Noranda Inc Mining Smelting And Sustainability Case Study Analysis


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Noranda Inc Mining Smelting And Sustainability Case Study Solution

Background and Facts

Noranda Inc Mining Smelting And Sustainability a workplace products store for little and medium sized organisations has actually lately been involved in preparing for a merging with its competitor Home Deport, which has actually impacted effectiveness levels in departmentswith the elderly manager involved in lawful difficulties presented by the federal Profession Commission. With the Advertising Head advancing the information of his departure from the firm in one year, Jeannie Lewis, the present head of procedures has actually been asked to take the duty in the future. With difficulties in the kind of a possible social modification as well as reduced staff member spirits, the company needs a complete reengineering effort at the advertising division.

Issue Statement
Porter's 5 Forces Analysis
The possible cultural adjustment at the advertising and marketing department of Noranda Inc Mining Smelting And Sustainability is increasing unpredictability in the workplace leading to numerous 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 duty in affecting tactical decisions considering that Stapes Inc. had to desert its plans of merging with Office Deport after the Federal Profession Payment's intervention at the same time. Offered the fact that the store has a worldwide presence with branches in UK, U.S.A., Canada and Germany, political factors in each of these nations might be able to affect performance or calculated objectives. Federal Profession Payment's antitrust match versus the merger took up important time of the company's elderly management recommending that 'political' factors can have severe implications for a global organisation.

Economic Factors: Economic factors such as the development of small businesses in the global scenario suggest that Noranda Inc Mining Smelting And Sustainability is flourishing in an atmosphere where there is potential development of companies. Fact that shop customers are mostly looking for workplace products for residence workplaces suggests that the market has a rising trend of business owners and also home based organisations.

Social factors: Social trends in the economy show that customers are seeking benefit along with eye-catching rates. Marketing research shows how the client for Noranda Inc Mining Smelting And Sustainability does not have understanding regarding locating options which can offer a combination of comfort and inexpensive.

Technical factors: Modern technology plays an important function in Noranda Inc Mining Smelting And Sustainability's service strategy specifically as the company is piloting Innovation facilities which would offer technology sales and also assistance in the type of memory upgrades, peripheral installations. (Summary of PARASITE in appendix 2).

OB Issues and also Effects.

Numerous underlying Business Habits concerns can be seen in Noranda Inc Mining Smelting And Sustainability's case as highlighted in this section.

Concerns concerning social adjustment: There is apprehension regarding a social adjustment that would occur when Todd Krasnow leaves from his position as the Executive Vice Head Of State of Advertising with the majority of the personnel currently revealing unhappiness over this possible step. This expected modification has actually created tension in the office which has been coupled with the previous tension of preparing the firm for a prospective merger with Residence Deport.
Pest Analysis
Difficult Task Atmosphere for Newcomers: There is scarcity of workers that can match the demanding environment of a hectic company. Not just does this cause problem in discovering the best individuals, it places tension on new hires as can not hold up against the rate and also stress that the company anticipates them to bear.

Dual Reporting Lines: Newbies discover this business culture troublesome and tough to deal with especially as dotted line connections are implied to be weak generally as well as unbiased setting as well as efficiency evaluation is still done by the solid line manager. This means that novices can shed clearness concerning their corresponding functions and also purposes especially as populated line reporting does not maintain them in direct interaction with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his successor instead of Bridget Coles although it had been speculated that the latter would take Krasnow's placement came as a blow to her spirits. Lewis might have been capable and also suitable for the job however the reality that Kransnow's departure would certainly make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Worry & Work Instability: Fear as well as instability can be recognized as 2 major problems that Lewis would be taking care of especially as the merger has currently be cancelled as well as 2 senior execs of the advertising and marketing department would certainly be leaving. The whole obligation of the division would be dropping on Lewis's shoulders who would certainly not simply supervise of brining concerning a social modification but would additionally have to verify herself in her new function.

Incompatible Management Style of Leader: Lewis's management design as well as its incompatibility with the marketing department's duty can likewise be seen as an OB challenge specifically as she has actually been used to handling problems in the operations division where workers are educated to concentrate on procedures and also obtain them right. The marketing division on the other hand can be seen as a group of people that are made use of to being supported by Krasnow who focused more on result than procedures.

Interdepartmental Disputes: Interdepartmental disagreements in between 3 departments, marketing, merchandizing as well as operations respectively over the allocation of the advertising and marketing mix can be identified as one more OB issue. Although the advertising department does not share the exact same vision as the other two departments pertaining to the aloocation of the marketing mix twoards promotions and also advertsing, the merchandizing and procedures divisions do not concur over the advertising and marketing mix appropriation among each other either.

Fragmentation in Advertising And Marketing Department: Fragmentation between the marketing and advertising departments can be identified as one more OB issue which could require additional attention. The fact that the advertising and marketing sections in the marketing department are detached is preventing both departments from getting from each various other's experience and proficiency. Combination of advertising and marketing with merchandising and operations would certainly become more difficult if the advertising department itself is disintegrated which can be one more possible OB problem.

Noranda Inc Mining Smelting And Sustainability Analysis

Various concepts have actually been used to clarify the situations to get additional clearness about the situation available.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Theory X, the majority of managers believe that juniors are easy and also lazy, have little passion and also resist modification. The tough version of this theory highlighted browbeating, tight controls, hazards as well as penalties. In time it produces low productivity, refined sabotage and rivalry (Bargain, 2003). The situation at Noranda Inc Mining Smelting And Sustainability is not completely adhering to Theory X, it can be seen that new hires are discovering this environment instead difficult which might ultimately lead to a better disposition of the administration in the direction of Theory X. According to McGregor's supported view, which he called Theory Y, the necessary task of the monitoring is to set up organizational problems to make sure that individuals can achieve their very own objectives best by routing their initiatives towards organizational incentives. If individuals find no fulfillment in their work, the administration would certainly have little option yet to count on theory X and also exterior control (Bargain, 2003). Also while analyzing Lewis's monitoring style, theory X might have appropriated in the operations division somewhat however the Advertising division would need reliance on Theory Y so as to get the imagination and also originality from the groups.

Tuckman's Teamwork Concept: As far as Lewis's problem concerning bringing consistency between the marketing and advertising and marketing department is concerned, this would at first lead to contrast as gone over by Bruce Tuckman in his 'Teamwork Theory'. By incorporating the advertising as well as advertising and marketing division's job, there might be the exact same initial detach which can lead to the 2nd phase of 'storming' where the teams test one another.

When people are provided with modification, they go into phase one as well as so there may be feelings like despair, unpredictability, stress, temper, fear, denial and disorientation.The situation at the advertising and marketing department of Noranda Inc Mining Smelting And Sustainability is comparable so Lewis can obtain comfy with the idea that it is not extraordinary behavior. It is throughout this stage that Lewis will have to provide assistance to the department so that they can discover a feeling of direction. It can be seen exactly how Krasnow has currently made this change easier by making Lewis get entailed in the department a year before his actual departure.
Vrio Analysis
Maslow's Demand pecking order: The OB issue related to instability at the office has actually been set off to start with by the adjustment in management and second of all by the truth that the merger will no more be launched. Abraham Maslow in his Concept of 'Demands Pecking order' (appendix 5) has talks about the value of 'safety and security needs as being a reduced level need of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see just how 'the need to feel secure as well as unharmed' goes to the second level of requirements. Prior to a worker can be made to establish emotionally, he needs to have his 'Physiological 'and also 'Safety and security' requires fulfilled. This indicates that unless the employees are made to really feel secure regarding their current work condition in Noranda Inc Mining Smelting And Sustainability they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Noranda Inc Mining Smelting And Sustainability Case Study

Effects of Analysis.

The OB analysis has actually looked at numerous concepts to comprehend how to cope with the present situation handy. The adhering to 3 choices have actually been proposed to assist Lewis handle the organizational challenges in the marketing department. Each of these options has been proposed for relieving the change required to bring the marketing department in accordance with the needs of the marketplace as well as for making the social modification that would certainly comply with once the existing leader leaves.

Assimilation of advertising and marketing functions. Separating Adverting and also Production features. Integration of Advertising with Operations.

Analysis of Alternatives.

Integration of Marketing & Advertising Functions: The internal marketing company of Noranda Inc Mining Smelting And Sustainability is currently stamina for the organization in regards to saving up on expenses connected to advertising and promotion. Because no brand-new employment has actually been done after Bridget Cole's separation with the coverage line being straight assigned to Krasnow for the advertising feature, this is a favorable opportunity for integrating the marketing and advertising functions. Judith Shapiro that has actually earlier been interviewed by Lewis throughout the earlier merger days has competence in business-to-business marketing in addition to company and retail marketing experience. When Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to deal with both advertising and marketing functions.

The benefit of this strategy is that it will integrate the two functions while minimizing the demand for hiring an additional source for marketing. In addition to this, Lewis would certainly be heading the advertising and marketing division and in any case her replacement would be required for the current duty that she is doing. The disadvantage of this option is that exterior hiring might bring about animosity from interior personnel that may be eying the placement of EVP after Lewis takes over Krasnow's placement.

Dividing Adverting and Production: Offered the affordable stress as well as high quality work called for from the marketing company, it is advised that Lewis ought to enable the manufacturing system to be a different feature from the advertising and marketing system. Since many advertising and marketing firms had these 2 functions as separate units, it makes more feeling to follow the norm.

Integration of Advertising And Marketing with Operations: Considering that Lewis is already looking after the advertising and marketing as well as procedures divisions all at once; it makes good sense to integrate the two functions considering that she has actually been efficiently taking care of both ends. The fact that both departments already have significant differences over appropriation of sources suggests that this assimilation might be able to cause harmony especially as Lewis would be heading both ends.However there are various negative aspects of this relocation specifically as it would certainly put excessive worry over Lewis's shoulders. The reality that Lewis has to adapt her management style for the advertising and marketing division recommends that these two departments would certainly be culturally diverse. In addition to this, Lewis may not have the ability to apply one kind of management style to both divisions which can cause ineffectiveness in either among both features.


An assessment of the 3 choices shows that integration of marketing and also procedures would certainly not be a practical move due to the large distinctions in between the 2 divisions in spite of the reality that currently Lewis is dealing with both. While separation of the manufacturing function might have been a beneficial relocation for the advertising and marketing department, the reality that it would imply putting a 3rd function under Lewis's wing implies this ought to be avoided.

Action Plan.
Lewis will take control of the function of EVP Advertising and marketing after Krasnow leaves.

Advertising and Marketing functions would be merged.

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

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

Lewis will certainly separate herself from operations.

An autonomous leadership design with worker empowerment will be made use of in advertising and marketing division.

Open door policy as well as emphasis on cross department communication will certainly be targeted at removing discord.

Contingency strategy.

If the combination does not work out as prepared, a contingency strategy would certainly adhere to which would divide the production function from the marketing function to lower the lots 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 production function will definitely be divided by putting it under an SVP production.