Menu

Kumbh Mela Indias Pop Up Mega City Case Study Help

CASE STUDY

Home >> Harvard >> Kumbh Mela Indias Pop Up Mega City >>

Kumbh Mela Indias Pop Up Mega City Case Study Help

Background and Facts

Kumbh Mela Indias Pop Up Mega City an office materials merchant for tiny as well as average sized businesses has actually lately been associated with preparing for a merging with its rival House Deport, which has actually affected performance degrees in departmentswith the senior supervisor associated with legal complications put forth by the federal Profession Commission. With the Advertising Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the near future. With difficulties in the form of a prospective social adjustment as well as low worker morale, the company requires a full reengineering initiative at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The possible social change at the marketing department of Kumbh Mela Indias Pop Up Mega City is boosting unpredictability in the workplace resulting in various challenges 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 impacting tactical choices considering that Stapes Inc. needed to abandon its strategies of combining with Workplace Deport after the Federal Profession Compensation's treatment at the same time. Offered the fact that the shop has a worldwide presence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these countries might be able to affect efficiency or tactical goals. Federal Profession Commission's antitrust fit versus the merger used up useful time of the organization's elderly management suggesting that 'political' factors can have significant effects for a global business.

Economic Factors: Financial factors such as the introduction of small companies in the global situation suggest that Kumbh Mela Indias Pop Up Mega City is flourishing in an environment where there is prospective growth of businesses. Along with this, fact that store consumers are primarily seeking office products for home offices recommends that the marketplace has an increasing trend of entrepreneurs as well as online businesses.

Social factors: Social patterns in the economic situation show that customers are looking for comfort along with eye-catching prices. Market research shows how the customer for Kumbh Mela Indias Pop Up Mega City lacks understanding concerning finding options which can offer a combination of ease and also affordable.

Technological factors: Innovation plays an essential role in Kumbh Mela Indias Pop Up Mega City's service strategy especially as the company is piloting Innovation facilities which would certainly supply modern technology sales and assistance in the kind of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and also Effects.

Several underlying Organizational Habits issues can be seen in Kumbh Mela Indias Pop Up Mega City's case as highlighted in this section.

Worries about social modification: There is concern regarding a cultural change that would certainly take place when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with most of the team member already showing discontent over this potential relocation. This predicted modification has actually created stress in the workplace which has actually been paired with the past tension of preparing the company for a possible merger with Residence Deport.
Pest Analysis
Stressful Job Atmosphere for Newcomers: There is lack of employees that can match the difficult setting of a hectic organization. Not just does this lead to difficulty in discovering the ideal individuals, it puts anxiety on new hires as can not hold up against the pace as well as pressure that the company expects them to birth.

Twin Reporting Lines: Newbies discover this organizational society troublesome as well as tough to handle especially as populated line connections are suggested to be weaker generally and also objective setting and efficiency evaluation is still done by the strong line manager. This indicates that newbies might lose quality regarding their corresponding roles and purposes specifically as dotted 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 instead of Bridget Coles despite the fact that it had been guessed that the latter would take Krasnow's setting came as a strike to her morale. Lewis may have been capable as well as proper for the task but the truth that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from solutions.

Fear & Work Insecurity: Anxiety and also insecurity can be identified as 2 major worries that Lewis would certainly be handling especially as the merger has actually currently be cancelled and two senior execs of the advertising division would be leaving. The entire responsibility of the division would certainly be falling on Lewis's shoulders who would not simply supervise of brining regarding a cultural modification however would certainly likewise need to confirm herself in her brand-new duty.

Inappropriate Monitoring Style of Leader: Lewis's management design as well as its conflict with the advertising and marketing division's duty can additionally be viewed as an OB difficulty specifically as she has been utilized to managing issues in the procedures department where employees are instructed to focus on processes as well as get them right. The marketing department on the various other hand can be viewed as a team of people that are used to being supported by Krasnow who concentrated a lot more on output than processes.

Interdepartmental Disputes: Interdepartmental disputes between three departments, advertising and marketing, merchandizing and also procedures specifically over the allotment of the marketing mix can be determined as one more OB concern. Although the advertising and marketing division does not share the very same vision as the other 2 departments regarding the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and also operations divisions do not concur over the advertising and marketing mix allotment among one another either.

Fragmentation in Advertising And Marketing Department: Fragmentation in between the marketing and advertising departments can be identified as an additional OB issue which could need more focus. The truth that the marketing and advertising sections in the advertising department are detached is preventing both departments from acquiring from each various other's experience and experience. Integration of advertising with retailing and procedures would come to be more difficult if the advertising department itself is degenerated which can be one more potential OB problem.

Kumbh Mela Indias Pop Up Mega City Analysis

Various theories have actually been made use of to clarify the conditions to obtain more quality concerning the situation available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, most managers believe that juniors are easy as well as careless, have little aspiration and withstand change. The circumstance at Kumbh Mela Indias Pop Up Mega City is not totally adhering to Theory X, it can be seen that new hires are finding this setting instead difficult which may ultimately lead to a better inclination of the monitoring towards Theory X. Also while analyzing Lewis's management design, concept X may have been appropriate in the operations department to some level yet the Advertising and marketing department would need reliance on Concept Y in order to obtain the creative thinking as well as creativity from the teams.

Tuckman's Team effort Theory: As much as Lewis's problem regarding bringing harmony in between the marketing and advertising and marketing division is concerned, this would initially lead to conflict as talked about by Bruce Tuckman in his 'Teamwork Theory'. By integrating the advertising and also marketing department's work, there might be the exact same first disconnect which might lead to the second phase of 'storming' where the groups challenge one another.

Bridges' Transition Version: Based On William Bridge's concept (appendix 4), people are quite uneasy with modification, which is obvious by the scenario at Kumbh Mela Indias Pop Up Mega City The situation can be seen as a typical training course of life if is examined based on Bridge's theory where he explains that people go through three stages of transition when they experience adjustment. 'Ending, shedding as well as Letting go', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When individuals exist with change, they go into phase one therefore there may be emotions like sadness, uncertainty, disappointment, temper, worry, rejection and disorientation.The circumstance at the advertising and marketing division of Kumbh Mela Indias Pop Up Mega City is comparable so Lewis can obtain comfy with the idea that it is not amazing behavior. In the second stage, there may be a need to connect the void in between the new as well as old society so Lewis may have to encounter this challenge once Krasnow leaves. There may be reduced morale and also low efficiency at this stage which ought to not be taken as a problem. It is during this phase that Lewis will certainly need to offer assistance to the department to ensure that they can locate a sense of direction. It can be seen just how Krasnow has already made this transition less complicated by making Lewis obtain involved in the division a year prior to his real departure. Based on Bridges' Design, phase three will produce openness to understanding, High power and commitment as people will certainly embrace the adjustment (Bridges, 2004).
Vrio Analysis
Maslow's Demand power structure: The OB issue related to insecurity at the workplace has been set off to start with by the modification in administration and second of all by the fact that the merging will certainly no longer be initiated. Abraham Maslow in his Theory of 'Demands Pecking order' (appendix 5) has talks about the importance of 'protection requires as being a reduced level need of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure as well as safe' is at the second level of demands. Prior to a staff member can be made to develop emotionally, he needs to have his 'Physiological 'and 'Safety and security' requires fulfilled. This shows that unless the workers are made to feel safe concerning their existing employment condition in Kumbh Mela Indias Pop Up Mega City they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Kumbh Mela Indias Pop Up Mega City Case Study



Ramification of Analysis.

The OB analysis has actually checked out different concepts to comprehend how to manage the present scenario at hand. The complying with 3 options have been suggested to aid Lewis manage the business obstacles in the marketing department. Each of these options has been recommended for relieving the change needed to bring the marketing department according to the requirements of the marketplace as well as for making the social change that would certainly follow when the existing leader leaves.

Combination of advertising and marketing functions. Dividing Adverting as well as Manufacturing features. Combination of Advertising And Marketing with Workflow.

Evaluation of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merger days has knowledge in business-to-business advertising along with agency and also retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing and also marketing functions.

The benefit of this approach is that it will certainly incorporate the two functions while lowering the need for hiring an added resource for marketing. In addition to this, Lewis would be heading the advertising and marketing division and regardless her replacement would be needed for the existing role that she is carrying out. The downside of this option is that external hiring might produce bitterness from interior employees who might be considering the setting of EVP after Lewis takes over Krasnow's placement.

Separating Adverting and also Manufacturing: Given the competitive pressures and high quality work needed from the ad agency, it is suggested that Lewis should allow the production unit to be a different function from the advertising and marketing device. Given that the majority of ad agency had these two features as separate units, it makes even more sense to follow the standard. Both functions might be able to focus on their core turns on extra successfully. The drawback of this method would be that extra prices would certainly have to be borne for setting up separate manufacturing functions. Along with this, a production head might have to be worked with which might enhance expenses for the organization.

Assimilation of Advertising with Operations: Considering that Lewis is currently dealing with the advertising and procedures divisions all at once; it makes good sense to incorporate the two features given that she has been effectively looking after both ends. The fact that both divisions currently have major differences over allowance of resources recommends that this assimilation may be able to cause harmony especially as Lewis would certainly be heading both ends.However there are various drawbacks of this relocation specifically as it would certainly place excessive concern over Lewis's shoulders. The truth that Lewis needs to adapt her management style for the marketing department recommends that these 2 divisions would certainly be culturally diverse. Lewis may not be able to use one type of management style to both divisions which might result in inefficiency in either one of the 2 functions.

Suggestion.



An examination of the 3 alternatives suggests that combination of marketing as well as procedures would not be a viable step due to the huge distinctions between both divisions although that presently Lewis is managing both. While splitting up of the production function may have been a positive relocation for the marketing department, the fact that it would suggest positioning a third function under Lewis's wing suggests this should be avoided also. The assimilation of the advertising department is the most effective choice in regards to getting the optimal arise from the division. An activity prepare for this choice is talked about below.

Activity Plan.
Recommendation
Lewis will take control of the role of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising functions would be merged.

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

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

Lewis will certainly divide herself from procedures.

An autonomous leadership design with employee empowerment will certainly be utilized in advertising and marketing division.

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

Contingency strategy.

If the integration does not work out as planned, a contingency strategy would certainly adhere to which would separate the production feature from the advertising feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will certainly be heading the advertising and marketing division without an SVP. In that case the manufacturing feature will certainly be separated by positioning it under an SVP production.