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


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Background and Facts

Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B a workplace products store for small as well as medium sized services has recently been involved in planning for a merging with its competitor House Deport, which has actually influenced performance degrees in departmentswith the senior supervisor involved in legal complications presented by the federal Trade Commission. With the Advertising Head advancing the news of his departure from the firm in one year, Jeannie Lewis, the existing head of procedures has been asked to take the function in the near future. With challenges in the form of a potential social change and also reduced employee spirits, the company requires a full reengineering effort at the advertising and marketing department.

Trouble Declaration
Porter's 5 Forces Analysis
The possible cultural change at the advertising department of Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is raising uncertainty in the working environment bring about different challenges for the Jeannie Lewis who would be changing the head of the division in one year. nalysis

PEST analysis

Political Factors: Political factors play a major duty in affecting calculated decisions because Stapes Inc. had to desert its strategies of merging with Workplace Deport after the Federal Trade Compensation's intervention in the process. Given the reality that the store has a global existence with branches in UK, USA, Canada and also Germany, political factors in each of these nations may be able to influence efficiency or tactical objectives. Federal Trade Payment's antitrust suit against the merging occupied valuable time of the company's elderly monitoring suggesting that 'political' factors can have major implications for a global service.

Economic Factors: Financial factors such as the appearance of small companies in the international situation recommend that Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is growing in an environment where there is prospective growth of organisations. Fact that store clients are primarily looking for office materials for house workplaces suggests that the market has a climbing fad of business owners and also residence based organisations.

Social factors: Social trends in the economic situation show that consumers are trying to find convenience as well as attractive prices. Marketing research demonstrates how the consumer for Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B does not have recognition regarding finding options which can provide a combination of comfort and low costs.

Technical factors: Modern technology plays an important role in Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B's organisation strategy specifically as the organization is piloting Innovation facilities which would supply innovation sales and also assistance in the form of memory upgrades, peripheral setups. (Summary of BUG in appendix 2).

OB Issues and Symptoms.

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

Apprehensions about social modification: There is uneasiness concerning a cultural modification that would certainly occur when Todd Krasnow leaves from his setting as the Exec Vice Head Of State of Advertising And Marketing with most of the employee already revealing unhappiness over this possible relocation. This anticipated change has actually developed anxiety in the workplace which has been coupled with the past anxiety of preparing the company for a potential merger with House Deport.
Pest Analysis
Stressful Task Setting for Newcomers: There is scarcity of employees that can match the stressful atmosphere of a fast-paced organization. Not only does this lead to difficulty in locating the best individuals, it places stress on new hires as can not stand up to the speed and pressure that the organization expects them to birth.

Dual Coverage Lines: Novices find this business culture troublesome as well as difficult to deal with specifically as dotted line partnerships are indicated to be weaker as a whole as well as unbiased setup and performance analysis is still done by the solid line supervisor. This implies that newcomers can shed quality concerning their corresponding functions and goals specifically as populated line coverage does not keep them in direct communication with the strong line supervisors.

Animosity From Cross Departmental Hiring: Krasnow's decision to make Lewis his follower as opposed to Bridget Coles although it had been guessed that the latter would take Krasnow's setting came as an impact to her spirits. Lewis might have been capable as well as ideal for the job but the fact that Kransnow's separation would make Coles a straight record to Lewis may have been the reason for Coles' resignation from services.

Fear & Task Instability: Worry as well as insecurity can be recognized as two significant issues that Lewis would be dealing with particularly as the merger has actually currently be terminated and also 2 senior execs of the marketing division would certainly be leaving. The entire obligation of the division would certainly be dropping on Lewis's shoulders who would not simply supervise of brining about a cultural adjustment yet would likewise have to prove herself in her new role.

Inappropriate Management Style of Leader: Lewis's management style as well as its conflict with the advertising and marketing department's role can additionally be viewed as an OB challenge especially as she has actually been utilized to handling issues in the operations division where workers are taught to concentrate on procedures and also obtain them right. The advertising and marketing division on the other hand can be seen as a group of individuals that are used to being supported by Krasnow that focused much more on result than procedures.

Interdepartmental Arguments: Interdepartmental disputes between three divisions, advertising, merchandizing and procedures specifically over the appropriation of the marketing mix can be determined as another OB issue. The advertising department does not share the exact same vision as the various other two divisions regarding the aloocation of the advertising and marketing mix twoards promotions as well as advertsing, the merchandizing and operations departments do not agree over the marketing mix appropriation amongst one another either.

Disintegration in Advertising Division: Disintegration between the advertising and marketing divisions can be determined as one more OB concern which could require additional interest. The truth that the marketing and advertising areas in the advertising and marketing division are detached is protecting against both divisions from acquiring from each various other's experience and expertise. Combination of advertising with merchandising and procedures would end up being harder if the advertising and marketing division itself is degenerated which can be another potential OB concern.

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

Different theories have actually been made use of to explain the situations to obtain more clarity regarding the circumstance at hand.
Swot Analysis
McGregor's Theory X & Y: According to Douglas McGregor's Concept X, most managers think that subordinates are easy and also lazy, have little ambition and also resist adjustment. The situation at Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is not entirely following Theory X, it can be seen that brand-new hires are locating this atmosphere instead stressful which might ultimately lead to a higher inclination of the administration towards Concept X. Even while examining Lewis's monitoring style, concept X may have been appropriate in the operations department to some level however the Advertising department would call for reliance on Concept Y in order to get the imagination and also originality from the teams.

Tuckman's Team effort Concept: Regarding Lewis's worry concerning bringing harmony in between the marketing and advertising division is concerned, this would initially cause clash as discussed by Bruce Tuckman in his 'Synergy Concept'. (Tuckman, 1965). As per Tuckman's theory shown in appendix 3, throughout the first stage of group advancement, individuals might not bond, as they are hectic finding their location in the team. By combining the marketing and advertising division's job, there may coincide preliminary detach which might bring about the 2nd phase of 'storming' where the groups test each other. It is only throughout the third phase or 'norming' when they would come with each other to share concepts before the team can bring around harmony in the 4th phase 'carrying out'.

Bridges' Shift Design: As per William Bridge's theory (appendix 4), individuals are quite uneasy with modification, which is evident by the situation at Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B The situation can be viewed as a regular program of life if is examined according to Bridge's concept where he describes that people experience 3 stages of shift when they experience adjustment. 'Closing, shedding as well as Releasing', The Neutral Zone and also 'The New Beginning' (Bridges, 2004). When people are presented with adjustment, they go into stage one therefore there might be emotions like unhappiness, unpredictability, aggravation, anger, concern, rejection and also disorientation.The situation at the marketing department of Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is comparable so Lewis can get comfy with the idea that it is not amazing actions. In the 2nd phase, there may be a need to bridge the gap in between the new and old society so Lewis may need to encounter this experience once Krasnow leaves. There might be reduced spirits and low productivity at this phase which need to not be taken as a setback. It is during this phase that Lewis will need to give guidance to the department to make sure that they can locate an orientation. It can be seen just how Krasnow has already made this change easier by making Lewis obtain involved in the department a year before his real departure. According to Bridges' Model, phase three will certainly produce openness to understanding, High energy and dedication as individuals will welcome the modification (Bridges, 2004).
Vrio Analysis
Abraham Maslow in his Theory of 'Needs Pecking order' (appendix 5) has discusses the significance of 'security needs as being a reduced level demand of a human for activating motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the requirement to feel secure and also out of threat' is at the second degree of needs. Prior to a worker can be made to develop psychologically, he requires to have his 'Physiological 'and 'Safety' needs satisfied.

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

Effects of Analysis.

The OB analysis has actually checked out various theories to comprehend just how to handle the present situation handy. The adhering to three choices have actually been recommended to aid Lewis deal with the business difficulties in the advertising and marketing division. Each of these options has actually been proposed for easing the transition needed to bring the advertising department in line with the demands of the marketplace as well as for making the social modification that would follow when the existing leader leaves.

Combination of marketing and advertising functions. Dividing Adverting and also Production features. Combination of Advertising And Marketing with Workflow.

Assessment of Alternatives.

Judith Shapiro that has earlier been talked to by Lewis during the earlier merging days has knowledge in business-to-business advertising along with company and also retail advertising and marketing experience. As soon as Krasnow leaves, Lewis can hire Shapiro as an EVP for advertising and marketing to manage both advertising and advertising features.

The benefit of this method is that it will incorporate both features while lowering the demand for hiring an extra source for advertising. Lewis would be heading the marketing division as well as in any kind of case her replacement would certainly be required for the current function that she is doing. The downside of this alternative is that outside hiring might produce animosity from internal workers who may be looking at the setting of EVP after Lewis takes control of Krasnow's placement.

Separating Adverting and Manufacturing: Given the competitive pressures and top quality work called for from the advertising agency, it is suggested that Lewis should allow the manufacturing device to be a different feature from the marketing device. Since many ad agency had these 2 features as separate units, it makes even more sense to follow the norm. In addition to this, both functions may have the ability to concentrate on their core turns on more successfully. Nevertheless, the disadvantage of this strategy would certainly be that extra expenses would certainly have to be birthed for establishing separate production functions. In addition to this, a production head may have to be worked with which can raise expenses for the company.

Integration of Marketing with Operations: Given that Lewis is currently taking care of the advertising and also procedures departments simultaneously; it makes sense to integrate the 2 functions given that she has actually been efficiently taking care of both ends. The truth that Lewis has to adjust her monitoring design for the marketing department suggests that these 2 departments would certainly be culturally varied.


An assessment of the three options suggests that integration of advertising as well as procedures would certainly not be a feasible action because of the huge differences in between the two departments despite the fact that currently Lewis is dealing with both. While separation of the manufacturing function may have been a favorable step for the marketing department, the truth that it would suggest placing a 3rd function under Lewis's wing implies this should be avoided. The assimilation of the advertising and marketing division is the best option in terms of getting the optimum results from the division. An action plan for this choice is reviewed below.

Activity Strategy.
Lewis will certainly take over the duty of EVP Advertising and marketing after Krasnow leaves.

Marketing and advertising features would certainly be merged.

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

Production feature will certainly stay component of advertising under marketing feature.

Lewis will certainly divide herself from operations.

An autonomous management design with worker empowerment will be used in advertising and marketing department.

Open door plan as well as emphasis on cross departmental communication will certainly be aimed at getting rid of dissonance.

Backup plan.

If the integration does not exercise as planned, a backup strategy would certainly adhere to which would separate the production function from the advertising and marketing function to reduce the load on the SVP of advertising and marketing. In case Judith Shapiro does not obtain employed, Lewis will certainly be heading the marketing division without an SVP. In that case the manufacturing function will absolutely be divided by putting it under an SVP manufacturing.