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Mortgage Backs At Ticonderoga Case Study Analysis

Background and Facts

Mortgage Backs At Ticonderoga a workplace products store for tiny as well as moderate sized services has recently been involved in preparing for a merger with its rival Residence Deport, which has influenced performance levels in departmentswith the elderly manager associated with lawful complications put forth by the federal Trade Payment. With the Advertising Head advancing the information of his departure from the company in one year, Jeannie Lewis, the present head of operations has been asked to take the duty in the future. With difficulties in the kind of a possible social modification and low employee spirits, the organization needs a complete reengineering effort at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing division of Mortgage Backs At Ticonderoga is raising unpredictability in the working environment causing various difficulties 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 function in impacting strategic choices given that Stapes Inc. needed to abandon its plans of merging with Office Deport after the Federal Trade Commission's intervention in the process. Provided the reality that the store has a worldwide visibility with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries might be able to influence performance or calculated goals. Federal Profession Commission's antitrust fit against the merging used up useful time of the organization's elderly management recommending that 'political' factors can have serious ramifications for an international company.

Economic Factors: Economic factors such as the appearance of small businesses in the global scenario recommend that Mortgage Backs At Ticonderoga is thriving in an environment where there is prospective development of organisations. In addition to this, truth that shop clients are mostly looking for workplace materials for office suggests that the market has a climbing fad of business owners and also home organisations.

Social factors: Social patterns in the economy reveal that consumers are seeking comfort along with attractive prices. Market research shows how the customer for Mortgage Backs At Ticonderoga lacks understanding regarding finding solutions which can use a mix of ease and also affordable.

Technological factors: Modern technology plays an important function in Mortgage Backs At Ticonderoga's company method specifically as the company is piloting Modern technology facilities which would certainly provide innovation sales as well as assistance in the type of memory upgrades, outer installments. (Recap of PARASITE in appendix 2).

OB Issues and Manifestations.

Numerous underlying Organizational Habits issues can be seen in Mortgage Backs At Ticonderoga's case as highlighted in this section.

Concerns about social change: There is apprehension concerning a cultural modification that would take place as soon as Todd Krasnow leaves from his setting as the Executive Vice Head Of State of Marketing with most of the personnel already showing unhappiness over this possible action. This anticipated modification has actually developed tension in the work environment which has been coupled with the past tension of preparing the firm for a potential merger with Home Deport.
Pest Analysis
Demanding Work Setting for Newcomers: There is scarcity of personnel that can match the difficult setting of a fast-paced organization. Not only does this cause difficulty in locating the ideal individuals, it puts stress on brand-new hires as can not stand up to the rate as well as stress that the organization anticipates them to birth.

Double Reporting Lines: Newcomers find this business culture cumbersome and also difficult to manage particularly as populated line connections are suggested to be weak generally and unbiased setting as well as efficiency evaluation is still done by the solid line supervisor. This means that newbies might lose clearness about their particular functions and purposes especially as dotted line coverage does not maintain them in direct communication with the solid line supervisors.

Bitterness From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor as opposed to Bridget Coles despite the fact that it had been speculated that the last would certainly take Krasnow's setting came as a strike to her morale. Lewis may have been capable and also appropriate for the task yet the reality that Kransnow's separation would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Anxiety & Job Insecurity: Concern as well as insecurity can be identified as two significant issues that Lewis would be handling especially as the merging has actually now be cancelled and also 2 senior executives of the marketing department would certainly be leaving. The whole responsibility of the department would certainly be dropping on Lewis's shoulders that would not simply supervise of brining concerning a cultural change yet would certainly likewise have to verify herself in her new duty.

Incompatible Administration Design of Leader: Lewis's management style and also its conflict with the advertising division's duty can additionally be seen as an OB obstacle particularly as she has actually been made use of to managing concerns in the operations division where workers are educated to concentrate on processes as well as get them. The marketing department on the various other hand can be seen as a team of individuals who are made use of to being nurtured by Krasnow who focused more on output than processes.

Interdepartmental Disputes: Interdepartmental disagreements in between 3 divisions, advertising, merchandizing and operations specifically over the appropriation of the advertising and marketing mix can be identified as another OB concern. Although the advertising department does not share the very same vision as the various other two divisions concerning the aloocation of the advertising mix twoards promotions and advertsing, the merchandizing and also operations departments do not agree over the marketing mix allocation amongst each other either.

Disintegration in Advertising And Marketing Department: Disintegration between the marketing and advertising departments can be determined as another OB problem which could require additional focus. The reality that the marketing and advertising areas in the advertising and marketing department are disconnected is avoiding both departments from acquiring from each other's experience as well as experience. Combination of advertising and marketing with retailing and procedures would come to be more difficult if the advertising and marketing division itself is broken down which can be one more possible OB concern.

Mortgage Backs At Ticonderoga Analysis

Numerous theories have actually been utilized to describe the conditions to obtain further clearness concerning the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of supervisors believe that juniors are easy and lazy, have little passion as well as withstand adjustment. The tough version of this concept highlighted threat, tight controls, hazards and punishments. In time it generates low performance, refined sabotage and competition (Bargain, 2003). The circumstance at Mortgage Backs At Ticonderoga is not completely complying with Concept X, it can be seen that brand-new hires are discovering this environment rather demanding which may ultimately lead to a better disposition of the monitoring towards Theory X. According to McGregor's advocated sight, which he called Concept Y, the crucial job of the administration is to arrange organizational conditions to make sure that people can accomplish their own goals best by routing their efforts in the direction of organizational incentives. If people locate no satisfaction in their work, the administration would certainly have little choice however to depend on theory X as well as exterior control (Bargain, 2003). Even while examining Lewis's management design, concept X might have been suitable in the operations division somewhat yet the Advertising division would certainly call for dependence on Concept Y to get the imagination and also originality from the teams.

Tuckman's Synergy Concept: As for Lewis's problem concerning bringing harmony in between the marketing and advertising division is worried, this would initially result in clash as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). As per Tuckman's concept received appendix 3, throughout the initial phase of group growth, individuals may not bond, as they are hectic discovering their area in the team. By integrating the advertising and marketing division's work, there may be the same initial separate which might result in the 2nd stage of 'storming' where the teams test one another. It is only during the 3rd stage or 'norming' when they would come together to share ideas prior to the team can bring around harmony in the 4th stage 'performing'.

When people are presented with modification, they go into stage one as well as so there might be feelings like unhappiness, unpredictability, irritation, anger, concern, denial and disorientation.The situation at the advertising department of Mortgage Backs At Ticonderoga is comparable so Lewis can obtain comfortable with the idea that it is not phenomenal behavior. It is during this phase that Lewis will have to offer support to the division so that they can discover a feeling of instructions. It can be seen exactly how Krasnow has already made this shift much easier by making Lewis obtain involved in the department a year prior to his real departure.
Vrio Analysis
Maslow's Requirement hierarchy: The OB concern related to insecurity at the work environment has actually been caused first of all by the modification in administration as well as second of all by the truth that the merging will no longer be started. Abraham Maslow in his Theory of 'Needs Hierarchy' (appendix 5) has goes over the value of 'protection needs as being a lower level demand of a human for activating inspiration. As seen in the pyramid cooperated appendix 3, we can see just how 'the demand to really feel safe and also unharmed' goes to the 2nd degree of needs. Prior to a worker can be made to establish mentally, he needs to have his 'Physiological 'as well as 'Security' needs satisfied. This suggests that unless the workers are made to feel secure about their current employment condition in Mortgage Backs At Ticonderoga they might not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Mortgage Backs At Ticonderoga Case Study



Ramification of Analysis.

The OB analysis has actually considered different theories to understand exactly how to manage the existing scenario handy. The following three options have been recommended to help Lewis take care of the business difficulties in the advertising and marketing department. Each of these options has actually been proposed for easing the change needed to bring the marketing department according to the requirements of the marketplace and also for making the social modification that would certainly adhere to once the current leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Manufacturing functions. Combination of Marketing with Workflow.

Evaluation of Alternatives.

Integration of Marketing & Marketing Functions: The in-house advertising and marketing firm of Mortgage Backs At Ticonderoga is already stamina for the company in regards to saving up on expenses related to marketing and also promotion. Given that no new employment has actually been done after Bridget Cole's separation with the reporting line being straight designated to Krasnow for the advertising and marketing function, this is a desirable possibility for incorporating the advertising and marketing functions. Judith Shapiro who has actually earlier been talked to by Lewis during the earlier merger days has experience in business-to-business marketing along with agency and retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to manage both marketing and advertising features.

The advantage of this strategy is that it will incorporate both functions while decreasing the requirement for employing an extra source for advertising and marketing. Lewis would certainly be heading the advertising department and also in any case her replacement would be required for the current duty that she is carrying out. The downside of this choice is that outside hiring might cause animosity from internal personnel who might be eying the placement of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Manufacturing: Provided the competitive pressures and also top quality work required from the ad agency, it is advised that Lewis should permit the production unit to be a different function from the advertising device. Given that many ad agency had these two functions as different systems, it makes more feeling to follow the standard. Both functions may be able to focus on their core activates more successfully. Nonetheless, the downside of this method would certainly be that added expenses would have to be borne for establishing different production features. In addition to this, a production head might have to be worked with which might boost overheads for the company.

Combination of Advertising with Workflows: Since Lewis is currently taking treatment of the marketing as well as operations departments simultaneously; it makes sense to incorporate the two features because she has been successfully taking care of both ends. The fact that Lewis has to adjust her management design for the advertising division recommends that these 2 departments would be culturally diverse.

Referral.



An assessment of the 3 options suggests that assimilation of advertising as well as operations would not be a possible move due to the large differences in between the two divisions in spite of the fact that currently Lewis is dealing with both. While splitting up of the manufacturing function might have been a favorable relocation for the advertising division, the fact that it would certainly imply putting a 3rd feature under Lewis's wing indicates this ought to be avoided.

Activity Plan.
Recommendation
Lewis will certainly take control of the duty of EVP Marketing after Krasnow leaves.

Marketing and advertising features would certainly be combined.

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

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

Lewis will certainly divide herself from operations.

An autonomous leadership style with worker empowerment will be made use of in marketing department.

Open door policy and also emphasis on cross departmental interaction will certainly be targeted at eliminating discord.

Backup strategy.

If the assimilation does not work out as prepared, a backup plan would comply with which would certainly divide the manufacturing feature from the advertising and marketing function to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get hired, Lewis will be heading the marketing division without an SVP. In that case the production feature will certainly be divided by placing it under an SVP manufacturing.