize just how to deal with the current scenario available. The following three choices have actually been suggested to aid Lewis deal with the business challenges in the advertising and marketing department. Each of these choices has been recommended for reducing the shift needed to bring the advertising department in accordance with the requirements of the marketplace and for making the social change that would certainly comply with as soon as the present leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and Manufacturing functions. Combination of Advertising with Procedures.

Evaluation of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merger days has competence in business-to-business marketing along with company as well as retail advertising experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for marketing to deal with both advertising as well as advertising and marketing functions.

The benefit of this method is that it will certainly integrate both features while minimizing the demand for hiring an extra source for advertising. In addition to this, Lewis would be heading the advertising department as well as in any case her replacement would certainly be needed for the existing function that she is carrying out. The negative aspect of this choice is that external hiring may bring about resentment from inner personnel who may be considering the placement of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting and also Production: Given the affordable stress as well as premium quality job called for from the ad agency, it is recommended that Lewis should allow the manufacturing system to be a different function from the marketing unit. Because the majority of ad agency had these 2 features as different systems, it makes more sense to adhere to the standard. In addition to this, both features may be able to concentrate on their core activates more successfully. The downside of this approach would certainly be that added prices would have to be birthed for setting up different production features. A production head may have to be worked with which can raise overheads for the organization.

Integration of Marketing with Operations: Since Lewis is already looking after the advertising and operations departments at the same time; it makes good sense to integrate both functions considering that she has been efficiently caring for both ends. The reality that the two divisions already have major distinctions over allotment of sources suggests that this combination may have the ability to bring about consistency specifically as Lewis would certainly be heading both ends.However there are various disadvantages of this step especially as it would certainly place way too much burden over Lewis's shoulders. The truth that Lewis needs to adjust her monitoring design for the advertising and marketing division suggests that these 2 divisions would be culturally diverse. Along with this, Lewis might not be able to use one kind of management style to both departments which could result in ineffectiveness in either among both functions.


An evaluation of the three choices suggests that assimilation of marketing and also operations would not be a viable relocation due to the huge differences between the two departments regardless of the reality that presently Lewis is managing both. While separation of the manufacturing feature might have been a beneficial relocation for the advertising and marketing division, the truth that it would certainly suggest positioning a third function under Lewis's wing means this ought to be prevented.

Activity Plan.
Lewis will certainly take over the function of EVP Advertising after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production feature will remain component of marketing under advertising and marketing feature.

Lewis will divide herself from operations.

A democratic management style with employee empowerment will be used in advertising and marketing division.

Open up door plan and emphasis on cross department communication will be aimed at getting rid of discord.

Backup strategy.

If the assimilation does not work out as prepared, a contingency plan would certainly follow which would separate the production feature from the advertising and marketing function to decrease the tons on the SVP of marketing and advertising. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the advertising division without an SVP. Because case the production function will most definitely be separated by positioning it under an SVP manufacturing.