Japanese Financial Crisis And The Long Term Credit Bank Of Japan Case Study Solution


Home >> Harvard >> Japanese Financial Crisis And The Long Term Credit Bank Of Japan >>

Japanese Financial Crisis And The Long Term Credit Bank Of Japan Case Study Help

Background and Facts

Japanese Financial Crisis And The Long Term Credit Bank Of Japan a workplace products store for little and moderate sized companies has actually lately been associated with planning for a merger with its rival Residence Deport, which has actually impacted efficiency levels in departmentswith the senior manager involved in legal complications put forth by the federal Trade Commission. With the Marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the duty in the near future. With obstacles in the kind of a potential social modification and reduced staff member morale, the company needs a complete reengineering effort at the advertising division.

Issue Declaration
Porter's 5 Forces Analysis
The possible social modification at the advertising and marketing division of Japanese Financial Crisis And The Long Term Credit Bank Of Japan is increasing unpredictability in the working environment causing different 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 influencing calculated decisions since Stapes Inc. had to desert its strategies of merging with Office Deport after the Federal Trade Compensation's intervention at the same time. Given the fact that the shop has a worldwide existence with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries may be able to influence performance or critical goals. Federal Profession Payment's antitrust match versus the merger occupied beneficial time of the organization's elderly monitoring suggesting that 'political' factors can have major effects for a worldwide company.

Economic Factors: Financial factors such as the introduction of small companies in the worldwide scenario recommend that Japanese Financial Crisis And The Long Term Credit Bank Of Japan is thriving in an environment where there is possible growth of businesses. Reality that store consumers are mainly looking for workplace materials for house workplaces recommends that the market has a rising trend of entrepreneurs and also residence based businesses.

Social factors: Social fads in the economy reveal that consumers are trying to find comfort in addition to appealing costs. Market research demonstrates how the customer for Japanese Financial Crisis And The Long Term Credit Bank Of Japan does not have awareness regarding finding solutions which can use a combination of ease and low costs.

Technical factors: Modern technology plays a vital role in Japanese Financial Crisis And The Long Term Credit Bank Of Japan's company technique especially as the organization is piloting Technology facilities which would provide modern technology sales and support in the form of memory upgrades, peripheral setups. (Recap of BUG in appendix 2).

OB Issues as well as Effects.

Numerous underlying Organizational Behavior concerns can be seen in Japanese Financial Crisis And The Long Term Credit Bank Of Japan's case as highlighted in this area.

Concerns concerning cultural modification: There is concern regarding a social change that would take place when Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with most of the staff members already revealing unhappiness over this possible relocation. This predicted modification has actually produced tension in the workplace which has actually been coupled with the past stress of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is lack of employees that can match the demanding atmosphere of a hectic organization. Not just does this result in difficulty in finding the appropriate people, it puts stress and anxiety on new hires as can not endure the pace as well as stress that the organization anticipates them to birth.

Double Coverage Lines: Newbies discover this organizational society cumbersome and challenging to deal with especially as dotted line partnerships are implied to be weaker generally and objective setup as well as efficiency examination is still done by the strong line supervisor. This suggests that novices might shed quality concerning their corresponding duties as well as purposes particularly as populated line reporting does not keep them in straight communication with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been speculated that the latter would take Krasnow's setting came as a blow to her morale. Lewis may have been qualified as well as proper for the task however the truth that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Concern & Work Insecurity: Worry and instability can be identified as two major worries that Lewis would be dealing with especially as the merger has actually currently be terminated as well as two senior executives of the marketing division would be leaving. The entire duty of the department would certainly be dropping on Lewis's shoulders who would not simply be in charge of brining about a cultural change but would certainly also need to confirm herself in her brand-new role.

Incompatible Management Style of Leader: Lewis's monitoring style and also its incompatibility with the marketing department's function can also be seen as an OB challenge particularly as she has actually been made use of to taking care of problems in the operations division where employees are educated to concentrate on processes and get them. The advertising and marketing division on the various other hand can be viewed as a group of individuals that are used to being nurtured by Krasnow who focused a lot more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disputes between 3 divisions, advertising, merchandizing and also operations respectively over the allocation of the advertising and marketing mix can be recognized as an additional OB problem. Although the advertising division does not share the very same vision as the other 2 divisions concerning the aloocation of the advertising and marketing mix twoards promos and also advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix appropriation amongst each other either.

Fragmentation in Marketing Department: Fragmentation between the marketing and advertising divisions can be determined as another OB issue which can require further focus. The truth that the advertising and marketing areas in the marketing department are separated is preventing both divisions from getting from each other's experience and knowledge. Integration of marketing with retailing and also operations would certainly end up being harder if the advertising department itself is broken down which can be one more prospective OB worry.

Japanese Financial Crisis And The Long Term Credit Bank Of Japan Analysis

Various concepts have actually been made use of to explain the situations to obtain further clearness regarding the situation at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most supervisors think that juniors are passive and also careless, have little ambition as well as withstand modification. The circumstance at Japanese Financial Crisis And The Long Term Credit Bank Of Japan is not entirely following Theory X, it can be seen that new hires are finding this environment rather stressful which may ultimately lead to a better disposition of the monitoring in the direction of Concept X. Also while evaluating Lewis's administration design, concept X might have been appropriate in the operations department to some level however the Advertising division would certainly call for dependence on Theory Y in order to get the creativity as well as originality from the groups.

Tuckman's Teamwork Concept: As far as Lewis's worry concerning bringing harmony in between the advertising and marketing and marketing department is worried, this would originally lead to contrast as discussed by Bruce Tuckman in his 'Team effort Concept'. By incorporating the advertising and marketing division's job, there might be the exact same first separate which can lead to the second phase of 'storming' where the teams challenge one an additional.

When people are provided with modification, they get in phase one and also so there may be feelings like sadness, unpredictability, disappointment, rage, concern, rejection as well as disorientation.The scenario at the advertising and marketing division of Japanese Financial Crisis And The Long Term Credit Bank Of Japan is comparable so Lewis can obtain comfy with the idea that it is not extraordinary actions. It is during this stage that Lewis will certainly have to give assistance to the division so that they can locate a sense of instructions. It can be seen exactly how Krasnow has actually already made this transition much easier by making Lewis obtain involved in the division a year before his real departure.
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has discusses the importance of 'safety and security requires as being a lower level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see how 'the need to really feel safe and out of threat' is at the second degree of demands. Before a staff member can be made to create emotionally, he needs to have his 'Physical 'and 'Safety' needs satisfied.

SWOT Analysis for Japanese Financial Crisis And The Long Term Credit Bank Of Japan Case Study

Effects of Analysis.

The OB analysis has actually taken a look at various theories to understand just how to manage the existing circumstance handy. The adhering to three choices have actually been proposed to help Lewis manage the organizational obstacles in the advertising and marketing department. Each of these choices has been suggested for easing the transition required to bring the marketing division in accordance with the demands of the market as well as for making the cultural modification that would comply with as soon as the existing leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and also Production features. Integration of Advertising And Marketing with Procedures.

Analysis of Alternatives.

Assimilation of Marketing & Advertising And Marketing Functions: The internal advertising and marketing firm of Japanese Financial Crisis And The Long Term Credit Bank Of Japan is already toughness for the company in terms of saving up on overheads related to advertising and promotion. Because no new employment has actually been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the advertising function, this is a desirable chance for integrating the advertising and marketing features. Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merger days has competence in business-to-business marketing in addition to company as well as retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising to handle both advertising and marketing features.

The advantage of this technique is that it will certainly incorporate the two features while reducing the need for employing an extra source for advertising. Lewis would be heading the marketing division as well as in any type of case her substitute would be needed for the present duty that she is carrying out. The drawback of this option is that external hiring may produce bitterness from inner employees that may be considering the placement of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and Manufacturing: Offered the affordable stress as well as premium quality job called for from the advertising agency, it is recommended that Lewis should permit the production system to be a separate function from the advertising unit. Considering that a lot of ad agency had these two features as separate units, it makes even more feeling to follow the standard. Both features may be able to concentrate on their core turns on more effectively. The downside of this strategy would certainly be that added costs would have to be borne for establishing up separate manufacturing functions. A manufacturing head may have to be hired which could increase overheads for the company.

Combination of Advertising And Marketing with Workflows: Because Lewis is currently taking treatment of the advertising and marketing as well as operations divisions concurrently; it makes sense to incorporate the two functions considering that she has been efficiently taking treatment of both ends. The truth that Lewis has to adjust her administration style for the marketing division suggests that these two divisions would be culturally varied.


An assessment of the three choices shows that assimilation of advertising and procedures would not be a viable relocation due to the substantial distinctions between the 2 departments despite the truth that presently Lewis is handling both. While splitting up of the production feature might have been a beneficial relocation for the marketing department, the reality that it would certainly suggest positioning a 3rd function under Lewis's wing suggests this must be avoided.

Activity Strategy.
Lewis will take over the role of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing features would certainly be merged.

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

Manufacturing feature will certainly stay part of advertising under marketing function.

Lewis will separate herself from procedures.

A democratic management design with employee empowerment will be utilized in marketing division.

Open up door plan as well as focus on cross department interaction will be focused on eliminating discord.

Contingency plan.

If the assimilation does not work out as planned, a backup strategy would certainly adhere to which would certainly divide the manufacturing feature from the marketing function to decrease the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain hired, Lewis will be heading the advertising and marketing department without an SVP. Because case the manufacturing feature will absolutely be divided by putting it under an SVP manufacturing.