Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies Case Study Solution


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Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies Case Study Analysis

Background and Facts

Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies a workplace supplies retailer for little and also medium sized services has just recently been associated with planning for a merger with its competitor Home Deport, which has actually influenced efficiency levels in departmentswith the senior supervisor associated with lawful problems put forth by the government Profession Compensation. With the Advertising and marketing Head advancing the news of his separation from the business in one year, Jeannie Lewis, the current head of operations has been asked to take the function in the future. With challenges in the type of a potential cultural modification and reduced worker spirits, the company wants a total reengineering effort at the marketing department.

Problem Statement
Porter's 5 Forces Analysis
The potential cultural change at the marketing division of Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies is raising uncertainty in the working environment causing various obstacles for the Jeannie Lewis who would certainly be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a significant function in impacting tactical decisions since Stapes Inc. had to abandon its plans of merging with Office Deport after the Federal Profession Payment's treatment at the same time. Offered the fact that the shop has a global existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these nations might be able to affect performance or calculated goals. Federal Profession Payment's antitrust suit against the merger took up useful time of the organization's senior administration recommending that 'political' factors can have severe effects for an international company.

Economic Factors: Financial factors such as the development of local business in the international situation recommend that Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies is prospering in a setting where there is potential development of businesses. Fact that store customers are primarily looking for office materials for home workplaces recommends that the market has an increasing fad of entrepreneurs as well as home based companies.

Social factors: Social trends in the economic climate show that customers are searching for convenience along with eye-catching rates. Market research demonstrates how the customer for Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies lacks understanding concerning locating solutions which can use a combination of ease and also low costs.

Technological factors: Modern technology plays an important role in Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies's organisation method particularly as the organization is piloting Modern technology facilities which would certainly use innovation sales and support in the kind of memory upgrades, peripheral installments. (Summary of BUG in appendix 2).

OB Issues and also Symptoms.

Several underlying Business Behavior concerns can be seen in Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies's case as highlighted in this section.

Apprehensions regarding cultural modification: There is apprehension regarding a social adjustment that would happen once Todd Krasnow leaves from his placement as the Executive Vice President of Marketing with most of the team member currently revealing discontent over this potential relocation. This expected adjustment has actually created tension in the work environment which has been paired with the past stress of preparing the company for a possible merger with Home Deport.
Pest Analysis
Demanding Work Environment for Newcomers: There is lack of workers that can match the stressful atmosphere of a fast-paced organization. Not only does this lead to difficulty in discovering the ideal individuals, it puts stress on brand-new hires as can not endure the speed and also pressure that the organization expects them to bear.

Twin Coverage Lines: Newcomers find this business society difficult as well as challenging to manage especially as populated line relationships are suggested to be weaker generally as well as unbiased setting as well as performance examination is still done by the solid line manager. This means that newbies could shed clarity concerning their particular duties as well as objectives particularly as dotted line reporting does not keep them in straight communication with the solid line managers.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his successor rather than Bridget Coles even though it had been speculated that the last would certainly take Krasnow's placement came as a blow to her morale. Lewis may have been capable and proper for the job however the truth that Kransnow's departure would certainly make Coles a straight record to Lewis might have been the factor for Coles' resignation from solutions.

Fear & Task Insecurity: Fear as well as instability can be identified as two major worries that Lewis would be managing especially as the merger has currently be terminated and also 2 senior execs of the advertising department would be leaving. The whole responsibility of the division would certainly be falling on Lewis's shoulders who would not just supervise of brining regarding a social adjustment however would likewise have to prove herself in her brand-new function.

Incompatible Administration Design of Leader: Lewis's management design and also its incompatibility with the advertising department's duty can likewise be seen as an OB challenge especially as she has actually been made use of to managing issues in the procedures division where workers are educated to concentrate on procedures and get them. The advertising department on the various other hand can be seen as a team of individuals who are made use of to being supported by Krasnow who concentrated extra on outcome than procedures.

Interdepartmental Arguments: Interdepartmental arguments in between 3 departments, marketing, merchandizing and also procedures respectively over the appropriation of the advertising and marketing mix can be identified as another OB worry. The marketing department does not share the same vision as the various other two departments pertaining to the aloocation of the marketing mix twoards promotions as well as advertsing, the merchandizing and procedures departments do not agree over the marketing mix allocation amongst one another either.

Disintegration in Advertising And Marketing Division: Fragmentation between the marketing and advertising departments can be recognized as another OB concern which might require additional attention. The truth that the advertising and marketing sections in the marketing division are detached is stopping both divisions from obtaining from each other's experience as well as competence. Integration of advertising with retailing and operations would end up being harder if the advertising division itself is disintegrated which can be one more possible OB concern.

Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies Analysis

Numerous theories have been made use of to discuss the scenarios to obtain more clearness concerning the situation handy.
Swot Analysis
McGregor's Concept X & Y: According to Douglas McGregor's Concept X, a lot of supervisors think that juniors are easy and also careless, have little aspiration and withstand adjustment. The difficult variation of this theory emphasized browbeating, limited controls, hazards as well as punishments. Gradually it creates low performance, subtle sabotage as well as competition (Offer, 2003). Although the scenario at Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies is not completely adhering to Theory X, it can be seen that new hires are finding this environment instead demanding which might ultimately result in a better inclination of the administration towards Concept X. According to McGregor's supported view, which he called Theory Y, the important task of the administration is to organize business conditions to ensure that people can achieve their very own goals best by guiding their initiatives in the direction of business benefits. If people locate no complete satisfaction in their job, the management would certainly have little option yet to rely on theory X as well as external control (Offer, 2003). Even while assessing Lewis's administration design, theory X may have been suitable in the operations division somewhat yet the Marketing department would certainly need reliance on Theory Y so as to get the creativity and creativity from the groups.

Tuckman's Teamwork Theory: Regarding Lewis's issue concerning bringing consistency in between the advertising and marketing department is concerned, this would originally bring about contrast as discussed by Bruce Tuckman in his 'Team effort Concept'. (Tuckman, 1965). Based on Tuckman's theory received appendix 3, during the initial phase of team growth, individuals may not bond, as they are active discovering their area in the team. By incorporating the marketing and advertising department's job, there might coincide initial disconnect which could lead to the 2nd stage of 'storming' where the teams test each other. It is only throughout the third stage or 'norming' when they would certainly come together to share concepts before the group can bring about harmony in the fourth phase 'doing'.

Bridges' Transition Design: According To William Bridge's theory (appendix 4), people are fairly uncomfortable with modification, which is noticeable by the scenario at Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies The situation can be viewed as a normal program of life if is studied according to Bridge's concept where he explains that individuals experience 3 stages of shift when they experience adjustment. 'Closing, losing and also Releasing', The Neutral Zone as well as 'The New Starting' (Bridges, 2004). When people exist with modification, they enter phase one and so there may be feelings like unhappiness, uncertainty, disappointment, rage, concern, denial and disorientation.The circumstance at the marketing department of Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies is similar so Lewis can obtain comfortable with the concept that it is not remarkable habits. In the 2nd stage, there might be a requirement to connect the void between the new and also old culture so Lewis might have to face this ordeal once Krasnow leaves. There may be low spirits and also low productivity at this stage which must not be taken as a setback. It is throughout this stage that Lewis will have to offer support to the division so that they can discover an orientation. It can be seen exactly how Krasnow has actually currently made this transition much easier by making Lewis get involved in the division a year before his real separation. According to Bridges' Model, phase 3 will certainly cause openness to knowing, High energy as well as dedication as people will embrace the change (Bridges, 2004).
Vrio Analysis
Maslow's Need hierarchy: The OB problem pertaining to insecurity at the office has been set off first of all by the change in administration and also secondly by the fact that the merging will no more be initiated. Abraham Maslow in his Concept of 'Needs Pecking order' (appendix 5) has discusses the importance of 'safety and security requires as being a lower degree demand of a human for activating motivation. As seen in the pyramid cooperated appendix 3, we can see exactly how 'the need to feel secure as well as out of danger' goes to the 2nd degree of needs. Prior to a staff member can be made to create emotionally, he requires to have his 'Physiological 'and also 'Safety' needs satisfied. This indicates that unless the workers are made to really feel safe and secure about their present work condition in Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies they may not reach 'Self-Fulfillment'. (King, 2009).

SWOT Analysis for Now You See It Now You Do Not The Case Of Jet Airways And Its Accounting Policies Case Study

Effects of Analysis.

The OB analysis has actually looked at different theories to understand how to manage the existing scenario available. The adhering to 3 alternatives have actually been proposed to assist Lewis take care of the organizational challenges in the advertising department. Each of these choices has been recommended for relieving the shift needed to bring the advertising and marketing division in accordance with the requirements of the marketplace and for making the social adjustment that would follow when the present leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Manufacturing features. Integration of Advertising And Marketing with Operations.

Evaluation of Alternatives.

Judith Shapiro that has earlier been interviewed by Lewis throughout the earlier merging days has experience in business-to-business advertising and marketing along with firm as well as retail marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to handle both advertising and marketing as well as marketing functions.

The benefit of this approach is that it will certainly incorporate both features while minimizing the demand for employing an extra resource for advertising. Along with this, Lewis would certainly be heading the advertising department as well as in any case her substitute would be needed for the present role that she is performing. The downside of this alternative is that exterior hiring may cause resentment from interior workers that may be looking at the position of EVP after Lewis takes control of Krasnow's setting.

Separating Adverting as well as Manufacturing: Given the competitive pressures as well as high quality work required from the advertising company, it is suggested that Lewis ought to enable the manufacturing unit to be a separate function from the advertising and marketing unit. Considering that most advertising and marketing firms had these 2 functions as different systems, it makes more sense to adhere to the norm.

Integration of Marketing with Operations: Since Lewis is already taking treatment of the advertising and also procedures departments all at once; it makes sense to incorporate the two features since she has been effectively taking care of both ends. The truth that Lewis has to adapt her management design for the marketing department recommends that these two divisions would certainly be culturally diverse.


An assessment of the three options indicates that combination of advertising as well as operations would certainly not be a feasible step because of the substantial differences between both departments although that presently Lewis is managing both. While splitting up of the production feature may have been a beneficial action for the advertising department, the reality that it would certainly mean positioning a third feature under Lewis's wing means this need to be stayed clear of too. The integration of the marketing division is the very best alternative in terms of getting the optimum arise from the department. An activity prepare for this alternative is gone over listed below.

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

Marketing and advertising features would certainly be merged.

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

Manufacturing function will certainly continue to be component of advertising under advertising function.

Lewis will divide herself from procedures.

A democratic leadership style with staff member empowerment will be utilized in marketing department.

Open door plan as well as emphasis on cross departmental interaction will certainly be aimed at eliminating disharmony.

Backup strategy.

If the integration does not exercise as intended, a contingency strategy would certainly follow which would divide the manufacturing feature from the marketing feature to lower the lots on the SVP of marketing and advertising. In case Judith Shapiro does not get employed, Lewis will be heading the marketing division without an SVP. In that case the manufacturing feature will most definitely be divided by placing it under an SVP manufacturing.