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Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A Case Study Analysis

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Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A Case Study Analysis

Background and Facts

Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A an office supplies seller for tiny and also medium sized companies has actually just recently been associated with preparing for a merger with its competitor House Deport, which has impacted performance degrees in departmentswith the senior supervisor involved in legal complications put forth by the government Trade Commission. With the Advertising and marketing Head advancing the news of his separation from the firm in one year, Jeannie Lewis, the current head of procedures has actually been asked to take the function in the future. With obstacles in the kind of a potential cultural change and also low staff member morale, the company is in need of a complete reengineering effort at the marketing division.

Problem Declaration

The prospective cultural change at the marketing division of Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A is enhancing unpredictability in the working environment leading to various challenges for the Jeannie Lewis who would be changing the head of the department in one year. nalysis

PEST analysis

Political Factors: Political factors play a major role in affecting strategic choices considering that Stapes Inc. had to desert its strategies of combining with Office Deport after the Federal Trade Commission's intervention while doing so. Given the fact that the store has a global existence with branches in UK, UNITED STATES, Canada and Germany, political consider each of these countries may have the ability to influence efficiency or tactical objectives. Federal Profession Commission's antitrust suit versus the merger took up useful time of the company's elderly management suggesting that 'political' factors can have serious implications for a global organisation.

Economic Factors: Financial factors such as the appearance of small businesses in the international circumstance suggest that Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A is thriving in an environment where there is potential growth of organisations. Reality that store customers are mainly looking for workplace products for residence workplaces suggests that the market has a climbing trend of entrepreneurs as well as house based companies.

Social factors: Social fads in the economic situation reveal that clients are searching for benefit along with eye-catching rates. Market research demonstrates how the consumer for Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A does not have awareness concerning locating solutions which can use a mix of comfort as well as affordable.

Technological factors: Modern technology plays an essential function in Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A's organisation strategy specifically as the organization is piloting Technology centers which would certainly use technology sales and assistance in the form of memory upgrades, outer installations. (Summary of PEST in appendix 2).

OB Issues as well as Effects.

Numerous underlying Organizational Actions problems can be seen in Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A's case as highlighted in this section.

Uneasiness regarding social modification: There is worry about a social modification that would certainly take place as soon as Todd Krasnow leaves from his placement as the Executive Vice Head Of State of Advertising And Marketing with most of the employee currently showing unhappiness over this potential move. This anticipated modification has created stress in the office which has actually been combined with the past anxiety of preparing the firm for a potential merging with Home Deport.

Demanding Job Atmosphere for Newcomers: There is shortage of personnel that can match the difficult setting of a hectic organization. Not just does this cause problem in locating the best people, it puts tension on new hires as can not stand up to the speed as well as stress that the company expects them to birth.

Double Coverage Lines: Newcomers locate this organizational culture cumbersome and difficult to handle particularly as populated line relationships are meant to be weaker generally as well as objective setting as well as performance assessment is still done by the solid line supervisor. This indicates that novices might lose clarity about their particular functions and also objectives especially as dotted line reporting does not maintain them in straight communication with the solid line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower rather than Bridget Coles even though it had actually been speculated that the latter would certainly take Krasnow's placement came as a strike to her spirits. Lewis may have been capable and suitable for the work yet the fact that Kransnow's departure would make Coles a direct report to Lewis might have been the factor for Coles' resignation from services.

Fear & Work Insecurity: Concern as well as instability can be recognized as two major concerns that Lewis would be managing especially as the merger has now be cancelled and also 2 elderly execs of the advertising and marketing division would certainly be leaving. The whole responsibility of the department would certainly be falling on Lewis's shoulders who would certainly not simply be in charge of brining concerning a social adjustment however would also have to prove herself in her brand-new function.

Inappropriate Management Style of Leader: Lewis's administration design and its conflict with the advertising division's role can additionally be seen as an OB challenge specifically as she has actually been utilized to handling concerns in the procedures division where employees are instructed to focus on procedures and obtain them right. The advertising and marketing department on the various other hand can be viewed as a team of people who are utilized to being supported by Krasnow that concentrated much more on output than processes.

Interdepartmental Disputes: Interdepartmental disputes between 3 departments, advertising and marketing, merchandizing and operations respectively over the allowance of the advertising mix can be determined as one more OB problem. Although the marketing division does not share the very same vision as the other 2 divisions concerning the aloocation of the marketing mix twoards promos and also advertsing, the merchandizing as well as operations departments do not concur over the advertising mix allowance amongst each other either.

Disintegration in Marketing Department: Disintegration in between the marketing and advertising divisions can be identified as one more OB concern which might require further attention. The reality that the marketing and advertising areas in the marketing division are disconnected is protecting against both divisions from getting from each other's experience and expertise. Integration of marketing with retailing as well as procedures would end up being more difficult if the advertising division itself is degenerated which can be one more potential OB issue.

Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A Analysis

Numerous concepts have actually been made use of to clarify the situations to obtain more quality regarding the situation available.

McGregor's Theory X & Y: According to Douglas McGregor's Concept X, many managers think that staffs are easy and lazy, have little passion as well as resist adjustment. The difficult variation of this theory stressed coercion, limited controls, dangers and also penalties. Gradually it creates low efficiency, subtle sabotage as well as competition (Deal, 2003). Although the situation at Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A is not completely following Theory X, it can be seen that brand-new hires are finding this atmosphere instead difficult which may eventually lead to a greater inclination of the administration towards Concept X. Based on McGregor's supported sight, which he called Concept Y, the essential job of the management is to prepare business problems so that people can accomplish their very own goals best by directing their initiatives towards business incentives. If people locate no fulfillment in their work, the administration would certainly have little selection but to count on theory X and external control (Deal, 2003). Even while assessing Lewis's monitoring design, theory X may have appropriated in the procedures division somewhat yet the Advertising and marketing division would need dependence on Concept Y to get the creativity and also creativity from the teams.

Tuckman's Teamwork Concept: As far as Lewis's problem concerning bringing consistency in between the advertising and marketing division is concerned, this would originally bring about clash as gone over by Bruce Tuckman in his 'Team effort Theory'. (Tuckman, 1965). According to Tuckman's concept shown in appendix 3, throughout the initial phase of team growth, people may not bond, as they are hectic finding their area in the team. By integrating the marketing and advertising division's job, there may coincide initial detach which can result in the 2nd phase of 'storming' where the teams test each other. Nevertheless, it is just during the 3rd phase or 'norming' when they would collaborate to share concepts prior to the team can bring about harmony in the fourth phase 'executing'.

When people are provided with change, they go into stage one as well as so there might be emotions like sadness, unpredictability, stress, rage, anxiety, rejection and disorientation.The situation at the advertising and marketing division of Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A is similar so Lewis can get comfortable with the concept that it is not remarkable behavior. It is during this stage that Lewis will certainly have to provide advice to the department so that they can locate a sense of direction. It can be seen just how Krasnow has actually already made this shift much easier by making Lewis obtain entailed in the division a year before his actual departure.

Abraham Maslow in his Concept of 'Requirements Power structure' (appendix 5) has reviews the significance of 'safety 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 as well as out of danger' is at the second level of demands. Prior to an employee can be made to develop mentally, he needs to have his 'Physical 'as well as 'Safety and security' requires met.

SWOT Analysis for Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria A Case Study



Effects of Analysis.

The OB analysis has considered different concepts to understand how to deal with the current circumstance at hand. The adhering to three alternatives have actually been recommended to assist Lewis deal with the business obstacles in the advertising department. Each of these alternatives has been proposed for reducing the transition needed to bring the marketing division in accordance with the requirements of the market and also for making the social change that would adhere to as soon as the current leader leaves.

Assimilation of advertising and marketing functions. Dividing Adverting as well as Manufacturing features. Assimilation of Advertising with Workflow.

Analysis of Alternatives.

Judith Shapiro that has actually earlier been talked to by Lewis during the earlier merging days has proficiency in business-to-business marketing along with agency and also retail advertising experience. Once Krasnow leaves, Lewis can employ Shapiro as an EVP for advertising to handle both advertising and also advertising and marketing features.

The advantage of this method is that it will incorporate both functions while lowering the requirement for employing an additional source for advertising. Lewis would certainly be heading the advertising and marketing department and in any case her substitute would certainly be required for the existing function that she is doing. The disadvantage of this option is that external hiring might produce animosity from interior employees that might be considering the position of EVP after Lewis takes control of Krasnow's position.

Separating Adverting and Manufacturing: Offered the competitive pressures and high quality job required from the advertising company, it is recommended that Lewis ought to permit the manufacturing unit to be a separate function from the marketing device. Since the majority of marketing firms had these two features as different systems, it makes more sense to follow the standard.

Integration of Marketing with Workflows: Since Lewis is currently caring for the advertising and marketing and procedures divisions at the same time; it makes sense to integrate both functions since she has been successfully taking care of both ends. The truth that the two departments already have significant differences over allowance of sources suggests that this integration may have the ability to cause harmony especially as Lewis would certainly be heading both ends.However there are various negative aspects of this move particularly as it would certainly put too much worry over Lewis's shoulders. The fact that Lewis needs to adjust her monitoring style for the advertising and marketing department recommends that these 2 divisions would be culturally varied. Lewis may not be able to use one type of management design to both departments which could result in ineffectiveness in either one of the 2 functions.

Referral.



An examination of the three choices shows that combination of advertising and marketing and operations would certainly not be a practical relocation due to the substantial differences between the two divisions despite the reality that currently Lewis is handling both. While separation of the production function might have been a positive step for the advertising department, the truth that it would certainly indicate putting a 3rd feature under Lewis's wing means this need to be stayed clear of.

Action Plan.

Lewis will take over the function of EVP Marketing after Krasnow leaves.

Marketing and advertising features would be merged.

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

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

Lewis will certainly divide herself from operations.

A democratic management design with staff member empowerment will be used in advertising division.

Open up door policy and emphasis on cross departmental communication will be aimed at removing dissonance.

Contingency plan.

If the integration does not work out as prepared, a contingency plan would certainly follow which would divide the manufacturing function from the advertising and marketing feature to reduce the load on the SVP of marketing and advertising. In case Judith Shapiro does not get hired, Lewis will be heading the advertising division without an SVP. Because case the manufacturing function will most definitely be separated by positioning it under an SVP manufacturing.