Nanpo Holdings Ltd Initial Public Offering Case Study Analysis


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Nanpo Holdings Ltd Initial Public Offering Case Study Help

Background and Facts

Nanpo Holdings Ltd Initial Public Offering an office supplies merchant for little and also medium sized businesses has just recently been involved in preparing for a merger with its rival Residence Deport, which has influenced efficiency degrees in departmentswith the elderly supervisor associated with lawful issues put forth by the federal Profession Compensation. With the Marketing Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the current head of operations has been asked to take the role in the near future. With difficulties in the kind of a potential cultural modification and also low worker spirits, the company requires a total reengineering effort at the advertising and marketing division.

Problem Declaration
Porter's 5 Forces Analysis
The prospective cultural change at the marketing department of Nanpo Holdings Ltd Initial Public Offering is enhancing unpredictability in the working environment causing different obstacles for the Jeannie Lewis that would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant role in influencing calculated choices because Stapes Inc. had to abandon its strategies of combining with Workplace Deport after the Federal Trade Payment's treatment at the same time. Given the truth that the shop has a worldwide presence with branches in UK, UNITED STATES, Canada as well as Germany, political factors in each of these countries might be able to impact performance or tactical goals. Federal Profession Commission's antitrust suit versus the merger took up beneficial time of the organization's elderly management suggesting that 'political' factors can have significant ramifications for a global company.

Economic Factors: Financial factors such as the emergence of small businesses in the global circumstance recommend that Nanpo Holdings Ltd Initial Public Offering is thriving in an environment where there is prospective development of organisations. Truth that shop clients are mostly looking for workplace supplies for home workplaces recommends that the market has a climbing fad of business owners and also residence based companies.

Social factors: Social trends in the economy show that customers are trying to find ease along with appealing costs. Marketing research demonstrates how the client for Nanpo Holdings Ltd Initial Public Offering lacks understanding concerning discovering services which can supply a combination of ease as well as affordable.

Technological factors: Innovation plays an essential duty in Nanpo Holdings Ltd Initial Public Offering's company approach especially as the organization is piloting Innovation facilities which would use technology sales as well as support in the type of memory upgrades, outer installments. (Recap of PEST in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Behavior issues can be seen in Nanpo Holdings Ltd Initial Public Offering's case as highlighted in this area.

Apprehensions concerning cultural adjustment: There is worry regarding a social change that would take place once Todd Krasnow leaves from his position as the Exec Vice President of Marketing with a lot of the personnel already revealing discontent over this possible action. This predicted change has developed tension in the work environment which has been paired with the previous stress of preparing the firm for a potential merging with House Deport.
Pest Analysis
Demanding Work Atmosphere for Newcomers: There is lack of workers that can match the demanding atmosphere of a busy company. Not just does this lead to difficulty in discovering the appropriate people, it puts stress on new hires as can not stand up to the pace and stress that the organization anticipates them to bear.

Dual Reporting Lines: Beginners find this business culture difficult and challenging to handle particularly as dotted line relationships are suggested to be weak in general and also unbiased setup as well as efficiency evaluation is still done by the strong line supervisor. This suggests that newcomers can shed clearness regarding their respective functions and goals specifically as populated line reporting does not maintain them in direct communication with the solid 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 guessed that the latter would certainly take Krasnow's setting came as a blow to her morale. Lewis may have been capable and also suitable for the task however the truth that Kransnow's departure would certainly make Coles a direct record to Lewis may have been the reason for Coles' resignation from solutions.

Concern & Job Instability: Worry and insecurity can be determined as two major problems that Lewis would be taking care of especially as the merging has currently be terminated and also two elderly execs of the advertising department would be leaving. The whole obligation of the department would certainly be dropping on Lewis's shoulders who would certainly not just be in charge of brining concerning a social adjustment yet would certainly likewise have to show herself in her new role.

Incompatible Administration Design of Leader: Lewis's management style as well as its conflict with the marketing division's function can additionally be seen as an OB difficulty especially as she has actually been used to handling concerns in the procedures division where workers are instructed to concentrate on processes and obtain 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 a lot more on result than processes.

Interdepartmental Arguments: Interdepartmental differences between three divisions, advertising and marketing, merchandizing and also procedures respectively over the allowance of the advertising and marketing mix can be recognized as an additional OB worry. Although the advertising department does not share the exact same vision as the various other 2 divisions concerning the aloocation of the marketing mix twoards promos and advertsing, the merchandizing and operations departments do not agree over the advertising and marketing mix allowance amongst one another either.

Fragmentation in Marketing Division: Fragmentation between the advertising and marketing departments can be determined as an additional OB concern which could need additional attention. The fact that the advertising and marketing areas in the advertising division are detached is stopping both departments from gaining from each various other's experience as well as knowledge. Combination of advertising and marketing with retailing and also procedures would certainly come to be harder if the advertising department itself is disintegrated which can be an additional prospective OB worry.

Nanpo Holdings Ltd Initial Public Offering Analysis

Numerous theories have been utilized to describe the conditions to obtain additional clarity about the scenario at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that staffs are passive and lazy, have little ambition as well as stand up to change. The circumstance at Nanpo Holdings Ltd Initial Public Offering is not completely adhering to Theory X, it can be seen that brand-new hires are finding this atmosphere rather difficult which might eventually lead to a greater inclination of the monitoring in the direction of Concept X. Also while analyzing Lewis's administration design, concept X might have been appropriate in the operations department to some level however the Advertising and marketing division would certainly call for reliance on Concept Y in order to get the creative thinking and also originality from the teams.

Tuckman's Team effort Concept: As far as Lewis's worry concerning bringing consistency in between the marketing and advertising division is concerned, this would at first cause contrast as talked about by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). According to Tuckman's theory displayed in appendix 3, throughout the initial phase of group advancement, individuals may not bond, as they are hectic locating their place in the group. By combining the advertising and marketing division's work, there may coincide initial separate which might result in the second stage of 'storming' where the groups challenge each other. It is only throughout the third phase or 'norming' when they would come together to share concepts prior to the team can bring about harmony in the 4th stage 'doing'.

When people are provided with modification, they enter stage one and also so there might be emotions like sadness, unpredictability, aggravation, anger, worry, rejection and disorientation.The situation at the marketing division of Nanpo Holdings Ltd Initial Public Offering is similar so Lewis can obtain comfy with the idea that it is not extraordinary habits. It is during this phase that Lewis will have to offer support to the department so that they can discover a sense of instructions. It can be seen exactly how Krasnow has actually currently made this change much easier by making Lewis obtain included in the department a year before his real separation.
Vrio Analysis
Abraham Maslow in his Concept of 'Requirements Pecking order' (appendix 5) has talks about the value of 'protection needs as being a lower level need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the requirement to feel secure and also out of danger' is at the second level of demands. Before an employee can be made to establish mentally, he requires to have his 'Physiological 'and 'Security' needs met.

SWOT Analysis for Nanpo Holdings Ltd Initial Public Offering Case Study

Effects of Analysis.

The OB analysis has taken a look at numerous concepts to understand just how to handle the existing situation available. The following 3 choices have actually been suggested to aid Lewis take care of the organizational difficulties in the advertising and marketing department. Each of these options has actually been recommended for reducing the change needed to bring the advertising department according to the requirements of the market and for making the social change that would adhere to once the existing leader leaves.

Combination of marketing and advertising features. Dividing Adverting and Manufacturing functions. Assimilation of Marketing with Operations.

Analysis of Alternatives.

Judith Shapiro that has earlier been spoken with by Lewis throughout the earlier merging days has experience in business-to-business advertising along with agency and retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to take care of both advertising as well as marketing features.

The advantage of this strategy is that it will certainly incorporate both features while decreasing the demand for employing an extra resource for advertising and marketing. Lewis would certainly be heading the advertising department and in any case her substitute would be needed for the existing role that she is doing. The disadvantage of this option is that external hiring may produce animosity from internal personnel that might be considering the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting as well as Production: Provided the competitive stress as well as high top quality job called for from the advertising and marketing company, it is advised that Lewis ought to permit the manufacturing unit to be a separate function from the marketing system. Because the majority of advertising agencies had these two features as different systems, it makes even more sense to adhere to the standard.

Assimilation of Advertising with Workflows: Given that Lewis is currently taking care of the advertising and marketing and also operations departments simultaneously; it makes good sense to integrate the two features given that she has been efficiently looking after both ends. The fact that both departments already have major differences over allowance of sources recommends that this assimilation may have the ability to produce harmony specifically as Lewis would be heading both ends.However there are various downsides of this action particularly as it would put too much problem over Lewis's shoulders. The reality that Lewis needs to adapt her administration style for the advertising and marketing department recommends that these 2 departments would certainly be culturally diverse. In addition to this, Lewis may not be able to apply one sort of management design to both departments which can lead to inefficiency in either one of both features.


An assessment of the three options indicates that combination of advertising as well as procedures would certainly not be a possible relocation as a result of the large distinctions in between the two divisions despite the fact that presently Lewis is taking care of both. While separation of the manufacturing feature may have been a favorable action for the advertising division, the reality that it would imply putting a third function under Lewis's wing suggests this ought to be avoided as well. The assimilation of the marketing division is the best choice in terms of obtaining the optimal results from the department. An activity prepare for this choice is gone over below.

Action Strategy.
Lewis will certainly take control of the role of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

Production function will stay part of advertising under advertising and marketing function.

Lewis will certainly divide herself from procedures.

A democratic leadership design with employee empowerment will be made use of in advertising department.

Open door policy as well as emphasis on cross departmental interaction will be targeted at eliminating dissonance.

Backup strategy.

If the combination does not work out as planned, a contingency strategy would certainly follow which would separate the production feature from the advertising and marketing feature to decrease the lots on the SVP of advertising and marketing. In case Judith Shapiro does not get employed, Lewis will be heading the advertising and marketing division without an SVP. In that case the production function will absolutely be separated by putting it under an SVP manufacturing.