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International Rivers Network And The Bujagali Dam Project A Chinese Version Case Study Analysis

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International Rivers Network And The Bujagali Dam Project A Chinese Version Case Study Analysis

Background and Facts

International Rivers Network And The Bujagali Dam Project A Chinese Version a workplace materials retailer for tiny and also moderate sized businesses has just recently been involved in preparing for a merger with its competitor Home Deport, which has impacted effectiveness degrees in departmentswith the senior supervisor associated with lawful problems presented by the government Profession Compensation. With the Advertising Head advancing the information of his departure from the company in one year, Jeannie Lewis, the existing head of operations has actually been asked to take the role in the future. With challenges in the kind of a possible social adjustment and low staff member morale, the organization requires a complete reengineering effort at the advertising and marketing division.

Issue Statement

The prospective social adjustment at the marketing division of International Rivers Network And The Bujagali Dam Project A Chinese Version is boosting uncertainty in the workplace leading to numerous difficulties for the Jeannie Lewis that would certainly be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting critical choices given that Stapes Inc. had to abandon its strategies of combining with Office Deport after the Federal Profession Compensation's intervention in the process. Provided the truth that the shop has an international presence with branches in UK, USA, Canada and Germany, political consider each of these nations may have the ability to influence efficiency or critical goals. Federal Trade Payment's antitrust suit versus the merger occupied important time of the company's senior administration suggesting that 'political' factors can have significant ramifications for a global company.

Economic Factors: Financial factors such as the emergence of local business in the worldwide scenario suggest that International Rivers Network And The Bujagali Dam Project A Chinese Version is prospering in an atmosphere where there is prospective growth of companies. Fact that store consumers are mostly looking for office materials for home offices recommends that the market has a rising fad of business owners and house based organisations.

Social factors: Social trends in the economic climate reveal that clients are looking for comfort as well as attractive costs. Market research shows how the consumer for International Rivers Network And The Bujagali Dam Project A Chinese Version lacks recognition regarding finding remedies which can provide a mix of comfort and affordable.

Technical factors: Innovation plays a crucial function in International Rivers Network And The Bujagali Dam Project A Chinese Version's company technique particularly as the organization is piloting Technology facilities which would certainly offer innovation sales and also support in the kind of memory upgrades, peripheral installations. (Recap of PARASITE in appendix 2).

OB Issues as well as Manifestations.

A number of underlying Business Actions problems can be seen in International Rivers Network And The Bujagali Dam Project A Chinese Version's case as highlighted in this area.

Concerns concerning social change: There is apprehension concerning a social change that would certainly occur when Todd Krasnow leaves from his setting as the Executive Vice President of Marketing with most of the staff members currently revealing discontent over this prospective move. This predicted change has created anxiety in the workplace which has been paired with the previous anxiety of preparing the firm for a potential merging with Home Deport.

Demanding Work Atmosphere for Newcomers: There is shortage of personnel that can match the stressful setting of a fast-paced organization. Not just does this bring about problem in discovering the appropriate people, it places stress and anxiety on brand-new hires as can not withstand the rate as well as stress that the organization expects them to birth.

Double Coverage Lines: Newcomers discover this organizational society cumbersome and also hard to handle especially as dotted line partnerships are suggested to be weak generally as well as unbiased setting and also efficiency analysis is still done by the solid line supervisor. This suggests that beginners might shed quality about their particular duties and objectives especially as dotted line coverage does not keep them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor rather than Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's placement came as a strike to her morale. Lewis might have been capable as well as ideal for the job however the fact that Kransnow's departure would make Coles a straight report to Lewis may have been the reason for Coles' resignation from services.

Fear & Job Insecurity: Anxiety and insecurity can be recognized as two significant concerns that Lewis would certainly be managing specifically as the merger has actually now be terminated as well as two senior execs of the advertising and marketing department would be leaving. The whole obligation of the department would certainly be falling on Lewis's shoulders who would not simply be in charge of brining regarding a cultural change however would additionally have to confirm herself in her new function.

Incompatible Management Style of Leader: Lewis's administration style and its incompatibility with the advertising division's role can additionally be seen as an OB obstacle especially as she has actually been utilized to managing problems in the operations department where employees are shown to focus on procedures and also get them. The advertising department on the other hand can be viewed as a team of people that are used to being supported by Krasnow that concentrated more on outcome than procedures.

Interdepartmental Differences: Interdepartmental differences between 3 divisions, marketing, merchandizing and also procedures respectively over the allowance of the advertising mix can be determined as another OB worry. The marketing department does not share the very same vision as the other 2 departments regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also operations departments do not concur over the advertising and marketing mix appropriation amongst one another either.

Fragmentation in Marketing Department: Fragmentation in between the marketing and advertising divisions can be determined as another OB problem which can need more interest. The reality that the marketing and advertising areas in the marketing department are separated is protecting against both divisions from acquiring from each various other's experience and also proficiency. Combination of marketing with merchandising as well as operations would end up being more difficult if the advertising department itself is disintegrated which can be another prospective OB worry.

International Rivers Network And The Bujagali Dam Project A Chinese Version Analysis

Numerous concepts have been made use of to discuss the circumstances to obtain additional clarity about the scenario handy.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, the majority of supervisors think that subordinates are passive as well as lazy, have little passion and stand up to modification. The tough variation of this concept highlighted threat, limited controls, hazards and punishments. Gradually it produces low efficiency, refined sabotage and competition (Offer, 2003). Although the circumstance at International Rivers Network And The Bujagali Dam Project A Chinese Version is not entirely following Theory X, it can be seen that new hires are finding this atmosphere rather demanding which may eventually bring about a higher inclination of the administration in the direction of Concept X. According to McGregor's promoted sight, which he called Concept Y, the vital task of the management is to arrange business conditions to ensure that people can attain their own objectives best by routing their initiatives towards organizational incentives. If individuals locate no fulfillment in their job, the management would have little option yet to rely upon concept X and also exterior control (Deal, 2003). Also while analyzing Lewis's management design, concept X might have appropriated in the operations department to some extent yet the Advertising division would require dependence on Theory Y in order to get the imagination and also creativity from the teams.

Tuckman's Synergy Theory: As for Lewis's concern concerning bringing consistency between the advertising and marketing department is concerned, this would originally bring about clash as talked about by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory shown in appendix 3, during the preliminary stage of group development, individuals might not bond, as they are hectic discovering their place in the group. By incorporating the advertising and marketing division's job, there may coincide first detach which might bring about the 2nd stage of 'storming' where the groups challenge one another. It is just throughout the 3rd phase or 'norming' when they would certainly come together to share suggestions before the team can bring about harmony in the 4th stage 'carrying out'.

Bridges' Shift Version: As per William Bridge's concept (appendix 4), individuals are quite uncomfortable with modification, which is noticeable by the situation at International Rivers Network And The Bujagali Dam Project A Chinese Version The circumstance can be seen as a regular program of life if is studied based on Bridge's theory where he discusses that individuals experience 3 stages of change when they experience adjustment. 'End, losing and also Letting go', The Neutral Zone as well as 'The New Beginning' (Bridges, 2004). When individuals exist with adjustment, they get in stage one and so there may be feelings like despair, unpredictability, stress, anger, fear, rejection and also disorientation.The circumstance at the advertising division of International Rivers Network And The Bujagali Dam Project A Chinese Version is comparable so Lewis can obtain comfortable with the idea that it is not amazing actions. In the second stage, there might be a requirement to connect the void in between the brand-new and old culture so Lewis may have to face this experience as soon as Krasnow leaves. There might be reduced morale and also low performance at this phase which ought to not be taken as a problem. It is throughout this stage that Lewis will certainly have to offer advice to the division to ensure that they can find a sense of direction. It can be seen how Krasnow has already made this change less complicated by making Lewis obtain involved in the division a year prior to his actual separation. According to Bridges' Model, stage three will certainly bring about openness to knowing, High power and also commitment as people will certainly welcome the adjustment (Bridges, 2004).

Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has reviews the relevance of 'protection requires as being a reduced degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see how 'the requirement to feel protected and out of risk' is at the 2nd level of demands. Prior to a worker can be made to create emotionally, he requires to have his 'Physical 'and 'Safety and security' requires satisfied.

SWOT Analysis for International Rivers Network And The Bujagali Dam Project A Chinese Version Case Study



Implication of Analysis.

The OB analysis has actually checked out numerous theories to comprehend how to deal with the existing circumstance handy. The complying with 3 alternatives have been recommended to help Lewis manage the business obstacles in the advertising department. Each of these choices has been suggested for reducing the transition needed to bring the marketing department according to the demands of the marketplace and also for making the cultural change that would adhere to when the current leader leaves.

Combination of advertising and marketing functions. Separating Adverting and also Manufacturing features. Combination of Advertising with Operations.

Examination of Alternatives.

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

The advantage of this technique is that it will certainly integrate both features while reducing the demand for hiring an extra resource for marketing. Lewis would certainly be heading the advertising and marketing department and also in any type of case her substitute would be needed for the existing function that she is carrying out. The downside of this choice is that outside hiring may bring about animosity from inner personnel that may be looking at the setting of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Given the affordable pressures as well as high top quality work called for from the advertising firm, it is recommended that Lewis must permit the production unit to be a different function from the advertising system. Considering that the majority of advertising and marketing companies had these 2 functions as different devices, it makes more sense to follow the norm.

Assimilation of Advertising with Procedures: Because Lewis is currently taking care of the marketing and procedures divisions all at once; it makes sense to incorporate the 2 features because she has been efficiently taking care of both ends. The truth that Lewis has to adapt her monitoring style for the marketing division recommends that these two divisions would certainly be culturally diverse.

Recommendation.



An evaluation of the three alternatives shows that integration of marketing and also operations would certainly not be a viable action due to the vast differences between the 2 divisions despite the fact that presently Lewis is taking care of both. While separation of the manufacturing feature might have been a favorable action for the advertising and marketing department, the truth that it would certainly indicate placing a 3rd feature under Lewis's wing means this need to be stayed clear of.

Activity Plan.

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

Advertising and Marketing functions would certainly be merged.

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

Production function will certainly continue to be part of advertising under advertising feature.

Lewis will certainly separate herself from operations.

A democratic management design with worker empowerment will be used in advertising division.

Open door plan and also emphasis on cross department communication will be aimed at eliminating dissonance.

Backup strategy.

If the assimilation does not work out as prepared, a backup strategy would certainly comply with which would certainly divide the manufacturing function from the advertising and marketing feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the marketing department without an SVP. In that case the manufacturing function will certainly be separated by positioning it under an SVP manufacturing.