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

CASE STUDY

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Background and Facts

Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B a workplace supplies store for little and moderate sized services has actually recently been involved in preparing for a merger with its competitor Home Deport, which has actually impacted effectiveness levels in departmentswith the senior supervisor involved in legal problems put forth by the federal Profession Commission. With the Advertising Head advancing the news of his separation from the company in one year, Jeannie Lewis, the existing head of procedures has actually been asked to take the role in the near future. With difficulties in the kind of a possible social modification and also reduced employee morale, the company needs a complete reengineering initiative at the advertising division.

Problem Declaration

The possible cultural change at the advertising and marketing department of Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is boosting uncertainty in the working environment leading to numerous difficulties 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 significant function in affecting calculated decisions given that Stapes Inc. had to desert its strategies of combining with Workplace Deport after the Federal Profession Payment's intervention at the same time. Offered the reality that the shop has an international existence with branches in UK, UNITED STATES, Canada and also Germany, political consider each of these nations might have the ability to affect efficiency or tactical goals. Federal Trade Compensation's antitrust fit versus the merger occupied beneficial time of the organization's elderly administration suggesting that 'political' factors can have severe ramifications for a global business.

Economic Factors: Economic factors such as the development of small businesses in the international circumstance suggest that Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is thriving in a setting where there is possible growth of services. Fact that shop clients are primarily looking for office materials for house workplaces recommends that the market has an increasing trend of entrepreneurs as well as home based services.

Social factors: Social trends in the economic climate show that consumers are searching for ease as well as eye-catching prices. Market research shows how the customer for Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B lacks understanding regarding discovering options which can supply a combination of comfort as well as affordable.

Technological factors: Technology plays an essential function in Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B's organisation method particularly as the organization is piloting Technology facilities which would certainly provide modern technology sales and assistance in the kind of memory upgrades, peripheral installations. (Summary of INSECT in appendix 2).

OB Issues as well as Manifestations.

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

Concerns regarding social change: There is concern about a cultural adjustment that would take place once Todd Krasnow leaves from his position as the Exec Vice Head Of State of Advertising And Marketing with the majority of the employee currently showing unhappiness over this possible step. This predicted adjustment has actually created stress and anxiety in the work environment which has actually been paired with the previous stress and anxiety of preparing the company for a prospective merging with Home Deport.

Difficult Job Setting for Newcomers: There is lack of personnel that can match the stressful atmosphere of a fast-paced company. Not just does this lead to difficulty in locating the ideal individuals, it puts anxiety on brand-new hires as can not endure the pace and pressure that the organization anticipates them to birth.

Double Reporting Lines: Beginners discover this business society troublesome as well as challenging to cope with especially as dotted line connections are implied to be weaker as a whole and unbiased setup and also performance examination is still done by the strong line supervisor. This means that novices can shed clearness about their particular duties and purposes particularly as dotted line coverage does not maintain them in direct interaction with the solid line supervisors.

Resentment From Cross Departmental Hiring: Krasnow's choice to make Lewis his follower instead of Bridget Coles even though it had been speculated that the last would certainly take Krasnow's placement came as a blow to her spirits. Lewis might have been qualified as well as ideal for the job however the fact that Kransnow's departure would certainly make Coles a direct report to Lewis may have been the factor for Coles' resignation from solutions.

Anxiety & Task Insecurity: Anxiety and also instability can be recognized as 2 significant problems that Lewis would be handling especially as the merging has now be terminated as well as two elderly execs of the advertising division would be leaving. The whole obligation of the department would be dropping on Lewis's shoulders who would not simply be in charge of brining regarding a cultural adjustment but would additionally need to prove herself in her new role.

Inappropriate Administration Style of Leader: Lewis's management design and its incompatibility with the advertising division's role can likewise be seen as an OB obstacle particularly as she has been utilized to handling problems in the procedures department where personnel are taught to concentrate on processes and also obtain them. The marketing division on the various other hand can be seen as a group of individuals who are used to being nurtured by Krasnow who concentrated extra on output than processes.

Interdepartmental Differences: Interdepartmental arguments between three divisions, marketing, merchandizing as well as operations specifically over the allotment of the advertising mix can be identified as an additional OB concern. The advertising division does not share the same vision as the other two departments regarding the aloocation of the advertising mix twoards promotions as well as advertsing, the merchandizing and also operations departments do not concur over the advertising mix allocation amongst one another either.

Fragmentation in Advertising Division: Disintegration in between the advertising and marketing divisions can be recognized as an additional OB concern which could require additional focus. The truth that the advertising and marketing areas in the advertising and marketing department are separated is preventing both departments from gaining from each other's experience and proficiency. Assimilation of advertising with retailing and also procedures would come to be harder if the marketing division itself is disintegrated which can be another potential OB worry.

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

Different theories have actually been utilized to discuss the situations to get additional quality concerning the circumstance at hand.

McGregor's Concept X & Y: According to Douglas McGregor's Concept X, many managers believe that subordinates are easy as well as careless, have little aspiration and withstand modification. The situation at Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is not entirely complying with Concept X, it can be seen that new hires are discovering this setting instead difficult which may ultimately lead to a greater inclination of the administration towards Theory X. Also while examining Lewis's management design, concept X might have been appropriate in the operations department to some extent however the Advertising division would certainly require dependence on Theory Y in order to obtain the imagination and originality from the groups.

Tuckman's Synergy Theory: As far as Lewis's worry about bringing consistency in between the advertising and also advertising and marketing department is worried, this would originally lead to clash as reviewed by Bruce Tuckman in his 'Synergy Theory'. By integrating the marketing and advertising department's job, there may be the exact same initial detach which could lead to the second stage of 'storming' where the teams test one an additional.

Bridges' Shift Design: Based On William Bridge's concept (appendix 4), people are rather uneasy with adjustment, which is evident by the scenario at Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B The situation can be seen as a normal program of life if is examined as per Bridge's concept where he clarifies that people undergo three stages of transition when they experience change. 'End, shedding and also Letting go', The Neutral Zone and also 'The New Starting' (Bridges, 2004). When people are presented with adjustment, they get in stage one therefore there might be emotions like despair, uncertainty, frustration, anger, anxiety, denial as well as disorientation.The circumstance at the advertising and marketing division of Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B is comparable so Lewis can obtain comfortable with the concept that it is not extraordinary behavior. In the 2nd stage, there may be a need to link the gap between the new as well as old culture so Lewis might need to encounter this challenge once Krasnow leaves. There may be reduced morale as well as reduced productivity at this phase which ought to not be taken as an obstacle. It is during this stage that Lewis will have to provide assistance to the department so that they can locate an orientation. It can be seen exactly how Krasnow has currently made this change less complicated by making Lewis get associated with the department a year before his actual departure. According to Bridges' Model, phase three will certainly bring about openness to knowing, High power and also dedication as people will certainly welcome the change (Bridges, 2004).

Maslow's Need hierarchy: The OB problem related to instability at the office has actually been caused to start with by the adjustment in monitoring as well as second of all by the reality that the merger will no more be started. Abraham Maslow in his Concept of 'Needs Hierarchy' (appendix 5) has discusses the significance of 'security requires as being a lower degree demand of a human for setting off motivation. As seen in the pyramid shared in appendix 3, we can see exactly how 'the demand to really feel protected and safe' is at the second level of needs. Before a staff member can be made to establish emotionally, he requires to have his 'Physiological 'and also 'Security' needs met. This shows that unless the employees are made to really feel secure regarding their existing employment status in Ocean And Oil Holdings And The Leveraged Buyout Of Agip Nigeria B they might not get to 'Self-Fulfillment'. (King, 2009).

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



Ramification of Analysis.

The OB analysis has looked at numerous concepts to comprehend exactly how to handle the existing scenario at hand. The complying with three choices have been suggested to help Lewis handle the organizational difficulties in the marketing division. Each of these options has been suggested for reducing the change required to bring the advertising department in line with the requirements of the marketplace as well as for making the social change that would certainly comply with once the current leader leaves.

Combination of marketing and advertising features. Separating Adverting and also Production functions. Combination of Marketing with Operations.

Evaluation of Alternatives.

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

The advantage of this strategy is that it will certainly incorporate the two features while lowering the need for employing an additional source for marketing. In addition to this, Lewis would be heading the advertising and marketing department and also all the same her substitute would certainly be required for the current role that she is executing. The disadvantage of this choice is that external hiring may cause animosity from inner workers who might be considering the setting of EVP after Lewis takes over Krasnow's setting.

Separating Adverting as well as Production: Given the affordable pressures as well as high top quality work needed from the marketing agency, it is advised that Lewis needs to enable the production device to be a separate feature from the advertising unit. Because many marketing companies had these two features as separate devices, it makes more sense to comply with the standard.

Integration of Marketing with Procedures: Since Lewis is already taking treatment of the advertising and marketing and operations departments all at once; it makes sense to incorporate the 2 features since she has been successfully taking care of both ends. The reality that Lewis has to adjust her administration design for the advertising department recommends that these two departments would be culturally diverse.

Referral.



An assessment of the 3 choices indicates that combination of marketing and also operations would not be a feasible move as a result of the vast differences in between the two divisions although that currently Lewis is managing both. While separation of the manufacturing feature may have been a positive relocation for the advertising and marketing department, the reality that it would imply positioning a 3rd function under Lewis's wing implies this ought to be stayed clear of too. The combination of the advertising department is the very best option in terms of obtaining the ideal results from the division. An activity prepare for this choice is gone over listed below.

Activity Plan.

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

Marketing and advertising features would certainly be merged.

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

Manufacturing function will certainly continue to be part of advertising under advertising and marketing feature.

Lewis will separate herself from operations.

An autonomous management design with employee empowerment will certainly be used in advertising division.

Open up door policy as well as emphasis on cross departmental interaction will certainly be aimed at eliminating discord.

Backup plan.

If the combination does not work out as planned, a backup strategy would comply with which would certainly separate the manufacturing function from the advertising function to reduce the tons 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 definitely be divided by putting it under an SVP production.