Mubadala Forging Development In Abu Dhabi Case Study Solution


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Mubadala Forging Development In Abu Dhabi Case Study Analysis

Background and Facts

Mubadala Forging Development In Abu Dhabi an office supplies merchant for small and moderate sized companies has actually recently been associated with preparing for a merger with its competitor Home Deport, which has actually influenced performance levels in departmentswith the senior supervisor involved in lawful difficulties put forth by the government Profession Compensation. With the Advertising Head advancing the information of his departure from the business in one year, Jeannie Lewis, the present head of operations has been asked to take the function in the future. With difficulties in the type of a prospective cultural modification and reduced employee spirits, the organization needs a full reengineering initiative at the advertising department.

Trouble Statement
Porter's 5 Forces Analysis
The potential social modification at the marketing department of Mubadala Forging Development In Abu Dhabi is enhancing uncertainty in the working environment resulting in different difficulties for the Jeannie Lewis who would certainly be replacing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant duty in impacting calculated choices since Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Payment's treatment while doing so. Given the reality that the store has a global presence with branches in UK, U.S.A., Canada as well as Germany, political consider each of these countries may have the ability to influence efficiency or critical goals. Federal Trade Payment's antitrust fit versus the merger used up beneficial time of the company's senior administration recommending that 'political' factors can have major effects for a worldwide company.

Economic Factors: Financial factors such as the emergence of small companies in the international scenario recommend that Mubadala Forging Development In Abu Dhabi is prospering in an environment where there is prospective development of services. Fact that store customers are mostly looking for office materials for residence workplaces recommends that the market has a climbing fad of entrepreneurs and also house based services.

Social factors: Social patterns in the economy reveal that customers are seeking ease in addition to appealing costs. Market research shows how the client for Mubadala Forging Development In Abu Dhabi lacks recognition about finding remedies which can use a mix of convenience and also affordable.

Technical factors: Innovation plays an important duty in Mubadala Forging Development In Abu Dhabi's company strategy specifically as the company is piloting Technology facilities which would provide modern technology sales as well as assistance in the form of memory upgrades, peripheral setups. (Recap of PARASITE in appendix 2).

OB Issues and Symptoms.

A number of underlying Business Habits issues can be seen in Mubadala Forging Development In Abu Dhabi's case as highlighted in this section.

Worries concerning cultural modification: There is apprehension about a social modification that would certainly take place as soon as Todd Krasnow leaves from his placement as the Exec Vice Head Of State of Advertising And Marketing with a lot of the team member currently showing unhappiness over this possible relocation. This predicted change has actually created anxiety in the work environment which has actually been combined with the past stress of preparing the firm for a prospective merging with House Deport.
Pest Analysis
Difficult Work Setting for Newcomers: There is shortage of employees that can match the stressful environment of a busy organization. Not just does this cause problem in locating the best individuals, it puts stress on brand-new hires as can not hold up against the rate and also pressure that the company expects them to birth.

Twin Reporting Lines: Novices discover this business culture difficult as well as tough to handle especially as dotted line relationships are suggested to be weaker as a whole and also unbiased setting as well as performance assessment is still done by the strong line manager. This suggests that beginners can shed clarity about their particular duties as well as goals especially as dotted line reporting does not keep them in direct communication with the strong line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles even though it had been speculated that the last would certainly take Krasnow's position came as an impact to her morale. Lewis might have been capable and also proper for the task yet the fact that Kransnow's departure would make Coles a straight report to Lewis may have been the reason for Coles' resignation from solutions.

Worry & Task Insecurity: Anxiety and also insecurity can be determined as two significant problems that Lewis would certainly be managing particularly as the merger has actually now be terminated as well as 2 senior executives of the marketing division would certainly be leaving. The whole responsibility of the division would be dropping on Lewis's shoulders who would certainly not just supervise of brining about a social modification however would certainly additionally have to verify herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's administration style and its incompatibility with the advertising department's function can likewise be viewed as an OB difficulty particularly as she has been made use of to dealing with concerns in the operations department where workers are educated to concentrate on procedures and also obtain them right. The marketing department on the various other hand can be seen as a group of people that are made use of to being supported by Krasnow that concentrated more on outcome than processes.

Interdepartmental Disagreements: Interdepartmental disagreements between 3 departments, advertising, merchandizing and operations specifically over the allocation of the advertising and marketing mix can be determined as an additional OB problem. Although the advertising department does not share the same vision as the various other 2 departments concerning the aloocation of the advertising and marketing mix twoards promos and advertsing, the merchandizing as well as procedures departments do not concur over the marketing mix allotment amongst one another either.

Fragmentation in Advertising And Marketing Division: Fragmentation between the advertising and marketing divisions can be determined as another OB concern which might require further focus. The truth that the advertising and marketing sections in the marketing division are detached is stopping both divisions from acquiring from each other's experience and also experience. Integration of advertising with merchandising as well as procedures would certainly come to be harder if the advertising and marketing division itself is broken down which can be an additional prospective OB worry.

Mubadala Forging Development In Abu Dhabi Analysis

Numerous concepts have been made use of to describe the conditions to get additional clearness about the scenario available.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that juniors are easy and careless, have little ambition and also stand up to adjustment. The scenario at Mubadala Forging Development In Abu Dhabi is not entirely complying with Theory X, it can be seen that new hires are finding this atmosphere rather stressful which might at some point lead to a better disposition of the administration in the direction of Theory X. Also while analyzing Lewis's monitoring design, concept X may have been appropriate in the operations department to some degree but the Advertising department would certainly call for dependence on Theory Y in order to get the creative thinking and originality from the teams.

Tuckman's Synergy Theory: As far as Lewis's worry about bringing consistency in between the marketing and advertising division is worried, this would originally bring about clash as discussed by Bruce Tuckman in his 'Teamwork Theory'. (Tuckman, 1965). Based on Tuckman's concept shown in appendix 3, during the preliminary stage of team growth, individuals might not bond, as they are active discovering their area in the team. By integrating the advertising and marketing division's job, there may coincide preliminary detach which might bring about the 2nd stage of 'storming' where the groups test each other. However, it is only throughout the third phase or 'norming' when they would certainly come together to share concepts prior to the group can produce harmony in the 4th stage 'carrying out'.

When people are offered with change, they go into stage one and also so there might be emotions like despair, uncertainty, frustration, temper, concern, rejection and disorientation.The circumstance at the advertising department of Mubadala Forging Development In Abu Dhabi is similar so Lewis can get comfortable with the concept that it is not extraordinary habits. It is during this phase that Lewis will certainly have to offer guidance to the department so that they can locate a feeling of instructions. It can be seen how Krasnow has already made this shift easier by making Lewis get involved in the department a year prior to his actual departure.
Vrio Analysis
Maslow's Demand power structure: The OB problem pertaining to instability at the workplace has been activated first of all by the change in monitoring and secondly by the truth that the merging will certainly no longer be initiated. Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has discusses the value of 'protection needs as being a reduced degree need of a human for triggering motivation. As seen in the pyramid cooperated appendix 3, we can see how 'the requirement to feel safe as well as untouched' is at the 2nd level of demands. Prior to a staff member can be made to develop psychologically, he needs to have his 'Physical 'and 'Safety' needs met. This shows that unless the employees are made to really feel safe about their present employment status in Mubadala Forging Development In Abu Dhabi they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Mubadala Forging Development In Abu Dhabi Case Study

Effects of Analysis.

The OB analysis has taken a look at numerous theories to comprehend exactly how to deal with the present scenario handy. The adhering to three choices have been suggested to assist Lewis handle the business obstacles in the advertising division. 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 and also for making the social change that would certainly adhere to as soon as the current leader leaves.

Combination of advertising and marketing functions. Dividing Adverting and Production functions. Integration of Advertising And Marketing with Procedures.

Examination of Alternatives.

Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merging days has expertise in business-to-business marketing along with company and also retail marketing experience. Once Krasnow leaves, Lewis can work with Shapiro as an EVP for advertising and marketing to take care of both advertising and marketing as well as advertising functions.

The advantage of this technique is that it will certainly integrate the two features while lowering the need for employing an additional resource for advertising. Lewis would certainly be heading the marketing division as well as in any case her substitute would be required for the existing function that she is performing. The disadvantage of this alternative is that exterior hiring might bring about bitterness from inner personnel that may be considering the setting of EVP after Lewis takes over Krasnow's position.

Dividing Adverting and also Production: Offered the competitive stress and high quality job required from the advertising and marketing company, it is advised that Lewis ought to enable the manufacturing device to be a separate function from the marketing system. Since the majority of advertising and marketing firms had these 2 features as different systems, it makes more feeling to comply with the norm.

Assimilation of Marketing with Workflows: Because Lewis is already dealing with the advertising and operations departments concurrently; it makes good sense to integrate both features since she has actually been successfully caring for both ends. The truth that both divisions already have major differences over appropriation of resources suggests that this integration may have the ability to produce consistency particularly as Lewis would certainly be heading both ends.However there are numerous negative aspects of this action especially as it would place too much concern over Lewis's shoulders. The reality that Lewis needs to adapt her administration design for the advertising and marketing department recommends that these 2 divisions would certainly be culturally diverse. Lewis might not be able to apply one kind of leadership design to both departments which might result in ineffectiveness in either one of the two functions.


An examination of the three choices suggests that combination of advertising and marketing and procedures would not be a possible relocation due to the large distinctions in between the two divisions although that presently Lewis is managing both. While splitting up of the production feature may have been a favorable step for the advertising division, the reality that it would certainly suggest positioning a 3rd feature under Lewis's wing indicates this ought to be avoided too. The assimilation of the advertising and marketing department is the best alternative in regards to getting the optimal results from the division. An activity plan for this alternative is discussed listed below.

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

Advertising and Marketing functions would certainly be merged.

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

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

Lewis will certainly separate herself from procedures.

A democratic management design with worker empowerment will be used in advertising department.

Open up door plan as well as focus on cross department communication will certainly be aimed at eliminating disharmony.

Backup plan.

If the assimilation does not work out as planned, a contingency strategy would follow which would certainly separate the production feature from the advertising and marketing feature to decrease the load on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will be heading the advertising and marketing department without an SVP. In that case the manufacturing feature will certainly be divided by positioning it under an SVP manufacturing.