Next India Traveler A Valuation Challenge Case Study Analysis


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Next India Traveler A Valuation Challenge Case Study Solution

Background and Facts

Next India Traveler A Valuation Challenge an office materials merchant for little and also moderate sized services has lately been associated with planning for a merging with its competitor Residence Deport, which has affected efficiency degrees in departmentswith the senior supervisor associated with lawful issues put forth by the government Profession Commission. With the Advertising and marketing Head putting forward the news of his separation from the company in one year, Jeannie Lewis, the present head of procedures has been asked to take the role in the future. With challenges in the type of a potential cultural modification as well as reduced worker morale, the company is in need of a full reengineering effort at the advertising and marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural adjustment at the advertising and marketing department of Next India Traveler A Valuation Challenge is boosting unpredictability in the workplace causing various challenges 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 major function in influencing strategic decisions since Stapes Inc. had to abandon its strategies of merging with Workplace Deport after the Federal Trade Compensation's intervention while doing so. Given the truth that the shop has a worldwide presence with branches in UK, U.S.A., Canada and also Germany, political consider each of these nations might have the ability to impact efficiency or calculated goals. Federal Trade Payment's antitrust fit versus the merging occupied useful time of the organization's elderly management recommending that 'political' factors can have severe effects for a global service.

Economic Factors: Economic factors such as the development of small businesses in the global circumstance recommend that Next India Traveler A Valuation Challenge is thriving in an environment where there is prospective growth of companies. Truth that store clients are mainly looking for workplace supplies for residence workplaces suggests that the market has a rising fad of business owners and also house based services.

Social factors: Social patterns in the economy show that consumers are looking for convenience in addition to attractive prices. Marketing research demonstrates how the consumer for Next India Traveler A Valuation Challenge does not have awareness concerning finding remedies which can offer a combination of ease as well as inexpensive.

Technological factors: Innovation plays an important function in Next India Traveler A Valuation Challenge's company technique specifically as the company is piloting Innovation centers which would offer modern technology sales and also assistance in the form of memory upgrades, outer setups. (Summary of BUG in appendix 2).

OB Issues and also Symptoms.

Several underlying Organizational Habits issues can be seen in Next India Traveler A Valuation Challenge's case as highlighted in this area.

Apprehensions about social adjustment: There is concern concerning a social adjustment that would certainly occur when Todd Krasnow leaves from his position as the Exec Vice President of Advertising And Marketing with the majority of the staff members currently showing unhappiness over this prospective move. This anticipated adjustment has actually produced anxiety in the workplace which has been combined with the past stress of preparing the company for a potential merging with Residence Deport.
Pest Analysis
Stressful Work Atmosphere for Newcomers: There is shortage of employees that can match the demanding atmosphere of a fast-paced company. Not just does this lead to problem in discovering the right individuals, it puts anxiety on new hires as can not withstand the pace and also stress that the organization expects them to bear.

Dual Reporting Lines: Newcomers locate this business culture difficult and also tough to manage especially as dotted line relationships are indicated to be weaker generally and objective setting as well as efficiency assessment is still done by the strong line manager. This implies that novices can lose clarity about their particular roles as well as goals specifically as populated line reporting does not maintain them in straight communication with the solid line managers.

Bitterness From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower instead of Bridget Coles even though it had actually been hypothesized that the last would take Krasnow's setting came as an impact to her morale. Lewis might have been qualified as well as proper for the work yet the truth that Kransnow's departure would certainly make Coles a straight report to Lewis may have been the factor for Coles' resignation from services.

Anxiety & Job Instability: Worry and instability can be identified as two significant issues that Lewis would be taking care of particularly as the merger has currently be cancelled and also two senior executives of the marketing department 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 adjustment however would certainly also need to confirm herself in her new role.

Incompatible Management Style of Leader: Lewis's monitoring design and also its conflict with the marketing department's duty can likewise be seen as an OB challenge particularly as she has actually been utilized to taking care of concerns in the procedures division where personnel are instructed to focus on processes and also obtain them. The advertising and marketing department on the various other hand can be viewed as a team of individuals who are utilized to being supported by Krasnow that focused more on result than processes.

Interdepartmental Arguments: Interdepartmental differences in between 3 departments, marketing, merchandizing and procedures specifically over the allotment of the marketing mix can be recognized as another OB worry. Although the advertising and marketing department does not share the very same vision as the other two departments concerning the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and operations departments do not agree over the advertising and marketing mix allocation among one another either.

Disintegration in Advertising And Marketing Department: Disintegration in between the marketing and advertising divisions can be determined as an additional OB concern which might need more focus. The truth that the advertising and marketing areas in the marketing department are separated is stopping both divisions from acquiring from each other's experience as well as knowledge. Combination of advertising and marketing with merchandising and also operations would end up being more difficult if the advertising department itself is disintegrated which can be one more prospective OB problem.

Next India Traveler A Valuation Challenge Analysis

Different concepts have actually been used to discuss the scenarios to obtain additional quality about the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of managers believe that staffs are easy and careless, have little ambition and resist change. The tough version of this concept highlighted coercion, tight controls, threats and penalties. With time it generates low efficiency, subtle sabotage and also competition (Deal, 2003). The scenario at Next India Traveler A Valuation Challenge is not entirely complying with Theory X, it can be seen that new hires are finding this setting rather difficult which might at some point lead to a higher inclination of the monitoring towards Theory X. According to McGregor's promoted sight, which he called Theory Y, the essential job of the management is to prepare organizational problems to ensure that people can achieve their very own objectives best by routing their initiatives in the direction of business rewards. If individuals find no satisfaction in their work, the management would have little selection yet to count on theory X and also exterior control (Offer, 2003). Also while analyzing Lewis's monitoring style, concept X might have been suitable in the operations department somewhat but the Advertising division would certainly need dependence on Theory Y in order to get the creativity and also creativity from the teams.

Tuckman's Team effort Concept: As far as Lewis's issue about bringing harmony in between the marketing as well as advertising and marketing division is worried, this would at first lead to conflict as reviewed by Bruce Tuckman in his 'Teamwork Theory'. By integrating the marketing as well as advertising and marketing department's work, there may be the very same first separate which could lead to the 2nd stage of 'storming' where the teams challenge one an additional.

Bridges' Change Model: As per William Bridge's theory (appendix 4), people are quite uneasy with adjustment, which is noticeable by the scenario at Next India Traveler A Valuation Challenge The circumstance can be viewed as a typical course of life if is researched as per Bridge's concept where he describes that people experience three stages of change when they experience adjustment. 'Ending, losing as well as Letting go', The Neutral Area and also 'The New Starting' (Bridges, 2004). When individuals are presented with adjustment, they enter phase one and so there might be emotions like unhappiness, unpredictability, disappointment, temper, anxiety, denial and also disorientation.The situation at the marketing division of Next India Traveler A Valuation Challenge is comparable so Lewis can get comfy with the idea that it is not extraordinary behavior. In the second stage, there might be a requirement to link the void in between the new and also old culture so Lewis might have to face this ordeal when Krasnow leaves. There may be low morale and also reduced performance at this stage which need to not be taken as a trouble. It is throughout this phase that Lewis will certainly need to give assistance to the division to ensure that they can find an orientation. It can be seen exactly how Krasnow has actually already made this shift less complicated by making Lewis get involved in the department a year before his actual departure. According to Bridges' Version, stage 3 will produce openness to knowing, High power and commitment as people will certainly embrace the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Concept of 'Needs Power structure' (appendix 5) has discusses the significance of 'protection needs as being a reduced degree need of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to really feel protected and out of danger' is at the 2nd level of demands. Prior to a staff member can be made to establish psychologically, he requires to have his 'Physiological 'and also 'Safety and security' needs fulfilled.

SWOT Analysis for Next India Traveler A Valuation Challenge Case Study

Effects of Analysis.

The OB analysis has actually considered different concepts to comprehend how to handle the current situation handy. The adhering to 3 alternatives have been suggested to help Lewis manage the business challenges in the marketing division. Each of these choices has actually been recommended for alleviating the shift required to bring the advertising and marketing department according to the demands of the marketplace as well as for making the social modification that would comply with as soon as the existing leader leaves.

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

Examination of Alternatives.

Combination of Marketing & Advertising Functions: The internal marketing agency of Next India Traveler A Valuation Challenge is currently strength for the company in terms of conserving up on overheads related to advertising and promo. Considering that no brand-new recruitment has been done after Bridget Cole's separation with the coverage line being directly appointed to Krasnow for the marketing feature, this is a desirable opportunity for incorporating the advertising and marketing features. Judith Shapiro who has earlier been spoken with by Lewis throughout the earlier merger days has competence in business-to-business advertising and marketing together with agency as well as retail advertising and marketing experience. Once Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising to handle both marketing and advertising functions.

The benefit of this technique is that it will certainly incorporate the two features while minimizing the demand for working with an extra source for advertising and marketing. Lewis would certainly be heading the marketing department as well as in any case her replacement would be needed for the existing duty that she is executing. The disadvantage of this alternative is that exterior hiring may bring about bitterness from internal employees who might be eying the placement of EVP after Lewis takes over Krasnow's position.

Separating Adverting and Manufacturing: Provided the competitive stress and also high quality work required from the marketing firm, it is recommended that Lewis needs to permit the manufacturing device to be a separate feature from the advertising and marketing system. Because most advertising agencies had these 2 features as different devices, it makes more sense to follow the standard.

Combination of Advertising with Workflows: Because Lewis is already taking treatment of the advertising and also operations divisions concurrently; it makes sense to incorporate the 2 functions since she has been successfully taking care of both ends. The fact that Lewis has to adjust her administration design for the marketing department recommends that these 2 departments would certainly be culturally diverse.


An assessment of the three choices indicates that combination of advertising and also operations would not be a feasible step as a result of the substantial differences between the two divisions despite the fact that presently Lewis is dealing with both. While splitting up of the production feature might have been a beneficial relocation for the marketing division, the reality that it would suggest positioning a third function under Lewis's wing suggests this need to be stayed clear of. The assimilation of the advertising department is the best option in regards to getting the optimum results from the division. An activity plan for this alternative is gone over listed below.

Action Plan.
Lewis will certainly take over the duty of EVP Advertising after Krasnow leaves.

Advertising and Marketing functions would certainly be merged.

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

Production feature will certainly remain component of advertising under advertising and marketing feature.

Lewis will certainly divide herself from operations.

An autonomous management design with staff member empowerment will be used in marketing division.

Open door plan and also emphasis on cross department communication will certainly be focused on removing disharmony.

Contingency strategy.

If the integration does not exercise as prepared, a contingency strategy would adhere to which would certainly separate the production feature from the advertising feature to decrease the tons on the SVP of advertising and marketing. In case Judith Shapiro does not get worked with, Lewis will certainly be heading the advertising department without an SVP. Because case the manufacturing feature will absolutely be divided by placing it under an SVP manufacturing.