Mci Takeover Battle Verizon Versus Qwest Case Study Solution


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Mci Takeover Battle Verizon Versus Qwest Case Study Help

Background and Facts

Mci Takeover Battle Verizon Versus Qwest an office materials store for small and average sized companies has just recently been associated with planning for a merging with its rival Residence Deport, which has impacted effectiveness degrees in departmentswith the senior manager involved in legal complications presented by the federal Profession Payment. With the Advertising and marketing Head putting forward the information of his departure from the firm in one year, Jeannie Lewis, the existing head of operations has been asked to take the function in the near future. With challenges in the form of a potential cultural adjustment and reduced employee morale, the organization requires a complete reengineering initiative at the advertising division.

Issue Declaration
Porter's 5 Forces Analysis
The possible social modification at the advertising and marketing division of Mci Takeover Battle Verizon Versus Qwest is enhancing uncertainty in the workplace resulting in different obstacles for the Jeannie Lewis who would be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in impacting tactical decisions considering that Stapes Inc. had to abandon its plans of merging with Workplace Deport after the Federal Trade Commission's intervention in the process. Provided the fact that the shop has a global visibility with branches in UK, U.S.A., Canada as well as Germany, political factors in each of these countries may have the ability to influence performance or tactical goals. Federal Trade Payment's antitrust fit against the merging took up important time of the company's elderly monitoring suggesting that 'political' factors can have severe implications for a global service.

Economic Factors: Financial factors such as the development of small companies in the global scenario suggest that Mci Takeover Battle Verizon Versus Qwest is prospering in an atmosphere where there is prospective growth of companies. Fact that store consumers are mainly looking for office products for home offices recommends that the market has an increasing trend of entrepreneurs and also home based services.

Social factors: Social trends in the economic situation show that consumers are trying to find ease along with appealing rates. Market research demonstrates how the customer for Mci Takeover Battle Verizon Versus Qwest lacks awareness about finding services which can supply a combination of convenience as well as affordable.

Technological factors: Modern technology plays a crucial duty in Mci Takeover Battle Verizon Versus Qwest's company technique specifically as the company is piloting Innovation facilities which would supply technology sales and also assistance in the type of memory upgrades, outer installments. (Recap of BUG in appendix 2).

OB Issues and also Effects.

Numerous underlying Business Behavior problems can be seen in Mci Takeover Battle Verizon Versus Qwest's case as highlighted in this section.

Concerns concerning cultural adjustment: There is concern concerning a social modification that would occur when Todd Krasnow leaves from his setting as the Executive Vice President of Advertising with a lot of the staff members already revealing discontent over this potential relocation. This expected modification has actually developed stress in the workplace which has been combined with the past anxiety of preparing the company for a possible merger with House Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is lack of workers that can match the difficult setting of a busy company. Not only does this result in difficulty in finding the best people, it puts stress on brand-new hires as can not withstand the speed and also stress that the company expects them to bear.

Twin Coverage Lines: Beginners discover this organizational culture troublesome as well as difficult to deal with specifically as populated line partnerships are suggested to be weaker in general as well as objective setup as well as performance evaluation is still done by the solid line supervisor. This means that newbies could lose quality concerning their corresponding roles and also purposes especially as populated line coverage does not keep them in straight interaction with the solid 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 latter would certainly take Krasnow's placement came as an impact to her spirits. Lewis might have been capable and also appropriate for the work yet the reality that Kransnow's separation would certainly make Coles a direct report to Lewis might have been the reason for Coles' resignation from services.

Anxiety & Task Insecurity: Fear and instability can be identified as 2 significant concerns that Lewis would be managing particularly as the merging has actually currently be cancelled and two senior execs of the marketing division would be leaving. The entire obligation of the department would be dropping on Lewis's shoulders who would certainly not simply supervise of brining concerning a cultural change but would also need to verify herself in her brand-new function.

Inappropriate Administration Style of Leader: Lewis's monitoring design and its incompatibility with the marketing department's function can also be viewed as an OB obstacle particularly as she has actually been used to dealing with problems in the operations department where personnel are shown to focus on processes and also get them right. The advertising department on the various other hand can be seen as a team of individuals that are made use of to being nurtured by Krasnow that focused much more on outcome than processes.

Interdepartmental Disputes: Interdepartmental disputes between 3 divisions, advertising and marketing, merchandizing and procedures specifically over the allowance of the marketing mix can be determined as one more OB worry. Although the advertising department does not share the same vision as the various other 2 divisions relating to the aloocation of the advertising mix twoards promos and advertsing, the merchandizing and operations departments do not agree over the advertising mix allocation among one another either.

Disintegration in Advertising And Marketing Division: Disintegration between the marketing and advertising divisions can be determined as one more OB concern which could need more interest. The reality that the marketing and advertising areas in the advertising and marketing department are disconnected is protecting against both divisions from obtaining from each other's experience and also proficiency. Integration of advertising and marketing with retailing and also procedures would end up being harder if the marketing division itself is disintegrated which can be one more potential OB concern.

Mci Takeover Battle Verizon Versus Qwest Analysis

Different theories have actually been made use of to clarify the scenarios to obtain additional clarity concerning the situation at hand.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that staffs are easy as well as careless, have little passion and also withstand modification. The hard version of this concept stressed browbeating, limited controls, risks and also penalties. Gradually it produces reduced performance, refined sabotage and also rivalry (Offer, 2003). The scenario at Mci Takeover Battle Verizon Versus Qwest is not totally adhering to Concept X, it can be seen that new hires are locating this atmosphere rather demanding which may at some point lead to a better disposition of the management towards Theory X. Based on McGregor's promoted view, which he called Theory Y, the vital task of the monitoring is to set up organizational conditions to make sure that individuals can achieve their very own objectives best by guiding their efforts in the direction of organizational rewards. If individuals locate no complete satisfaction in their work, the administration would have little selection yet to depend on concept X and external control (Offer, 2003). Even while examining Lewis's management design, concept X may have appropriated in the procedures department to some extent yet the Advertising and marketing division would call for reliance on Theory Y in order to get the creativity as well as creativity from the teams.

Tuckman's Synergy Theory: As much as Lewis's issue regarding bringing consistency in between the advertising and marketing as well as marketing department is worried, this would initially lead to conflict as discussed by Bruce Tuckman in his 'Teamwork Concept'. By incorporating the marketing as well as marketing department's job, there might be the same first disconnect which might lead to the second phase of 'storming' where the teams challenge one an additional.

Bridges' Change Design: As per William Bridge's theory (appendix 4), individuals are fairly uncomfortable with change, which is noticeable by the circumstance at Mci Takeover Battle Verizon Versus Qwest The circumstance can be viewed as a normal training course of life if is examined based on Bridge's theory where he clarifies that people go through 3 stages of change when they experience adjustment. 'Closing, shedding and also Releasing', The Neutral Area and 'The New Beginning' (Bridges, 2004). When individuals are presented with change, they enter phase one therefore there may be feelings like sadness, unpredictability, irritation, temper, worry, rejection and disorientation.The situation at the marketing division of Mci Takeover Battle Verizon Versus Qwest is comparable so Lewis can get comfortable with the suggestion that it is not phenomenal actions. In the 2nd phase, there might be a need to link the space between the brand-new as well as old culture so Lewis might need to encounter this challenge once Krasnow leaves. There might be low morale and also reduced productivity at this phase which should not be taken as an obstacle. It is during this phase that Lewis will certainly have to provide assistance to the department to make sure that they can discover a sense of direction. It can be seen just how Krasnow has already made this change simpler by making Lewis obtain associated with the division a year before his actual departure. As per Bridges' Version, phase 3 will cause openness to understanding, High energy and also dedication as people will embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Demands Hierarchy' (appendix 5) has discusses the significance of 'safety needs as being a lower level need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel secure and out of threat' is at the second level of demands. Before an employee can be made to establish emotionally, he requires to have his 'Physical 'as well as 'Safety' needs satisfied.

SWOT Analysis for Mci Takeover Battle Verizon Versus Qwest Case Study

Implication of Analysis.

The OB analysis has considered various concepts to comprehend exactly how to cope with the existing scenario available. The complying with three choices have been suggested to assist Lewis manage the organizational challenges in the advertising division. Each of these alternatives has been proposed for relieving the transition required to bring the advertising and marketing division in accordance with the needs of the marketplace as well as for making the cultural change that would adhere to when the existing leader leaves.

Integration of marketing and advertising features. Separating Adverting and Production functions. Combination of Marketing with Procedures.

Analysis of Alternatives.

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

The benefit of this approach is that it will certainly integrate the two functions while minimizing the requirement for hiring an extra source for advertising. Along with this, Lewis would be heading the advertising department and also regardless her substitute would certainly be required for the current duty that she is performing. The drawback of this choice is that exterior hiring might bring about resentment from internal workers that might be considering the placement of EVP after Lewis takes control of Krasnow's position.

Dividing Adverting as well as Manufacturing: Offered the competitive pressures and also high quality job called for from the ad agency, it is recommended that Lewis needs to permit the manufacturing unit to be a separate feature from the advertising and marketing unit. Because the majority of advertising agencies had these 2 features as separate devices, it makes even more sense to comply with the standard. In addition to this, both functions may be able to focus on their core triggers a lot more efficiently. Nonetheless, the downside of this method would certainly be that extra prices would certainly need to be borne for establishing different manufacturing features. Along with this, a manufacturing head may need to be hired which could boost overheads for the company.

Assimilation of Marketing with Procedures: Because Lewis is already taking care of the advertising and operations divisions at the same time; it makes feeling to incorporate the two features considering that she has actually been effectively taking care of both ends. The truth that Lewis has to adjust her monitoring style for the marketing division recommends that these 2 divisions would certainly be culturally varied.


An assessment of the 3 alternatives indicates that assimilation of advertising and marketing as well as procedures would not be a feasible step because of the vast differences between the two departments although that currently Lewis is taking care of both. While splitting up of the production function might have been a desirable action for the marketing division, the fact that it would imply positioning a third function under Lewis's wing suggests this ought to be prevented. The combination of the advertising and marketing division is the best alternative in regards to obtaining the optimal arise from the division. An activity plan for this option is talked about below.

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

Marketing and advertising functions would certainly be combined.

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

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

Lewis will certainly divide herself from operations.

A democratic leadership style with worker empowerment will certainly be made use of in marketing division.

Open door policy and also focus on cross departmental communication will be aimed at eliminating dissonance.

Contingency plan.

If the combination does not work out as planned, a backup plan would certainly comply with which would certainly divide the manufacturing feature from the advertising and marketing function to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will certainly be heading the marketing department without an SVP. In that case the manufacturing feature will most definitely be separated by positioning it under an SVP manufacturing.