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License To Build Town Planning Legislation In Hong Kong Case Study Solution

CASE SOLUTION

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License To Build Town Planning Legislation In Hong Kong Case Study Solution

Background and Facts

License To Build Town Planning Legislation In Hong Kong a workplace products retailer for small and average sized organisations has actually just recently been involved in planning for a merging with its rival Home Deport, which has actually affected effectiveness levels in departmentswith the elderly manager involved in legal issues put forth by the government Trade Compensation. With the Advertising and marketing Head advancing the information of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the near future. With challenges in the kind of a prospective social change and also reduced worker spirits, the company is in need of a full reengineering effort at the advertising and marketing division.

Problem Statement
Porter's 5 Forces Analysis
The possible social change at the advertising department of License To Build Town Planning Legislation In Hong Kong is boosting unpredictability in the working environment resulting in different difficulties for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major function in affecting tactical choices because Stapes Inc. had to desert its plans of combining with Office Deport after the Federal Trade Payment's intervention while doing so. Offered the truth that the shop has a worldwide existence with branches in UK, U.S.A., Canada and also Germany, political factors in each of these nations may be able to affect performance or strategic objectives. Federal Trade Payment's antitrust match against the merging used up important time of the organization's elderly management recommending that 'political' factors can have major implications for a global company.

Economic Factors: Economic factors such as the emergence of small businesses in the global circumstance recommend that License To Build Town Planning Legislation In Hong Kong is flourishing in an atmosphere where there is potential growth of organisations. Fact that shop clients are mainly looking for office products for residence offices suggests that the market has an increasing pattern of business owners and also house based services.

Social factors: Social trends in the economy show that customers are looking for benefit as well as eye-catching costs. Market research shows how the consumer for License To Build Town Planning Legislation In Hong Kong does not have awareness concerning finding options which can provide a mix of comfort and inexpensive.

Technical factors: Modern technology plays an important function in License To Build Town Planning Legislation In Hong Kong's service method specifically as the company is piloting Modern technology centers which would use technology sales and also support in the type of memory upgrades, outer setups. (Summary of PEST in appendix 2).

OB Issues as well as Effects.

Numerous underlying Business Behavior concerns can be seen in License To Build Town Planning Legislation In Hong Kong's case as highlighted in this section.

Concerns about social modification: There is apprehension regarding a social change that would certainly take place as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising with the majority of the personnel currently revealing unhappiness over this potential move. This predicted adjustment has produced stress and anxiety in the office which has actually been combined with the past stress and anxiety of preparing the company for a prospective merger with Residence Deport.
Pest Analysis
Difficult Job Environment for Newcomers: There is shortage of employees that can match the difficult setting of a fast-paced organization. Not just does this cause trouble in locating the right individuals, it puts anxiety on new hires as can not withstand the pace and also stress that the company anticipates them to bear.

Dual Reporting Lines: Novices locate this organizational society difficult and also hard to manage specifically as populated line relationships are suggested to be weak in general and unbiased setup as well as efficiency evaluation is still done by the solid line manager. This implies that newbies might lose clearness regarding their corresponding roles and objectives specifically as dotted line coverage does not keep them in direct interaction with the strong line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower as opposed to Bridget Coles even though it had actually been hypothesized that the last would take Krasnow's setting came as a blow to her morale. Lewis might have been capable and also appropriate for the task but the truth that Kransnow's departure would make Coles a straight record to Lewis might have been the factor for Coles' resignation from services.

Anxiety & Work Instability: Fear as well as insecurity can be recognized as 2 significant worries that Lewis would be dealing with especially as the merger has currently be cancelled and also two senior executives of the advertising and marketing department would certainly be leaving. The whole obligation of the department would be falling on Lewis's shoulders that would not just supervise of brining concerning a cultural adjustment however would additionally need to show herself in her new duty.

Inappropriate Monitoring Style of Leader: Lewis's monitoring style as well as its conflict with the marketing department's duty can additionally be seen as an OB difficulty especially as she has actually been utilized to dealing with problems in the operations department where employees are taught to focus on procedures as well as obtain them. The advertising and marketing department on the other hand can be viewed as a group of individuals who are made use of to being supported by Krasnow who focused extra on outcome than processes.

Interdepartmental Disagreements: Interdepartmental differences in between 3 divisions, advertising, merchandizing and also procedures specifically over the allotment of the advertising mix can be identified as another OB problem. The advertising department does not share the exact same vision as the other 2 departments concerning the aloocation of the advertising mix twoards promos and advertsing, the merchandizing as well as procedures divisions do not agree over the advertising and marketing mix appropriation amongst one another either.

Fragmentation in Marketing Department: Disintegration in between the marketing and advertising divisions can be identified as another OB problem which might need additional attention. The fact that the advertising and marketing sections in the advertising and marketing department are disconnected is protecting against both departments from obtaining from each various other's experience and also proficiency. Assimilation of advertising with merchandising and procedures would become more difficult if the marketing division itself is disintegrated which can be one more prospective OB problem.

License To Build Town Planning Legislation In Hong Kong Analysis

Different theories have actually been utilized to explain the scenarios to get more clearness concerning the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, most managers believe that staffs are passive and also careless, have little passion and also stand up to change. The tough version of this concept stressed coercion, limited controls, threats and punishments. Over time it produces reduced productivity, subtle sabotage and rivalry (Deal, 2003). The scenario at License To Build Town Planning Legislation In Hong Kong is not totally adhering to Concept X, it can be seen that brand-new hires are discovering this atmosphere instead demanding which may ultimately lead to a better inclination of the management in the direction of Theory X. As per McGregor's supported view, which he called Concept Y, the essential job of the monitoring is to organize business problems to make sure that individuals can accomplish their very own objectives best by directing their efforts towards business incentives. If individuals discover no satisfaction in their job, the monitoring would certainly have little choice but to rely on concept X as well as outside control (Deal, 2003). Even while examining Lewis's management design, theory X may have been suitable in the operations division to some extent but the Advertising department would need dependence on Theory Y so as to get the creativity as well as originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's issue concerning bringing consistency between the marketing and advertising department is concerned, this would at first lead to conflict as reviewed by Bruce Tuckman in his 'Teamwork Concept'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, during the first phase of group development, individuals might not bond, as they are active discovering their location in the group. By combining the advertising and marketing department's job, there may coincide initial disconnect which could bring about the 2nd stage of 'storming' where the groups challenge each other. Nevertheless, it is just during the third phase or 'norming' when they would come together to share ideas prior to the team can bring about harmony in the fourth phase 'doing'.

Bridges' Shift Model: As per William Bridge's theory (appendix 4), people are fairly unpleasant with change, which is noticeable by the scenario at License To Build Town Planning Legislation In Hong Kong The situation can be seen as a regular program of life if is studied as per Bridge's concept where he describes that individuals experience 3 phases of change when they experience change. 'Closing, losing and also Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people are presented with modification, they go into phase one therefore there may be feelings like unhappiness, unpredictability, aggravation, temper, concern, denial as well as disorientation.The circumstance at the advertising and marketing department of License To Build Town Planning Legislation In Hong Kong is similar so Lewis can get comfy with the suggestion that it is not extraordinary habits. In the 2nd stage, there may be a requirement to link the gap in between the brand-new as well as old society so Lewis might need to encounter this ordeal when Krasnow leaves. There might be reduced morale and reduced efficiency at this phase which ought to not be taken as an obstacle. It is during this stage that Lewis will need to give support to the division to ensure that they can locate a sense of direction. It can be seen just how Krasnow has actually currently made this shift simpler by making Lewis get involved in the division a year prior to his real departure. Based on Bridges' Model, stage three will bring about visibility to learning, High energy and dedication as individuals will accept the change (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Power structure' (appendix 5) has reviews the significance of 'safety and security requires as being a lower level need of a human for triggering inspiration. As seen in the pyramid shared in appendix 3, we can see exactly how 'the need to feel safe and out of danger' is at the 2nd degree of demands. Before a worker can be made to create mentally, he needs to have his 'Physiological 'as well as 'Security' needs fulfilled.

SWOT Analysis for License To Build Town Planning Legislation In Hong Kong Case Study



Implication of Analysis.

The OB analysis has actually considered different theories to comprehend just how to manage the current scenario available. The complying with 3 alternatives have been recommended to assist Lewis take care of the organizational difficulties in the advertising department. Each of these options has been suggested for relieving the change needed to bring the advertising and marketing department in accordance with the needs of the marketplace as well as for making the social modification that would adhere to once the current leader leaves.

Integration of marketing and advertising functions. Separating Adverting and Production functions. Assimilation of Advertising And Marketing with Workflow.

Analysis of Alternatives.

Judith Shapiro who has earlier been interviewed by Lewis during the earlier merger days has knowledge in business-to-business advertising along with company and retail advertising and 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 features.

The advantage of this strategy is that it will certainly integrate the two features while lowering the need for hiring an additional resource for advertising. In addition to this, Lewis would be heading the advertising division as well as regardless her replacement would certainly be needed for the existing function that she is performing. The negative aspect of this option is that external hiring might bring about bitterness from internal workers who might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Production: Provided the competitive pressures and also high top quality work required from the advertising company, it is advised that Lewis should enable the production device to be a separate function from the advertising and marketing unit. Considering that the majority of advertising and marketing agencies had these 2 features as separate devices, it makes more feeling to comply with the norm.

Integration of Advertising with Workflows: Given that Lewis is already taking care of the advertising and marketing and procedures divisions at the same time; it makes feeling to incorporate the 2 features since she has been successfully taking treatment of both ends. The truth that Lewis has to adjust her monitoring design for the marketing division suggests that these two departments would certainly be culturally diverse.

Suggestion.



An evaluation of the 3 options shows that integration of advertising and marketing and operations would certainly not be a possible step due to the vast distinctions between the two departments regardless of the reality that currently Lewis is handling both. While splitting up of the production function might have been a favorable relocation for the advertising and marketing department, the reality that it would certainly mean positioning a third feature under Lewis's wing indicates this must be stayed clear of.

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

Marketing and advertising functions would certainly be combined.

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

Production function will continue to be component of marketing under advertising feature.

Lewis will separate herself from operations.

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

Open door plan as well as emphasis on cross departmental interaction will be aimed at getting rid of discord.

Backup plan.

If the integration does not exercise as prepared, a backup strategy would certainly follow which would divide the manufacturing function from the advertising and marketing function to reduce the lots on the SVP of advertising and marketing. In case Judith Shapiro does not obtain hired, Lewis will be heading the marketing department without an SVP. In that case the production feature will absolutely be separated by placing it under an SVP manufacturing.