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Misaki Capital And Sangetsu Corporation Case Study Solution

CASE ANALYSIS

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Misaki Capital And Sangetsu Corporation Case Study Help

Background and Facts

Misaki Capital And Sangetsu Corporation a workplace products seller for small and also moderate sized services has actually lately been associated with planning for a merger with its competitor Residence Deport, which has impacted performance degrees in departmentswith the senior supervisor involved in lawful problems presented by the federal Profession Compensation. With the Advertising and marketing Head putting forward the news of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the near future. With challenges in the type of a potential social change and also low employee morale, the organization wants a total reengineering initiative at the marketing division.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural modification at the advertising division of Misaki Capital And Sangetsu Corporation is raising uncertainty in the workplace causing numerous challenges for the Jeannie Lewis that would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in affecting calculated decisions since Stapes Inc. needed to desert its strategies of merging with Workplace Deport after the Federal Profession Commission's treatment in the process. Offered the fact that the store has a worldwide existence with branches in UK, USA, Canada and Germany, political consider each of these countries may be able to influence efficiency or tactical objectives. Federal Profession Payment's antitrust suit against the merging occupied beneficial time of the organization's elderly monitoring recommending that 'political' factors can have major effects for an international business.

Economic Factors: Financial factors such as the appearance of local business in the global situation recommend that Misaki Capital And Sangetsu Corporation is flourishing in an environment where there is potential development of organisations. In addition to this, fact that shop consumers are mainly seeking office products for office suggests that the market has a climbing trend of entrepreneurs and home based services.

Social factors: Social trends in the economy show that customers are searching for ease along with appealing prices. Market research shows how the customer for Misaki Capital And Sangetsu Corporation lacks understanding concerning discovering services which can use a combination of comfort and inexpensive.

Technical factors: Technology plays a crucial function in Misaki Capital And Sangetsu Corporation's organisation method especially as the company is piloting Innovation centers which would certainly supply modern technology sales and also assistance in the kind of memory upgrades, outer setups. (Summary of INSECT in appendix 2).

OB Issues and also Manifestations.

A number of underlying Organizational Actions problems can be seen in Misaki Capital And Sangetsu Corporation's case as highlighted in this section.

Uneasiness concerning cultural change: There is uneasiness regarding a social modification that would take place once Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with a lot of the staff members already showing unhappiness over this prospective move. This expected modification has actually developed anxiety in the work environment which has been coupled with the previous stress and anxiety of preparing the company for a potential merger with Residence Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a fast-paced organization. Not only does this cause difficulty in locating the appropriate people, it puts stress on brand-new hires as can not withstand the rate and pressure that the company expects them to bear.

Double Reporting Lines: Novices find this business society cumbersome as well as difficult to manage specifically as dotted line connections are meant to be weak in general and also unbiased setting and also efficiency examination is still done by the strong line supervisor. This means that newbies can shed clarity concerning their particular duties and objectives especially as populated line reporting does not keep them in straight interaction with the strong line managers.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had actually been hypothesized that the last would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been capable as well as proper for the work yet the reality that Kransnow's separation would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Task Instability: Anxiety as well as instability can be determined as two major issues that Lewis would be handling especially as the merger has now be terminated and also two senior executives of the advertising and marketing division would certainly be leaving. The whole obligation of the division would be falling on Lewis's shoulders who would not just be in charge of brining regarding a cultural change however would certainly additionally have to confirm herself in her brand-new duty.

Incompatible Administration Style of Leader: Lewis's management style and its conflict with the advertising division's function can additionally be seen as an OB difficulty especially as she has actually been utilized to managing concerns in the procedures department where workers are shown to concentrate on processes and also obtain them. The advertising and marketing department on the other hand can be viewed as a group of people that are utilized to being nurtured by Krasnow that concentrated much more on output than procedures.

Interdepartmental Disputes: Interdepartmental arguments in between 3 divisions, advertising, merchandizing as well as operations specifically over the allowance of the advertising mix can be recognized as an additional OB problem. Although the advertising division does not share the very same vision as the various other two departments relating to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and procedures departments do not agree over the advertising and marketing mix allocation amongst each other either.

Disintegration in Marketing Department: Disintegration in between the advertising and marketing divisions can be determined as another OB issue which could require more attention. The truth that the advertising and marketing sections in the advertising division are separated is stopping both departments from obtaining from each other's experience and also competence. Integration of advertising with merchandising as well as operations would certainly become more difficult if the advertising department itself is disintegrated which can be an additional prospective OB issue.

Misaki Capital And Sangetsu Corporation Analysis

Various concepts have actually been utilized to explain the circumstances to get additional clearness about the circumstance handy.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers believe that subordinates are easy and careless, have little ambition and withstand change. The difficult version of this theory emphasized browbeating, tight controls, risks and also penalties. With time it creates reduced performance, refined sabotage as well as competition (Deal, 2003). The scenario at Misaki Capital And Sangetsu Corporation is not entirely adhering to Theory X, it can be seen that new hires are locating this environment instead demanding which may ultimately lead to a better inclination of the monitoring towards Concept X. As per McGregor's promoted sight, which he called Theory Y, the essential task of the administration is to arrange organizational conditions to make sure that people can accomplish their own goals best by directing their initiatives towards business incentives. If people discover no satisfaction in their job, the administration would certainly have little option but to depend on concept X as well as exterior control (Deal, 2003). Also while examining Lewis's administration style, concept X may have been suitable in the procedures division to some extent yet the Advertising department would certainly require dependence on Theory Y in order to get the creative thinking and originality from the teams.

Tuckman's Synergy Concept: As far as Lewis's concern about bringing harmony in between the advertising and marketing and also marketing division is concerned, this would at first lead to clash as talked about by Bruce Tuckman in his 'Synergy Theory'. By combining the advertising and marketing as well as advertising and marketing division's job, there might be the exact same first disconnect which might lead to the 2nd stage of 'storming' where the teams challenge one another.

Bridges' Shift Version: According To William Bridge's concept (appendix 4), people are quite uncomfortable with modification, which is apparent by the situation at Misaki Capital And Sangetsu Corporation The scenario can be viewed as a regular course of life if is examined based on Bridge's theory where he describes that people go through three stages of transition when they experience change. 'End, losing and Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they get in phase one and so there may be feelings like unhappiness, uncertainty, aggravation, rage, worry, rejection and disorientation.The scenario at the marketing department of Misaki Capital And Sangetsu Corporation is similar so Lewis can obtain comfortable with the suggestion that it is not remarkable behavior. In the second stage, there may be a demand to bridge the space between the brand-new and also old society so Lewis might have to encounter this ordeal as soon as Krasnow leaves. There may be low morale and reduced efficiency at this phase which must not be taken as a problem. It is during this phase that Lewis will certainly have to give guidance to the division so that they can find an orientation. It can be seen just how Krasnow has already made this transition simpler by making Lewis obtain associated with the division a year before his real separation. According to Bridges' Model, phase 3 will produce visibility to understanding, High power as well as dedication as people will certainly accept the modification (Bridges, 2004).
Vrio Analysis
Maslow's Demand pecking order: The OB issue pertaining to insecurity at the work environment has actually been set off first of all by the change in management and secondly by the reality that the merging will no longer be initiated. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has reviews the relevance of 'security needs as being a reduced level demand of a human for causing inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the need to really feel safe and out of danger' is at the second degree of demands. Before an employee can be made to create psychologically, he needs to have his 'Physiological 'as well as 'Safety' needs met. This shows that unless the employees are made to really feel safe concerning their present employment standing in Misaki Capital And Sangetsu Corporation they might not get to 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Misaki Capital And Sangetsu Corporation Case Study



Implication of Analysis.

The OB analysis has taken a look at numerous concepts to recognize exactly how to manage the current situation available. The following 3 alternatives have actually been proposed to aid Lewis deal with the organizational challenges in the advertising and marketing division. Each of these options has been suggested for reducing the shift required to bring the marketing division in accordance with the demands of the marketplace as well as for making the cultural modification that would follow once the current leader leaves.

Integration of marketing and advertising functions. Dividing Adverting and Production functions. Assimilation of Advertising And Marketing with Operations.

Examination of Alternatives.

Assimilation of Advertising And Marketing & Advertising Functions: The in-house advertising and marketing firm of Misaki Capital And Sangetsu Corporation is currently stamina for the organization in terms of conserving up on overheads connected to advertising and marketing and promotion. Given that no new recruitment has been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the advertising function, this is a favorable chance for integrating the advertising and marketing functions. Judith Shapiro that has earlier been talked to by Lewis throughout the earlier merging days has expertise in business-to-business marketing along with firm and also retail marketing experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both advertising and marketing functions.

The advantage of this approach is that it will incorporate both features while decreasing the demand for working with an extra resource for marketing. Lewis would be heading the advertising department and in any case her substitute would be needed for the present function that she is performing. The drawback of this choice is that exterior hiring may cause resentment from inner personnel that may be considering the position of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Production: Given the affordable pressures and also high top quality job required from the advertising and marketing company, it is suggested that Lewis ought to enable the manufacturing system to be a different feature from the advertising and marketing system. Since the majority of marketing companies had these two features as different units, it makes even more feeling to adhere to the standard.

Integration of Advertising And Marketing with Operations: Given that Lewis is already caring for the marketing as well as operations departments at the same time; it makes sense to integrate both features considering that she has actually been efficiently caring for both ends. The fact that both divisions currently have significant differences over appropriation of resources recommends that this combination may be able to bring about harmony specifically as Lewis would certainly be heading both ends.However there are different disadvantages of this step especially as it would certainly place too much worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring style for the advertising division recommends that these 2 departments would be culturally varied. Lewis may not be able to apply one type of leadership style to both divisions which could result in inadequacy in either one of the 2 functions.

Recommendation.



An assessment of the 3 options indicates that assimilation of advertising and also procedures would not be a feasible relocation because of the large differences in between both divisions although that presently Lewis is dealing with both. While separation of the manufacturing function might have been a beneficial relocation for the marketing division, the fact that it would indicate placing a third function under Lewis's wing indicates this ought to be avoided. The integration of the marketing division is the most effective alternative in regards to getting the ideal results from the department. An activity prepare for this option is reviewed listed below.

Activity Strategy.
Recommendation
Lewis will certainly take over the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

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

Lewis will divide herself from procedures.

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

Open up door plan and also focus on cross department communication will be aimed at eliminating disharmony.

Backup plan.

If the combination does not work out as prepared, a backup plan would certainly adhere to which would separate the production feature from the marketing feature to lower the load on the SVP of marketing and advertising. In case Judith Shapiro does not obtain worked with, Lewis will certainly be heading the advertising division without an SVP. Because case the manufacturing feature will certainly be separated by putting it under an SVP manufacturing.