Molycorp Issuing The Happy Meal Securities B Case Study Help


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Molycorp Issuing The Happy Meal Securities B Case Study Solution

Background and Facts

Molycorp Issuing The Happy Meal Securities B an office supplies seller for small and moderate sized organisations has lately been associated with preparing for a merger with its rival Home Deport, which has actually impacted efficiency degrees in departmentswith the senior supervisor associated with lawful complications presented by the federal Profession Commission. With the Advertising and marketing Head putting forward the news of his separation from the firm in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the duty in the future. With difficulties in the kind of a possible social modification and also low employee morale, the company wants a complete reengineering effort at the advertising and marketing department.

Issue Declaration
Porter's 5 Forces Analysis
The potential social change at the advertising department of Molycorp Issuing The Happy Meal Securities B is raising uncertainty in the working environment bring about different obstacles for the Jeannie Lewis that would certainly be replacing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting tactical choices given that Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Payment's treatment in the process. Given the truth that the shop has a worldwide presence with branches in UK, USA, Canada as well as Germany, political consider each of these countries may have the ability to influence efficiency or tactical objectives. Federal Profession Compensation's antitrust match against the merging took up valuable time of the company's elderly management suggesting that 'political' factors can have major implications for a worldwide service.

Economic Factors: Financial factors such as the emergence of small businesses in the global scenario recommend that Molycorp Issuing The Happy Meal Securities B is prospering in an atmosphere where there is possible growth of companies. In addition to this, truth that store clients are mostly seeking workplace products for office suggests that the market has a rising pattern of business owners and also home organisations.

Social factors: Social patterns in the economy show that clients are searching for comfort along with appealing prices. Marketing research shows how the client for Molycorp Issuing The Happy Meal Securities B does not have understanding concerning discovering remedies which can supply a combination of ease and affordable.

Technological factors: Innovation plays an important role in Molycorp Issuing The Happy Meal Securities B's service approach specifically as the company is piloting Technology facilities which would supply technology sales and support in the form of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues and Effects.

Several underlying Business Actions concerns can be seen in Molycorp Issuing The Happy Meal Securities B's case as highlighted in this area.

Uneasiness concerning social modification: There is apprehension concerning 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 Marketing with a lot of the team member already showing unhappiness over this prospective action. This expected change has created anxiety in the work environment which has been combined with the previous tension of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Demanding Job Atmosphere for Newcomers: There is lack of employees that can match the stressful environment of a hectic organization. Not just does this result in difficulty in finding the best people, it puts tension on brand-new hires as can not hold up against the speed and also stress that the company expects them to birth.

Double Coverage Lines: Newcomers locate this organizational society cumbersome and also difficult to deal with specifically as populated line partnerships are indicated to be weak as a whole as well as objective setting and also performance evaluation is still done by the strong line manager. This indicates that newbies could lose clearness about their particular functions as well as purposes specifically as populated line reporting does not maintain them in straight interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had actually been hypothesized that the last would take Krasnow's setting came as an impact to her spirits. Lewis might have been capable and appropriate for the task however the fact that Kransnow's departure would certainly make Coles a direct record to Lewis might have been the reason for Coles' resignation from services.

Fear & Work Insecurity: Anxiety and insecurity can be recognized as two major issues that Lewis would certainly be taking care of specifically as the merger has actually now be terminated and 2 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 certainly not just supervise of brining about a cultural modification but would certainly additionally need to show herself in her new function.

Incompatible Monitoring Style of Leader: Lewis's management style as well as its conflict with the advertising and marketing division's role can also be seen as an OB obstacle particularly as she has been used to taking care of issues in the procedures division where personnel are shown to concentrate on processes and also get them right. The advertising department on the other hand can be viewed as a team of individuals that are utilized to being nurtured by Krasnow that concentrated a lot more on result than processes.

Interdepartmental Disagreements: Interdepartmental disputes in between 3 divisions, advertising and marketing, merchandizing as well as procedures respectively over the allotment of the advertising mix can be determined as an additional OB problem. The advertising division does not share the exact same vision as the other two departments pertaining to the aloocation of the marketing mix twoards promos as well as advertsing, the merchandizing and also procedures departments do not concur over the advertising and marketing mix appropriation amongst one an additional either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing divisions can be determined as one more OB problem which can need further interest. The truth that the advertising and marketing areas in the advertising and marketing division are separated is preventing both departments from acquiring from each various other's experience and experience. Combination of marketing with merchandising and also procedures would certainly end up being more difficult if the marketing division itself is broken down which can be one more possible OB issue.

Molycorp Issuing The Happy Meal Securities B Analysis

Various theories have actually been utilized to discuss the scenarios to get further quality regarding the circumstance available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that subordinates are passive and also lazy, have little aspiration and stand up to modification. The difficult version of this theory highlighted coercion, limited controls, hazards as well as penalties. Over time it generates low efficiency, refined sabotage as well as rivalry (Bargain, 2003). Although the situation at Molycorp Issuing The Happy Meal Securities B is not completely complying with Concept X, it can be seen that new hires are discovering this setting rather difficult which might eventually lead to a better inclination of the administration in the direction of Theory X. According to McGregor's supported sight, which he called Concept Y, the necessary job of the monitoring is to arrange organizational conditions to make sure that individuals can achieve their own goals best by directing their efforts in the direction of organizational benefits. If people find no contentment in their work, the administration would have little option however to rely upon theory X and also external control (Deal, 2003). Even while examining Lewis's management style, concept X might have been suitable in the procedures department to some extent yet the Marketing division would certainly need reliance on Theory Y in order to get the imagination and also originality from the teams.

Tuckman's Team effort Theory: Regarding Lewis's issue about bringing harmony between the advertising and marketing division is concerned, this would originally bring about clash as gone over by Bruce Tuckman in his 'Synergy Theory'. (Tuckman, 1965). According to Tuckman's theory shown in appendix 3, throughout the initial phase of team advancement, people might not bond, as they are hectic locating their place in the group. By combining the marketing and advertising division's job, there may be the same first separate which might result in the 2nd stage of 'storming' where the teams challenge each other. However, it is just throughout the third phase or 'norming' when they would certainly come together to share suggestions prior to the team can produce harmony in the 4th stage 'carrying out'.

Bridges' Shift Version: According To William Bridge's theory (appendix 4), people are quite awkward with adjustment, which is apparent by the circumstance at Molycorp Issuing The Happy Meal Securities B The scenario can be viewed as a normal program of life if is studied based on Bridge's theory where he describes that people undergo 3 stages of shift when they experience change. 'End, shedding and Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When individuals exist with adjustment, they go into phase one therefore there may be emotions like despair, unpredictability, stress, anger, concern, rejection and disorientation.The situation at the advertising and marketing department of Molycorp Issuing The Happy Meal Securities B is comparable so Lewis can obtain comfy with the idea that it is not extraordinary habits. In the second stage, there might be a demand to link the space in between the brand-new and old society so Lewis may need to face this ordeal once Krasnow leaves. There might be low spirits as well as reduced performance at this phase which need to not be taken as a trouble. It is during this phase that Lewis will need to offer guidance to the department to ensure that they can locate an orientation. It can be seen exactly how Krasnow has actually already made this change much easier by making Lewis get involved in the department a year before his actual departure. According to Bridges' Design, stage three will produce visibility to knowing, High energy as well as commitment as individuals will certainly welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has reviews the relevance of 'safety and security needs as being a reduced degree requirement of a human for causing inspiration. As seen in the pyramid shared in appendix 3, we can see just how 'the demand to feel protected as well as out of danger' is at the second degree of needs. Prior to an employee can be made to establish mentally, he needs to have his 'Physiological 'as well as 'Safety' needs fulfilled.

SWOT Analysis for Molycorp Issuing The Happy Meal Securities B Case Study

Implication of Analysis.

The OB analysis has checked out numerous theories to comprehend exactly how to manage the present circumstance available. The adhering to 3 options have actually been suggested to assist Lewis take care of the business difficulties in the marketing department. Each of these options has actually been suggested for reducing the shift required to bring the marketing department according to the requirements of the market and also for making the social modification that would certainly comply with when the current leader leaves.

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

Assessment of Alternatives.

Judith Shapiro who has earlier been talked to by Lewis throughout the earlier merging days has knowledge in business-to-business advertising along with company and retail advertising experience. When Krasnow leaves, Lewis can employ Shapiro as an EVP for marketing to handle both advertising and marketing features.

The advantage of this technique is that it will certainly incorporate the two features while decreasing the requirement for hiring an added resource for marketing. Lewis would be heading the advertising division and also in any kind of case her replacement would certainly be required for the existing duty that she is carrying out. The drawback of this alternative is that external hiring might cause resentment from interior personnel that may be looking at the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Production: Offered the competitive pressures and excellent quality work called for from the advertising agency, it is recommended that Lewis ought to enable the production device to be a separate function from the advertising device. Because many advertising agencies had these 2 features as separate systems, it makes more feeling to adhere to the standard. Both functions may be able to focus on their core activates extra effectively. Nonetheless, the negative aspect of this technique would be that extra costs would certainly need to be birthed for setting up different manufacturing features. In addition to this, a production head might have to be hired which can boost overheads for the organization.

Integration of Advertising with Operations: Because Lewis is already looking after the advertising and marketing and procedures divisions all at once; it makes good sense to integrate both functions since she has been successfully looking after both ends. The fact that the two divisions currently have significant differences over allowance of sources suggests that this combination might be able to bring about harmony particularly as Lewis would certainly be heading both ends.However there are different downsides of this move especially as it would place excessive worry over Lewis's shoulders. The truth that Lewis needs to adapt her management design for the advertising and marketing department recommends that these two divisions would certainly be culturally varied. Lewis may not be able to use one type of management design to both divisions which might result in inadequacy in either one of the two features.


An analysis of the 3 options suggests that integration of marketing and also operations would not be a viable action because of the huge distinctions in between both divisions although that currently Lewis is managing both. While splitting up of the manufacturing function might have been a beneficial step for the marketing division, the reality that it would certainly mean putting a 3rd function under Lewis's wing indicates this should be prevented also. The assimilation of the advertising department is the most effective choice in regards to getting the optimal arise from the department. An action plan for this alternative is talked about below.

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

Marketing and advertising functions would certainly be combined.

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

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

Lewis will certainly divide herself from procedures.

An autonomous management design with employee empowerment will certainly be utilized in marketing department.

Open up door plan and focus on cross departmental interaction will certainly be focused on eliminating discord.

Backup plan.

If the integration does not exercise as planned, a backup plan would comply with which would separate the manufacturing feature from the marketing feature to lower the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the marketing department without an SVP. In that case the production function will most definitely be separated by positioning it under an SVP production.